A rating method where the rater assigns a specific value on a fixed scale to the behaviour or performance of an individual instead of assigning ratings based on comparisons between other individuals.
Glossary
Glossary
A rating method where the rater assigns a specific value on a fixed scale to the behaviour or performance of an individual instead of assigning ratings based on comparisons between other individuals. | |
Carried out on behalf of women, disadvantaged groups and members of such groups that are placed in dominant positions (positive discrimination). | |
In an agile organization, HR needs to provide the same services it has always provided (hiring, professional development, performance management), but in ways that are responsive to ongoing changes in culture and work style. | |
The simulation of human intelligence processes by computer systems and machines. It was founded as an academic discipline in 1956 and is also known as machine intelligence. | |
Mainly used for management selection and development purposes. Participants undertake a wide range of tasks and activities designed to assess their suitability for a particular organisation, role or position. | |
A term used to describe voluntary and involuntary terminations, deaths, and employee retirements that result in a reduction to the employer's physical workforce. | |
Behaviourally Anchored Rating Scale (BARS) – An appraisal that requires raters list important dimensions of a particular job and collect information regarding the critical behaviours that distinguish between successful and unsuccessful performance. These critical behaviours are then categorised and appointed a numerical value which is used as the basis for rating performance. | |
An interview technique which focuses on a candidate’s past experiences, behaviours, knowledge, skills and abilities by asking the candidate to provide specific examples of when they have demonstrated certain behaviours or skills as a means of predicting future behaviour and performance. | |
Section 69 to 72 of the Holidays Act 2003 provides a specific number of paid days off following the death of an employee’s spouse, parent, child grandparent or in-law so that the employee may attend funeral proceedings, etc. | |
The practice of allowing more senior level employees whose positions have been slotted for elimination or downsizing the option of accepting an alternative position within the organisation, for which they may be qualified to perform and which is currently occupied by another employee with less seniority. | |
The deliberate effort of an organisation to anticipate change and to manage its introduction, implementation, and consequences. | |
Generally follows the format of individual guidance that is focused on job performance and aimed at one person alone. The coach specifically advises the person on how to tackle and perform a particular task and providing constructive feedback and delegating further similar tasks, setting goals or higher level tasks for the individual to complete. | |
The process by which [an] employer[s] will negotiate employment contracts with [a] union[s]. | |
Compensation | Compensation for injury to an employee arising out of and in the course of employment that is paid to the worker or dependents by an employer whose strict liability for such compensation is established by statute, which commonly includes explicit exclusions for injury caused intentionally, by wilful misconduct, and by voluntary intoxication from alcohol or illegal drugs. |
An underlying characteristic of a person’s motive, trait, skill, aspect of one’s self-image or social role, or a body of knowledge. | |
Competency based pay is a compensation system that recognises employees for the depth, breadth, and types of skills they obtain and apply in their work. Also known as skill based and knowledge based pay. | |
1. Coercion by threats to act promises to refrain and includes a resignation given as an alternative to be dismissed. | |
Employees who may be: casual labour, part-timers, freelancers, subcontractors, independent professionals and consultants. | |
An agreement with an independent contractor. | |
The skills, knowledge and abilities which employees must possess in order to successfully perform job functions which are essential to business operations. An organisation’s basic lines of business. Its core strengths and abilities. | |
The removal of hierarchical layers in an organisation. | |
A procedure carried out in the workplace in the event of an employee committing some act contrary to terms of the employment agreement. If the act is regarded as Gross Misconduct this may lead to Summary Dismissal. | |
The process of delivering educational or instructional programmes to locations away from a classroom or site to another location by varying technology such as video or audio-conferencing, computers, web-based applications or other multimedia communications. | |
As of 1 April 2019, employees who are affected by domestic violence can request paid domestic violence leave and make a request for a short-term flexible working arrangement. The new law entitles employees affected by domestic violence to up to 10 days of paid domestic violence leave per year. | |
An Employee Assistance Programme (EAP) can be defined as a work-based intervention aimed at the early identification and/or resolution of both work and personal problems that may adversely affect (job) performance. | |
Describes the mental ability an individual possess enabling him/her to be sensitive and understanding to the emotions of others as well as being able to manage their own emotions and impulses. | |
It refers to the extent of employees’ feelings of involvement and attachment to their jobs, work, work groups, and the organisation as a whole. | |
Employee experience is an employee’s observations and perceptions over their course of their employment at a particular company or organization. | |
Organisational policies and practices designed to meet the diverse needs of employees, and create an environment that encourages employees to remain employed. | |
Based on the notion that people are motivated by a desire for fairness, that is, to be treated fairly and will compare their own efforts and the rewards of others in the organisation with a view to judging the fairness of their treatment. | |
The measurement of physical characteristics of the human body and the development of equipment to fit them, so that strain on the body is reduced. | |
An interview between a member of staff of the organisation that an employee is leaving to ascertain the reasons for the employee leaving the organisation. Should not be carried out by employee’s immediate superior. Used for possible changes. | |
An employee and an employer may agree that the employment of the employee will end at the close of a specified date or period or on the occurrence of a specified event or at the conclusion of a specified project. See Section 56 of the Employment Relations Act 2000. | |
The right to belong to a union. As protected by the Human Rights Act 1993. | |
The preparation required for the construction of a job description. It is necessary to collect data on the job to be advertised. | |
A gig economy is an economy where organisations rely more on freelancers and independent contractors instead of full-time employees. Temporary positions and flexible jobs are common. | |
A duty under Section 4 of the Employment Relations Act 2000 to conduct negotiations where two parties meet and confer at reasonable times with open minds and the intention of reaching an agreement. | |
An act committed by any personnel likely to lead to Summary Dismissal. | |
The collective knowledge, skills and abilities of an organisation’s employees. | |
Human-centered design is a creative approach to problem solving. It involves the human perspective in all steps of the problem-solving process. | |
Individual Employment Agreement (IEA) – The legal relationship between an employee and employer. See Part 6 of the Employment Relations Act 2000. | |
Additional compensation used to motivate and to reward employees for exceeding performance or productivity goals. | |
A person who works for him/herself but has a contract for services with another person/organisation. | |
The process of introducing a new employee into the organisation. | |
Non-monetary re-enforces such as praise given to an employee in recognition of a job well done, or a particular achievement. | |
The preparatory stage for writing job descriptions. | |
A written description of a job which includes information regarding the general nature of the work to be performed, specific responsibilities and duties, and the employee characteristics required to perform the job. | |
This aspect of management is part of organisation structure. Individuals carry out activities that lead to the achievement of the organisation’s objectives. | |
Used for compensation planning purposes, it is the process of comparing a job with other jobs in an organisation to determine an appropriate pay rate for the job. | |
A reaction against job specialisation. Linked to the Human Relations School. | |
Used to establish standards and objectives, key result areas are the chief tasks of a job identified during the job evaluation process. | |
Work-based savings scheme, governed by the KiwiSaver Act 2006. It is designed to encourage New Zealanders to save for their retirement income. | |
Key Performance Indicators – Tasks that have been agreed between an employee and line manager/HR with an expectation that they will be completed satisfactorily in the time agreed or as an ongoing task. | |
Knowledge, Skills and Abilities – The personal attributes that a person has to have to perform the job requirements. | |
The willingness of potential employees to travel or move to where work is offered. | |
A geographical or occupational area in which factors of supply and demand interact. | |
A wage that is high enough and sufficient to provide a normal standard of living. | |
A Learning Management System (LMS) is a software application used to plan, create, implement, monitor and assess a specific learning process. The type of software is usually used for managing internet education or training courses. | |
Generally follows the format of generalised advice and guidance of an individual career development. Mentoring is about developing a relationship between a more senior and experience mentor and an inexperienced mentee, to guide and develop the mentee knowledge and career progression. | |
The lowest level of earnings of employees set by Government. | |
Relating to Performance Management. Both employer and employee have a mutual interest in achieving organisational objectives. | |
The process of observing employees while performing their respective jobs or tasks used to collect data regarding specific jobs or tasks. | |
The process of managing the departure of employees. Like onboarding, it is another aspect of talent management. | |
Occupational Health and Safety (OHS) – The law relating to the health and safety of personnel at work. | |
A relatively new term, it is more far reaching than historical orientation programmes. It links new employees with team members very early in the | |
Usually occurs as a result of, or in response to, pressures from outside (external) and/or from within (internal) the organisation. | |
A pattern that emerges from the interlocking system of the beliefs, values and behavioural expectations of all the members of an organisation. | |
Planned, organisation-wide effort, managed from the top, to increase organisational effectiveness through planned interventions in the organisation process using behavioural science knowledge. | |
A benefit offered by the employer to displaced employees, which may consist of such services as job counselling, training, and job-finding assistance. | |
A contractual agreement between an employer and an external third party provider whereby the employer transfers responsibility and management for certain HR, benefit or training related functions or services to the external provider. | |
Supported by legislation allowing 22 weeks paid leave which a new mother may share with her partner, funded by a payroll levy. | |
This is a process of identifying, evaluating and developing the work performance of employees in an organisation, in order that organisational objectives are more effectively achieved and understood by employees. | |
A complaint brought by one party to an employment contract against another party. See Part 9 of the Employment Relations Act 2000. | |
Employers may want to conduct pre-employment screenings of job applicants, often conducted by private third-party organizations that specialize in background screening. | |
Where the parties to an employment agreement agree as part of the agreement that an employee will serve a period of probation or trial after the commencement of the employment. See Section 66 Employment Relations Act 2000. | |
Psychometric tests are designed by psychologists to test a person's mental state, personality and thought processes. They are often used as part of the recruitment process and usually consist of multiple-choice questions. | |
Drug and alcohol tests administered by an employer which selects employees to be tested on a random basis. | |
The process of bringing into an organisation personnel who will possess the appropriate education, qualifications, skills and experience for the post offered. | |
The act of dismissing an employee when that employee is surplus to the requirements of the organisation. | |
Remuneration includes any payment made under a contract for services. | |
Is a term used most commonly to describe a base pay which is set at an annual rate and remains unchanged from one pay period to the next, regardless of the number of hours an employee may work. | |
The process of aligning human resources more closely to the strategic and operating objectives of the organisation. | |
Involving identifying a potential candidate to replace core individual employees either known to be leaving the firm at some point in the future and/or whose sudden departure would pose a risk to the operation of the firm. | |
The act of dismissing personnel immediately, usually because the person has committed some act of Gross Misconduct. | |
A form of disciplinary action resulting in an employee being sent home without pay for a specified period of time. | |
Terms that describes all the ways that organisations attract, engage with, manage and motivate, encourage and reward, and train and develop employees. It is considered as a mindset that emphasised the importance of talent to organisational success. | |
Rewards which can be physically touched or held (i.e. a gift certificate, gifts in the form of merchandise, or a savings bond). | |
An appraisal process whereby an individual is rated on their performance by people who know something about their work. This can include direct reports, peers, managers, customers or clients; in fact anybody who is credible to the individual and is familiar with their work can be included in the feedback process. The individual usually completes a self-assessment exercise on their performance, which is also used in the process. | |
The complete pay package awarded employees on an annual basis, including all forms of money, benefits, services, and in-kind payments. | |
A process dealing primarily with transferring or obtaining knowledge, attitudes and skills needed to carry out a specific activity or task. | |
A method of analysing how employee skill deficits can be addressed through current or future training and professional development programs, as well as determining the types of training/development programs required, and how to prioritise training/development. | |
Describes changes in the workforce resulting from voluntary or involuntary resignations. | |
Groups of workers who have formed incorporated associations relating to the type of work that they perform. | |
The act of terminating an employee’s employment agreement for a reason that the Employment Relations Authority or Employment Court regards as unjustifiable. | |
The quality or state of being in good physical and mental health, especially as an actively sought goal and the result of deliberate effort. | |
Whistleblower protection is contained in the Protected Disclosures Act 2000. The Act provides protection to employees against retaliation for reporting illegal acts of employers. An employer may not rightfully retaliate in any way, such as discharging, demoting, suspending or harassing the whistleblower. Employer retaliation of any kind may result in the whistleblower bringing a personal grievance against the employer. | |
Having a measure of control over when, where and how an individuals works, leading to their being able to enjoy an optimal quality of life. Work-life balance is achieved when an individual’s right to a fulfilled life inside and outside paid work is accepted and respected as the norm, to the mutual benefit of the individual, business and society. | |
Persistent, offensive, abusive, intimidating or insulting behaviour or unfair actions directed at another individual, causing the recipient to feel threatened, abused, humiliated or vulnerable. | |
Glossary list
Absolute Ratings
Affirmative Action
Carried out on behalf of women, disadvantaged groups and members of such groups that are placed in dominant positions (positive discrimination).
Agile HR
In an agile organization, HR needs to provide the same services it has always provided (hiring, professional development, performance management), but in ways that are responsive to ongoing changes in culture and work style.
Artificial Intelligence
The simulation of human intelligence processes by computer systems and machines. It was founded as an academic discipline in 1956 and is also known as machine intelligence.
Assessment Centres
Mainly used for management selection and development purposes. Participants undertake a wide range of tasks and activities designed to assess their suitability for a particular organisation, role or position.
Attrition
A term used to describe voluntary and involuntary terminations, deaths, and employee retirements that result in a reduction to the employer's physical workforce.