Human Resource Management(HRM)-Part-III

Difference between Performance Management & Performance Appraisal:

a.      Performance Management focuses on achieving increased organizational performance. Performance appraisal methods try to achieve individual performance.

b.      In performance management, performance review occurs more frequently (Quarter ending/Mid-year review) whereas in performance appraisal review is done at the end of the assessment year.

c.      In performance management stress is on strategic & operation plans with a view to envisage the organizational performance as a whole. In performance appraisal stress is on achieving individual performance.

d.      Performance management focuses on employees in terms of performance and objectives of the organization whereas performance appraisal focuses on characteristics, skills, knowledge, attitude etc of the employees.

Between Complaint & Grievance:

a.      A complaint is a written or verbal statement about some situation relating to terms and conditions of employment causing dissatisfaction in the employee. Omission, neglect, delay or ignorant of such complaint on the part of the employer give birth to grievance.

Key HR Terminologies:

·        Head Haunting: Approach of finding and attracting the best expertise with required skills and experience. Includes convincing the person to join the organization.

·        Poaching/Raiding: “Buying Talents” already engaged in other organization/firm by offering attractive packages, facilities etc.

·        RPO(Recruitment Process Outsourcing):

RPO is a process of transferring all or some part of recruitment process to an external consultancy/agency which provides the recruitment services.

·        Temping: is a process by which employees are deployed in an organization on temporary basis/agreement basis. Generally the agreement is with the third party that supplies the manpower to the client organization.

·        Employee Attrition: Employee attrition is a situation faced by the employers when employee leave the organization due to job dissatisfaction, opportunities in the market, retirement etc. This is measured in terms of Higher Employee Attrition Rate & Lower Employee Attrition Rate.

·        Blind Advertisement (Ad): Blind Ad is a recruitment advertisement by an organization in which actual address, name and references are not provided in the advertisement rather a post bag no or other contact addresses are given for application to be submitted by the applicant.

·        Job Ergonomics:  is the science of designing a job, workplace keeping in mind the capabilities and limitations of the worker. Basically a process to make the job easier and fit for its doer.

·        Job Evaluation:  is a process which undertakes the process of determining the relative worth of a job to other. How a job is different from other job in an organization, what are specific characteristics, what would be the remuneration for doer of such job etc are analyzed through this process.

·        Succession Planning:  A process of identifying and recognizing key individuals within an organization to impart conceptual and managerial skills in them so as to enable them to be efficient enough to occupy key positions in the organization hierarchy in future.

·        Employer Branding:  The methods, objectives and measures taken by an organization to enhance the process of recruitment and attract/affect the outside applicants based on the quality and positive aspects of the organization. In simple words organizations put themselves as a Brand in the open market to attract best talents and also to remain competitive in the market.

·        Job Dislocation: A dislocated employee is one who can no longer perform satisfactorily the requirements of his job due to change in technology or indifference to work. This is called Job Dislocation.

·        Ethics: - A set of standards of conducts based on which good or bad behavior is determined is called Ethics.

·        Reverse Recruitment: is a process to anticipate vacancies by consultants within an organization and making available prospective applicants in advance for the said vacancy to man the critical posts in the organization.

·        Inbreeding: - Attempt by an on-roll employee (Internal Source of Recruitment) to make available friends, family members, relatives or known personality for the job within the organization.

·        Job Posting: - A process through which vacancies are sought to be filled by the organization with all details.

·        Recency Effect:  is a state of affair during the process of performance appraisal where the most recent incidents/occurring on the part of the employee get too much emphasis and accordingly the whole appraisal is done on that basis.

·        Defensive Behavior:  A negative or protective approach/attitude towards achievement of some goals because of high reaching aspects of the goal. This terms generally covers/holds “ IT IS NOT POSSIBLE OR WILL NOT BE ACHIEVED BY ME”.

·        Activity Trap Situation: A situation during the Modern Method of Appraisal where derailment from the actual goal/job and performance track is observed in an employee due to pressure of performing good. The employee get entangled in an Activity Trap Situation.

·        Job Loading: Making the job more interesting by vertically or horizontally increasing the tasks and responsibilities.

·        Finding Fee: A type of financial aid given to those employees by the referral of which organization get outside candidates for recruitment.

·        Realistic Job Preview: A process of presenting the objectives, status, working conditions, nature of job etc before the prospective candidates through brochures, presentations, interview, seminar, video conferencing etc. This is done with a view to attract them and convince them to apply for the job. Both positive and negative aspects of the organization are presented in this process.

·        Pink Slip: A pink slip is a notice of dismissal or termination from the service served to an employee by the employer. This is also called “Walking Paper”. Generally the colour of such document is of Pink to distinguish it from other papers and that is why called Pink Slip.

·        Reality Shock: Difference of what has been expected by the organization and the realities the new comer are facing with after joining the organization. In simple word, before joining much promises are made by the organization that facilities will be given, sound salary is there etc but after joining the candidate get nothing at par with what has been promised. This causes a shock to them.

·        Selective Socialization: A process through which skills and knowledge are recognized and based on the same employees are promoted upward selectively to enable them to be more socialistic in nature.

·        Grape-vine-message: A type of communication network followed by informal group where information is transferred to the members by the grape-vine i.e. through one to two members and further by two to more members and so on. The network generally follows the structure of bunch of grapes so called Grape-vine-message.

·        Scapegoating: is a process of blaming a particular person for one’s own mistake. To throw anger of 2^nd person to third person.

·        Gang-plank: A type of communication (horizontal) in which managers at the same level in the same or different departments communicate with each other without referring all the matters to their superiors. This is called Gang-Plank.

·        Job Satisfaction: A positive emotional state on the part of the employee when he/she is satisfied with the nature, ergonomics, compensation and condition of work etc.

Jivan padhne ka naam...................padhte raho subah-o-sham