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HR Assistance - Definitions of the terms
Definitions of the terms |

Outsourcing a transmission of certain kinds of work or production activities to exterior organizations.
Business process a certain sequence of actions in which several subdivisions of the company take part and which rounds into the creation of the end product valuable for the consumer/client.
Vision the perspective view of the activity development directions. For example, the vision of personnel management the perspective views of the directions of the companys activity development in the field of personnel management, the base concept of the goals and actions of the organization in this area.
Internal candidates employees of various subdivisions of the company, viewed as possible candidates for filling vacancies.
Dynamic organization organization which is able to adjust quickly to the changes of socio-political and external economic factors, to trigger actively and introduce successfully necessary changes and innovations.
Official rank the group of similar in the relative value positions assigned the same range of wages.
Competencies necessary for this position skills, knowledge, expertise and behavioristic characteristics.
Corporate culture combination of norms, values and beliefs which define the way the organization solve the problems of internal integration and external adjustment, guide and stimulate the everyday behavior of the staff who transform under its influence.
Corporate values components of the corporate culture emphasized in the consciousness of the employees and therefore regulating their public behavior.
Corporate brand the basis of the companys image defining the stable view of the clients, partners and society on the companys prestige, the quality of its services, reputation of its managers.
Leadership potential the companys staff that later can fill in its key positions.
Leadership specific kind of relations between managers which has in its basis the recognition of the special status of leaders, their personal characteristics, qualification and position.
Mission the sense of existence, the destination of the company which distinguishes it from other similar organizations.
Mobile personnel the reserve of the employees that can be temporarily directed for work to foreign country or region.
Newcomers graduates of universities and specialized secondary schools whose work experience doesnt exceed three years.
Motivation the mechanism of influence on the growth of productivity and effectiveness of work, the process of stimulating the employee or the group of employees to activity aimed at achievement of the companys goals.
Compensation package everything the employee receives as a result of the relations with the employer.
Organizational changes the changes in the organizational structure, the management structure, business processes and other aspects of the companys activity, caused by changes in the general circumstances of its activity. These circumstances may include external, socio-economical and political, and internal, organizational factors (for example, reorganization, introduction of new informative technologies intending changes in the method of work execution). The size of changes is defined by the regularity of events, the speed of changes and the predictability of the future.
Personnel assessment specialized events aimed at defining the effectiveness of the employees performance during realization of the companys tasks, which allow obtaining the information necessary for making further managerial decisions.
Relocation of employees the change of the place of the employees in the organizational structure. Relocation of employees is one of the ways to increase the effectiveness of the personnel use and also allows structuring the business process and satisfying the staff needs of the company without resorting to external sources.
Career planning definition of the goals of the employees professional growth and the ways of their achievement.
Succession planning the process of detecting future managers and the targeted work on the development of their professional, managerial and leadership competencies.
Policy of personnel management the system of norms, principles, conceptual approaches to managing the companys personnel, aimed at effective realization of the business strategy and also providing conditions for detecting human potential for the realization of the companys goals.
Personnel management processes the transparent integrated system of the personnel management including all the stages of interaction between the company and the employees starting from involvement and enrolling on the staff of the company till the retirement of the employee and the following support.
Rotation the transferring of employees to another position of a higher level in a different region (vertical interregional rotation) or to another position of the same level in a different subdivision (horizontal rotation) aimed at providing them with the opportunity of acquiring new skills and broadening the outlook necessary for more effective duty performance.
Sponsor top-manager, giving the necessary support to the employees with a high leadership potential that take part in the program of top management succession planning. The support is carried out on a permanent basis through regular consultations, assistance in extension contacts with top managers and career development.
Top-managers the employees occupying the executive posts and exerting the most significant and direct influence on the final results of the companys activity.
Productivity control by goals the process of productivity assessment including the stages of mutual defining by the manager and the employee of the employees key goals for a certain period, assessment of the employees achievement of the goals at the end of the period and defining the influence of the assessment results on his remuneration, career growth, training and development.