International Organization for Standardization developed ISO 9000 as a family of quality management standards. It provides guidelines for establishing effective quality management systems (QMS). Organizations use ISO 9000 standards to improve processes, ensure consistent quality, and enhance customer satisfaction.
An interview schedule is a planned timetable for conducting candidate interviews. It includes details such as date, time, interview format, interviewer names, and candidate information. A clear interview schedule ensures a smooth and organized recruitment process.
Internal Job Posting (IJP) is a hiring method where open positions are first announced to current employees. It allows staff members to apply for new roles, promotions, or transfers within the company. IJP supports career growth, employee retention, and internal talent development.
Dysfunctional conflict refers to disagreements that create tension, disrupt collaboration, and damage team relationships. Unlike healthy debate, it leads to poor morale and reduced efficiency. Organizations manage dysfunctional conflict through clear communication and conflict resolution strategies.
The In Basket Technique is a performance assessment tool used in HRM to evaluate decision-making and time management skills. Candidates are given a set of simulated emails, memos, or tasks to prioritize and resolve. It helps measure managerial and problem-solving abilities in realistic work scenarios.
Total Quality Management (TQM) is important because it focuses on continuous improvement in products, services, and processes. It enhances customer satisfaction by maintaining high-quality standards. TQM also encourages employee involvement and long-term organizational success.
Tax is important because it provides revenue for the government to fund public services such as healthcare, education, defense, and infrastructure. It supports economic development and social welfare programs. Paying taxes also helps maintain financial stability and national growth.
SHRM means Strategic Human Resource Management. It integrates HR practices such as recruitment, training, and performance management with organizational goals. This strategic alignment helps improve productivity, employee engagement, and long-term business success.
A disciplinary infraction occurs when an employee breaks established workplace rules or codes of conduct. Examples include misconduct, absenteeism, or policy violations. Employers address infractions through formal disciplinary procedures to maintain order and fairness.
Departmentalization refers to dividing an organization into distinct units based on functions, products, geography, or customer segments. It helps clarify roles, improve coordination, and streamline decision-making. Common types include functional, divisional, and matrix departmentalization.
Delegative leadership, also known as laissez-faire leadership, allows employees to make decisions with minimal supervision. Leaders provide guidance but trust team members to manage their responsibilities independently. This style works best with skilled, self-motivated teams.
A data breach occurs when unauthorized individuals gain access to confidential information such as employee records or customer data. It can result from cyberattacks, weak security systems, or human error. Organizations must implement strong security measures to prevent data breaches and ensure compliance.
Contingency recruiting is a recruitment arrangement in which agencies are paid only when a candidate is hired. There are no upfront fees for the employer. This model encourages recruiters to fill roles quickly and compete for placements.
Constructive dismissal happens when an employer’s actions make working conditions intolerable, forcing the employee to resign. This may include harassment, pay cuts, or major contract changes without consent. In many jurisdictions, constructive dismissal can be treated as wrongful termination.
Configurability is the flexibility of a system to adapt to different business requirements through settings and options. It allows users to modify workflows, fields, or rules without technical development. High configurability improves scalability and user experience.
Competency based pay rewards employees for the skills and competencies they demonstrate at work. Instead of focusing only on position or tenure, it links compensation to expertise and capability. This approach encourages continuous learning and performance improvement.
Compensatory leave, often called comp off, is time off provided instead of overtime pay. Employees earn it when they work beyond regular hours or on designated holidays. Companies define eligibility and usage rules in their leave policy.
Compensation management in HRM involves designing and managing employee pay structures, bonuses, and benefits. It ensures fair, competitive, and performance-based remuneration. Effective compensation management helps attract, motivate, and retain top talent.
Casual leave allows employees to take time off for urgent or personal reasons without prior long-term planning. It is usually limited to a fixed number of days per year. Organizations define casual leave policies based on company rules and labor law requirements.
Cascade in business means distributing objectives, decisions, or communication from senior leaders to teams across the organization. It ensures alignment between company strategy and daily operations. Effective cascading improves transparency, accountability, and performance consistency.