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
company’s 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
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 company’s image defining the stable view of
the clients, partners and society on the company’s prestige, the quality of its services,
reputation of its managers.
Leadership potential – the company’s staff that later can fill in its key
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 doesn’t 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 company’s 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 company’s 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 company’s 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 employee’s 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 company’s personnel, aimed at effective realization of the
business strategy and also providing conditions for detecting human potential for the
realization of the company’s 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 company’s activity.
Productivity control by goals – the process of productivity assessment including
the stages of mutual defining by the manager and the employee of the employee’s key goals
for a certain period, assessment of the employee’s 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.