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A broad term used to refer to the general management and planning of activities related to developing, maintaining, and improving employee relationships by communicating with employees, processing grievances/disputes, etc.
Organisational policies and practices designed to meet the diverse needs of employees, and create an environment that encourages employees to remain employed.
The process of enabling or authorising an individual to think, behave, take action, and control work and decision-making in autonomous ways.
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.
Two forms : Money and non-money rewards. Examples : job enrichment, job enlargement, personal and working relationships with colleagues and supervisors and managers.
Fixed Term Employment
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.
Functional job analysis
The preparation required for the construction of a job description. It is necessary to collect data on the job to be advertised.
The process of setting and assigning a set of specific and attainable goals to be met by an individual, group or organisation.
A complaint brought by one party to an employment contract against another party.
The social manner in which people interact with each other within a group.