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101 company secretary
(U.K.) HRa senior employee in an organization with director status and administrative and legal authority. The appointment of a company secretary is a legal requirement for all limited companies. A company secretary can also be a board secretary with appropriate qualifications. -
102 corporate identity
Gen Mgtthe distinctive characteristics or personality of an organization, including corporate culture, values, and philosophy as perceived by those within the organization and presented to those outside. Corporate identity is expressed through the name, symbols, and logos used by the organization, and the design of communication materials, and is a factor influencing the corporate image of an organization. The creation of a strong corporate identity also involves consistency in the organization’s actions, behavior, products, and brands, and often reflects the mission statement of an organization. A positive corporate identity can promote a sense of purpose and belonging within the organization and encourage employee commitment and involvement. -
103 customer relations
Mktgthe approach of an organization to winning and retaining customers. The most critical activity of any organization wishing to stay in business is its approach to dealing with its customers. Putting customers at the center of all activities is seen by many as an integral part of quality, pricing, and product differentiation. On one level, customer relations means keeping customers fully informed, turning complaints into opportunities, and genuinely listening to customers. On another level, being a customer-focused organization means ensuring that all activities relating to trading—for example, planning, design, production, marketing, and after-sales of a product or service—are built around the customer, and that every department and individual employee understands and shares the same vision. Only then can a company deliver continuous customer satisfaction and experience good customer relations. -
104 early retirement
HRretirement from work before the statutory retirement age or before the normal retirement age set by an employer. Early retirement may be taken because of poor health or at the request of the employee or employer. An employer may offer opportunities for early retirement on advantageous financial terms as a way of reducing staff numbers without layoffs. -
105 executive
Gen Mgtan employee in a position of senior responsibility in an organization. An executive is involved in planning, strategy, policy making, and line management. The term executive can also be used as an alternative to manager, consultant, officer, or agent. -
106 fast track
Gen Mgta rapid route to success or advancement. The fast track involves competition and a race to get ahead, and is associated with high ambition and great activity. An employee can be on a fast track, for example, to promotion, but an activity also can be said to take the fast track, for example, to rapid product development. The horizontal fast track is a variation on the idea of the fast track in which advancement is not upward but sideways. -
107 focus group
Mktga carefully selected representative group of consumers or employees used for the purposes of providing feedback on consumer preferences and responses to a selected range of products or marketing issues. A focus group usually operates with a facilitator to guide discussion. Although primarily used for marketing purposes, focus groups are also being more widely used to obtain employee feedback on a wide range of employment and other issues within an organization. -
108 Glacier studies
Gen Mgtresearch experiments conducted at the Glacier Metal Company in London from 1948 to 1965 to investigate the development of group relations, the effects of change, and employee roles and responsibilities. The Glacier studies were conducted by the Tavistock Institute of Human Relations with the research being headed by Elliot Jaques and Fred Emery. Findings from the initial study came from a methodology called “working-through,” which examined possible social and personal factors at play in any potential dispute. From this arose an early form of works council where employees could participate in setting policy for their department. It was also discovered that employees felt the need to have their role and status defined in a way acceptable to both themselves and their colleagues. This research into job roles led Jaques to come up with the notion of the time span of discretion, according to which all jobs, no matter how strictly defined, have some level of content that requires judgment and therefore discretion by the jobholder. Jaques then examined this phenomenon in bureaucratic organizations. In defining a bureaucracy as a hierarchical system in which employees are accountable to their bosses for the work they do, he took a different stance from Max Weber. Much like the Hawthorne experiments, the Glacier studies had far-reaching implications for the way organizations were managed. The initial findings were written up by Jaques in The Changing Culture of a Factory (1951). In 1965, Jaques published the Glacier Project Papers with Wilfred Brown, the managing director of Glacier. -
109 industrial democracy
(U.K.) HRa way of running an organization that involves employees in strategy and decision making. Industrial democracy involves employee participation in management, which empowers employees and aids motivation. It can be facilitated by such setups as consultation committees. In an industrial democracy, workers should not only share in inputs to the running of the organization but also in its outputs, for example, by taking part in a profit-sharing plan. -
110 investment analyst
Finan employee of a stock exchange company who researches other companies and identifies investment opportunities for clients. -
111 manual worker
HRan employee who performs physical work, especially in a factory or outdoors. -
112 open-book management
Gen Mgta management style in which everything is revealed to employees and there are no secrets. Openbook management involves not only revealing a company’s full financial information to its employees but also making transparent all of the workings of the company. Open-book management has been viewed as enabling the empowerment and involvement of the workforce, increasing employee motivation and organizational efficiency. -
113 performance appraisal
HRa face-to-face discussion in which one employee’s work is discussed, reviewed, and appraised by another, using an agreed and understood framework. Usually, line managers conduct the appraisals of their staff, although peers can appraise each other, and line managers can themselves be appraised by their staff through 360 degree appraisal. The appraisal process focuses on behaviors and outcomes, and strives to improve motivation, growth, and performance of the appraisee. Performance appraisals should be conducted at least once per year. -
114 personal development
HRthe acquisition of knowledge, skills, and experience for the purpose of enhancing individual performance and self-perception. Personal development is led by the individual, in contrast to employee development, which is initiated by an employing organization. To be effective, it should follow a personal development cycle: establish the purpose, or the reason for development; identify the skills, or knowledge areas, that need developing; look at development opportunities; formulate an action plan; undertake the development; record the outcomes of the development activity; review and evaluate the outputs and benefits. Personal development is an important aspect of CPD. -
115 portable pension
Finin the United Kingdom, a pension plan that moves with an employee when he or she changes employer. -
116 portfolio career
HRa career based on a series of varied shorter-term jobs—either concurrently or consecutively—as opposed to one based on a progression up the ranks of a particular profession. The portfolio worker is frequently self-employed, offering his or her services on a freelance or consulting basis to one or more employers at the same time. However, a portfolio approach can also be taken to full-time employment with a single employer, if the employee chooses to expand his or her experience and responsibilities through taking different roles within the organization.To critics, the portfolio approach to career development may appear unfocused and directionless. However, it is an excellent opportunity to experience the many different avenues available in modern life. It is important, in general, for the portfolio worker to maintain some overall sense of purpose or strategic direction in the work they undertake, and to view their portfolio career as a unified whole rather than a collection of “odd jobs.” -
117 presenteeism
HRan employee or organization subscribing to the view that the hours spent at work have more value than productivity or results. Presenteeism is often displayed by workaholics. At its most extreme, presenteeism can be seen in a worker who reports for work even when sick, for fear of letting the company down or of losing their job (slang). -
118 psychometric test
HRa series of questions, problems, or practical tasks that provide a measurement of aspects of somebody’s personality, knowledge, ability, or experience. There are three main categories of psychometric test: ability or aptitude tests, achievement tests, and personality tests. A test should be both valid—it should measure what it says it measures—and reliable—it should give consistent scores. However, no test can ever be 100% accurate, and should be viewed more as a useful indicator than a definitive verdict on a person’s skills or potential. Tests are used in recruitment, to ascertain whether or not a candidate is likely to be a good fit for a job, and in employee development, and their administration and interpretation must be carried out by qualified people. Tests are increasingly taken, scored, and interpreted with the aid of computer-based systems. A test may also be referred to as an instrument, and tests can be grouped into a test battery. -
119 quality of working life
HRthe degree of personal satisfaction experienced at work. Quality of working life is dependent on the extent to which an employee feels valued, rewarded, motivated, consulted, and empowered. It is also influenced by factors such as job security, opportunities for career development, work patterns, and work-life balance. -
120 rest break
HRa period of time during the working day when an employee is allowed to be away from their workstation for a rest or meal break. Many countries have statutory regulations governing the frequency and length of rest breaks related to the hours worked in a day. Regulations also may cover the requirement for a rest period over a working week or month.
См. также в других словарях:
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