Hr Glossary Terms Pdf Free Free
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401(k) Plan: An employer-sponsored retirement plan that has become an expected benefit and is therefore important in attracting and retaining employees. A 401(k) plan allows employees to defer taxes as they save for retirement by placing before-tax dollars directly into an investment account. Employers also contribute to the plan tax-free, for instance by matching contributions. Some plans enable employees to direct their own investments. These plans can be expensive and complex to manage. It is common for companies to outsource all or part of their plan.
Application Service Provider (ASP): Other common terms are SaaS (software as a service), on-demand or Web-based services. A business that provides computer-based services to customers over a network, as opposed to installing the software on a company server (hosted). This is a cost-effective solution for small and medium-sized businesses, who may find it hard to keep up with the increasing costs of specialized software, distribution and upgrades. Smaller, periodic payments replace one-time lump sum pricing. The ASP can be accessed from any location via the Internet. HRmarketer.com is an example.
Disciplinary procedure: A standardized process that an organization commits to when dealing with an employee who has breached the terms of employment in some way. If this procedure is not standardized and fair, the organization may face discrimination or other legal charges.
Freemium: A pricing model, typically relating to Internet software or a web service, that allows you to use a limited version of the product for free with the option of paying for additional functionality. The goal is to provide just enough functionality in the free version to incentivize the user to become a paying customer.
Good Faith Bargaining: A requirement of the Employment Relations Act of 2000 that all parties to a contract conduct negotiations with a willingness to reach an agreement on new contract terms.
ASHRAE Terminology, a free resource, is a comprehensive online glossary of more than 3700 terms and definitions related to the built environment, with a focus on heating, ventilating, air conditioning, and refrigeration (HVAC&R), as well as building envelope, electrical, lighting, water and energy use, and measurement terms.
The terms in ASHRAE Terminology have been assembled and defined and are updated on an ongoing basis by ASHRAE Technical Committee (TC) 1.6, Terminology. TC 1.6 is concerned with terminology, nomenclature, definitions, abbreviations, symbols, and the International System (SI) and Inch-Pound (I-P) units used in the fields of heating, ventilating, air conditioning, water heating, and refrigeration.
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Certified Associate in Project Management (CAPM) - This is an entry-level certification for project managers offered by the Project Management Institute. It is designed to build knowledge of project management processes and terms.
Earned schedule - A method of measuring schedule performance that improves upon traditional earned value management. Earned value management tracks schedule variance only in terms of money and not in terms of time and thus does not accurately indicate schedule performance by the end of a project. To address this discrepancy, earned schedule theory uses the same data as traditional earned value management but tracks schedule performances separately with respect to money and time.
Earned value management - A method of measuring project performance and progress with regard to scope, time, and costs. It is based on the use of planned value (where portions of the budget are allotted to all project tasks), and earned value (where progress is measured in terms of the planned value that is earned upon completion of tasks).
Six Sigma - An approach to process management that focuses on the near total elimination of product or service defects. It uses quality management methods to improve and optimize processes involved in the production of a product or service so that 99.99966 percent of process outcomes are defect-free.
HVAC (heating, ventilation, and air conditioning) is a major sub discipline of mechanical engineering. The goal of HVAC design is to balance indoor environmental comfort with other factors such as installation cost, ease of maintenance, and energy efficiency. The discipline of HVAC includes a large number of specialized terms and acronyms, many of which are summarized in this glossary.
The content is accurate, error-free and unbiased. It provides a good foundational knowledge for those seeking an introduction to human resource management and development. It does need to be updated with present day statistics. It does indicated that it was updated in 2016, however most of the references were from 2010 or 2011 or earlier. In addition, I would recommend a more robust group of references to deepen the content presented.
The content of the text is accurate and relatively free from error. The text does a good job of providing sources for most information. However, I would recommend inclusion of more rigorous, academic sources to complement the existing professional sources referenced throughout the text. Several of the URLs and links provided throughout the text are broken and need updated. Human resource management changes so frequently and any textbook on the subject must also be updated frequently, as discussed below.
The text is internally consistent in terms structure and style. The terminology, framework, and flow of the text is very good. Chapters are sequenced in a logical format, and chapters have a similar look and feel. No inconsistencies were noted.
The (2016) content is appropriate for a survey course in Human Resources Management. It is geared toward helping current and future supervisors and managers understand the functions, roles, and practices needed to manage employees. While the practical examples and applications are dated (2011) key HRM terms are relevant and are clearly communicated. The specific sections of the text that are limited and could use more detail:
The text is relatively free from errors. Authors have taken care to represent several sources and practices applicable to various public and private organizations as well as industries and company size. Relevance and reflection of recent research are a greater concern.
The content is broken down in a format where cross-reference links are embedded into section areas. While the intention is to help the reader either skip to a section or review content from an earlier section, it be may not be all that helpful to the reader. A possible alternative to this formatting would be:1. Including a glossary of terms and subject index.2. Including a typeface whereby the key terms are not only bolded but the definition of the term is also designated by italics or linked to a lookup feature.
The textbook is very comprehensive, covering various subjects adequately. Unlike most other HRM textbooks, some unique chapters (e.g., Chapter 3 and Chapter 9) are included. However, some areas can be improved by adding more explanations or detailed information. My overall impression about the contents is that they are short and simple. This is fine for a survey textbook, but can be too brief for students wanting to study the topics in depth. Furthermore, it would help to have an index or glossary at the end.
Some of the HR content (e.g. laws and regulations) requires continuous updates due to constant changes. Considering that the textbook was written several years ago, an update is recommended in terms of the content and the supplementary materials.
The textbook is free of any issues with the interface or distortion of images/charts, and any other display features that may distract or confuse the reader. The only problem I encountered was with some links that required login credentials (e.g. video link: Chapter 2.2- How Would You Handle This).
An HRM textbook can be difficult to keep up-to-date, and the author has done a good job in terms of the many laws and changes to HR systems that have occurred since the 1980s. That said, the underlying assumptions and research evidence for the different recommendations regarding key HR practices do not always reflect current thinking in the field. There is so much to cover and keep up-to-date, it might be helpful to have co-authors from different areas of expertise in the different HR functional areas work on this textbook. 2b1af7f3a8