GCSE Business Human Resources
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| Job applicant | A person who shows they would like to be considered for appointment to a particular job with a business.
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| Job description | Document that describes the duties of a worker and his or her status in the organisation.
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| Person specification | A profile of the type of person needed for a job - their skills and qualities.
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| Application form | Document to be filed in with personal details.
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| Curriculum vitae | A brief list of the main details about a person, including name, address, qualifications and experience.
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| Motivation | In work, the desire to complete a task and meet the needs of the business consistently.
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| On the job training | Workers train in the workplace while they work.
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| Off the job training | Workers taken away from their work to train.
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| Shortlisting | Eliminating people from the selection process.
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| Organisation | The way in which a business is structures for it to achieve its objectives
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| Organisation Chart | A diagram which shows the internal structure of an organisation
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| Hierarchy | Structure of different levels of authority in a business, one on top of the other.
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| Line Manager | Employee who is responsible for overseeing the work of others further down the hierarchy of an organisation.
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| Function | Tasks of jobs. Organisation by function means that a business is organised according to tasks that have to be completed, such as production and finance.
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| Authority | The right to decide what to do in a situation and take command of it.
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| Subordinate | Workers in the hierarchy who work under the control of a more senior worker.
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| Chain of command | the path down which orders are passed. From boards of directors to workers.
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| Delayering | Removing layers of management and workers in a hierarchy so they are fewer workers in the chain of command.
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| Empowerment | Giving more responsibility to workers further down the chain of command in a hierarchy,
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| Downsizing | When a business employs fewer workers to produce the same amount through increases in productivity which can be achieved through delayering.
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| Span of Control | The number of people who report directly to another worker in an organisation.
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| Delegation | Passing down of authority for work to another worker further down the hierarchy of the organisation.
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| Centralisation | A type if business organisation where decisions are made at the centre or core of the organisation and then passed down the chain of command.
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| Decentralisation | A type of business organisation where decision making is pushed down the hierarchy and away from the centre of the organisation.
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| Hierarchy of needs | Placing needs in an order of importance, starting with basic needs.
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| Communication | Messages passed between a sender and a received through a medium such as a letter.
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| Feedback | Response to a message by its receiver.
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| Internal communication | Communication within the business
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| External communication | Communication between the business and an outside individual or organisation like a customer.
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| Channels of communication | The path taken by a message, such as horizontal, vertical or grapevine communication.
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| Formal channels of communication | Channels of communication recognised by the business e.g. trade unions
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| Informal channels of communication | Channels of communication not recognised by the business.
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| Remuneration | Compensation your received in return for work e g wage, company car.
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| Manual workers/Blue collar workers | Workers who mainly do physical work
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| Wage | Paid to manual workers, usually for working a set number of hours per week.
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| Overtime | Time worked over and above the basic working week.
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| Basic Pay | Pay earned for working the basic working week.
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| Non manual/ White collar workers | Workers who do non physical work
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| Salary | Pay usually for non manual workers. Expressed as a yearly sum but paid monthly.
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| Commission | Payment system usually for sales staff where their earnings are determined by how much they sell.
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| Bonus | Addison to basic wage or salary, e.g. for achieving a target.
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| Part Time workers | Employees who work only for a fraction of the working week
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| Full Time workers | Employees who work the whole of the working week.
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| Temporary workers | Workers who have no permanent contract of employment with a business and so tend to work only for a short period of time.
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| Freelance workers | Workers who tend to be self employed and do particular pieces of work for a business as a supplier.
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| Fringe benefits | Payments in kind over and above the wage or salary eg company car.
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