Common HR Terms

Job description – A job description is a written description of a job’s nature and responsibilities. The following elements are found in most job descriptions:

The job title is used to identify the job.

The mission of the job is stated in the job overview.
List of equipment, technology, and tools utilised in the job’s primary activities
Resources used include raw materials, commodities, data, and other materials.
Controls and guidelines, such as supervision
Knowledge, skills, abilities, and other attributes that are required
The work environment, including working circumstances, is described.
Qualifications, such as licences and education, must be stated.

Job descriptions are useful for job listings, performance evaluations, wage negotiations, staffing functions, and clarification of performance objectives.

Job-Skills training – Upskilling (learning new skills and competencies within the same job profile) and reskilling (learning new skills and competencies to transition to a different career) are two types of job-skills training initiatives that aim to identify and improve the skills that people need to be successful in the workplace. As businesses face fast technology development, worldwide competitiveness, and other new business realities, skill training is becoming increasingly crucial.

1970 Occupational Safety and Health Act – By establishing and enforcing standards, as well as providing training, outreach, information, and support, the Occupational Safety and Health Act of 1970 (OSHA) aims to ensure safe and healthy workplaces. Almost every private-sector workplace is covered by OSHA.

Paid Vacation – Vacations, holidays, sick days, jury duty, short-term military service, funeral leave, and severance compensation are all examples of paid time off (PTO) policies. Many of the aforementioned categories are combined into a single annual allowance called total time off (TTO).

Performance Appraisal – The process of recognising, observing, measuring, and developing human performance in businesses is known as performance appraisal. The identification phase entails deciding which areas to concentrate on, as well as selecting performance dimensions and creating rating scales. Performance evaluations serve as the foundation for a wide range of personnel decisions, including training, compensation raises, layoffs, and terminations.