Glossary of terms

Assessment –center – specially worked out procedure, which consists of a complex of special tasks for participants revelation that have qualities necessary for successful work execution. Assessment –center allows evaluating business and professional competencies of working employees.

Personnel audit – evaluation of corresponding HR potential to its goals and development strategy; diagnostics of problem reasons on personnel’s guilty; working out specific recommendations for directorate and HR department.

Outplacement – form of labor contract dissolution between enterprises and employees, which envisages attracting of specialized organizations for providing assistance to interested persons when employment.

Participation in procedure of labor contract dissolution by an independent third party allows releasing tension and find compromises.

Outsourcing – liquidation practice of separate parts of organization, performing secondary tasks, and employment of third organizations for carrying out such functions.

Basic competence – range of relative knowledge, possessing of which informs the firm a long-term advantage over competitors.

Benchmarking – process of own product or services comparing with best samples of other companies.

Business -seminar- form of education of adults in process of which teacher / coach builds his work in such a way that  his listeners could max learn material and though insignificant control of their work.

Business –training – form of adults education, at which much attention is paid to behavior skills training in specific situation (sales, communicating with conflict client, communicating with clients by phone etc).

Branding – system of measures, directed to formation of name awareness, symbol, sign or combination of these elements relatively specific producer / seller / organization.

Brand –manager – specialist on promoting any brand of good or service to market

Bachelor’s—  academic degree An academic degree is the state of recognized completion of studies at a school or university. A diploma is generally issued in recognition of having satisfactorily completed the prescribed course of study. The two most common degrees awarded today are associate and bachelor's. or  qualification, A title or attribute gained in education, through examination or by certification. awarded to persons, mastered respective compulsory programs of higher education Higher education, post-secondary education, tertiary education or third level education is an optional final stage of formal learning that occurs after secondary education. Often delivered at universities, academies, colleges, seminaries, and institutes of technology, higher education is also available through certain college-level institutions, including vocational schools, trade schools, and other career colleges that award academic degrees or professional certifications.

Bachelor’s degree —  higher education Higher education, post-secondary education, tertiary education or third level education is an optional final stage of formal learning that occurs after secondary education. Often delivered at universities, academies, colleges, seminaries, and institutes of technology, higher education is also available through certain college-level institutions, including vocational schools, trade schools, and other career colleges that award academic degrees or professional certifications. , confirmed by bachelor’s diploma with awarding academic bachelor’s degree or bachelor’s A bachelor's degree (also baccalaureate, from Modern Latin baccalaureatus) is usually earned for an undergraduate course of study that normally requires three to five years of study (depending on institution and field of study). In some cases, it may also be the name of a second graduate degree, such as a bachelor of laws (LL.B.), bachelor of education (B.Ed.), bachelor of civil law, the bachelor of music, the bachelor of philosophy, or the bachelor of sacred theology degrees, which in some countries are only offered after a first graduate/bachelor's degree. qualification

Business-case– overall situation description, when any real company was in. a problem that shall be solved by this or that company’s employee if formed in the case.

Business –simulations–  transfer of system managerial experience in solving company’s problems on example of worked out educational cases and pursuant to definite solutions algorithms.

Business –plan –brief, precise, available and clear description of business, vitally important instrument when considering numerous numbers of situations, which allows selecting most perspective result and define means for its achievement.

Webinar – new form of оn-line-education– on-line seminar, on-line lecture, web-conference etc. A word «webinar» (engl. «Web-based seminar»)  originates from two words «web» - network and «seminar. During web-conference each of participants seats at his computer, and communication occurs  through internet by means of attachment installed on each participants’ computer or through web-application.

Interaction with Вinterested parties (stakeholders) –process that helps company  understanding interests, expectations and fears of stakeholders, connecting them to its activity and process of decision making considering vital problems.

Dialogue with interested parties (stakeholders) – organized interactive company’s interaction and its stakeholders, performed on voluntary basis, within which company’s interests and motivation and its key stakeholders are considered, registration and coordination of various events development scenario performed, preferable for key stakeholders, vision of the future is agreed.

Positions grading (salary harmonization) - procedure directed to positions value hierarchy  formation connected with internal company’s structure.

Delegating- transfer of duties and powers to specific officials.

Destructive critics – negative feedback, that annoys instead to help performing the task.

Distance attending (virtual office) - practice of using communicative technologies that allow performing work remotely.

Distance educational technologies – education performed using information and telecommunication means on distance.

E-learning - (briefly from Electronic Learning) – system of electronic learning, synonym of such terms as electronic education, distance learning, learning using computers, network learning, virtual learning, learning with help of information, electronic technologies.

Interested party (stakeholder) – group of physical and juridical persons, able to influence on company’s activity or depending on company’s activity.

Knowledge –necessary for people information, used by definite rules and pursuant to definite procedures. Aggregate of professional skills, abilities,  life experience and wisdom, business and personal contacts, which are used by people for achievement of definite goals. Knowledge has individual value– with help of which one can gain results.

Explicit Knowledge – knowledge, contained in letters, reports etc that is knowledge that can be documented, made as documents; about 20% knowledge in company can be formalized.

Tacit Knowledge – knowledge, which are difficult or impossible to formalize; intuition knowledge, impressions, opinions; about 80% of all knowledge; these knowledge are left at members of the company, if they leave company or community.

Individual development plan (IDP) – list of educational measures, directed to raise of professional skills and competencies.

Intellectual potential – ability to quickly generate innovational ideas and solve complicated tasks. Intellectual potential secures high tempo of new knowledge learning, intellectual skills.

Individual goal– expected result of employees activity within performing duties.

Total employees evaluation– result of evaluation of attainment of individual goals and level of competencies development by results of period.

Image- formed person (organization) image where characteristics are demonstrated that influence to society.  Image is dynamical, it is not once specified; its attributes are changeable, reformed according to changes in person or organization.

Image making – сsystem of measures, directed to formation of persons, organization, idea image that is mostly favorable for targeted group.

Incubator – company, specialized on development of new business.

Innovation– it is introduced novelty that secures qualitative growth of processes or product efficiency, required by the market. It is a final result of intellectual activity of a man, his fantasy, creative process, discoveries, inventions and rationalization.

Innovational management – development of special approaches to human management, with help of which novelty will be stimulated.

Intellectual capital – represents aggregate of intellectual property, market capital and infrastructure company’s assets. This is intangible property that is left after employees leave, as human capital is intellectual property that every day goes home with employee.

Intellectual potential  includes three components:

Intellectual capital;

Information capital;

Human capital.

Information capital – represents aggregate of information resources and assets of the company

Knowledge Tools –aggregate of technological solutions for revelation, storage, transfer, structuring, processing, reformation, distribution and other operations with knowledge and information; aggregate of organization methods and solutions that allow creating conditions for effective knowledge and information exchange.

Personnel planning /Labor resources planning – process of determining current state and perspective prognostic needs in labor resources in qualitative and quantitative expression for providing company with necessary labor resources in time and place necessary for goals achievement with most efficacy and quality.

Competitiveness – ability of definite subject (group, separate employees) to overcome competitors in specified conditions.

Carriers growth– professional growth in position or qualification.

Corporate culture – a system of corporate values, style of work and norms of behavior, officially adopted in the company and used by company’s employees.

Couching–type of education,  oriented to development of employee’s abilities to individual business solutions accepting.

Evaluation commission– commission, composition of which is determined by order of Chairman of the Board /Director general of the branch, considering situations if fail of agreement between employee and direct /supervising director (conflicts) by results of held total employee’s evaluation, also at unsatisfactory results of employees’ activity evaluation, and proposals to Chairman of the Board /Director general of the branch.

Competencies– business skills necessary for successful execution of duties and achievement of individual goals.

Supervising director– director that coordinates and controls company’s structural sub-division activity \branch according to the specified duties order distribution.

Corporate social responsibility (CSR) – meets specific and level of company’s development, regularly revised company’s obligations, in concord worked out at participation of key interested parties, performed mainly at company’s expense and targeted to realization of internal and external social programs, results of which assist company’s development, improvement of its reputation and image, corporate identity, also extension of constructive interaction with interested parties.

Personnel policy – integral and objectively conditioned work strategy with human assets, joining various principles, forms, methods and models of personnel management

Personnel pool (or talent management) - employees whose professional and personal potential is developed by the company for successful solving of strategic managerial tasks

Calibrating meetings – collective discussion of one level candidates to company’s staff, performed with definite periodicity among various level directors for fair and objective approach to potential evaluation among all directors / at all sub-divisions and objective selection of internal candidates to key positions, and have confidential character.

Carrier – evolutional sequence of various types of works.

Carrier growth – professional growth in position or qualification.

«carrier without borders» - tendency in peoples’ carrier to promote through various companies and spheres of activity.

Carrier development –wide range of factors, influencing to carrier selection, direction of its development and final success, and satisfaction during all labor life.

Client oriented – one of main competencies of company’s employees, which reflects strive of employees to build effective relations with clients, their orientation to satisfying clients’ needs and support of positive company’s reputation.

Communicative competence – aggregate of abilities and skills necessary for business communication.

Competency – aggregate of person qualities (skills, activity), necessary for qualitative and effective activity. Also competence at personnel evaluation is formally described requirements to personal and professional qualities of company’s employees (or any group of employees)

Competence ability of employee to reach specific results and perform behavior which is the reason of achieving of desired results and company’s efficiency.

Competitive advantage – various grade of resources accessibility (distribution channels, special skills or technologies), able to inform advantages to a firm in amount of costs or as goods / services before competitors.

Conflict – relations between two or more opponents that are characterized by fight of differently directed tendencies. Conflict is supported by negative emotions.

Corporative mission – formulation of common goals of the company, usually expressed in rather general conceptions, which are difficult for objective measurement.

Corporative universities – centers that hold trainings for satisfying company’s needs in specialists training.

Leader – a man within one group or organization, who mostly influences to others.

Leadership – process, within which one man influences to others for solving tasks.

LMS - Learning Management System- program or complex of programs, which automates management educational actions and events.

Magistrates— higher professional education phase, following after bachelors A bachelor's degree (also baccalaureate, from Modern Latin baccalaureatus) is usually earned for an undergraduate course of study that normally requires three to five years of study (depending on institution and field of study). In some cases, it may also be the name of a second graduate degree, such as a bachelor of laws (LL.B.), bachelor of education (B.Ed.), bachelor of civil law, the bachelor of music, the bachelor of philosophy, or the bachelor of sacred theology degrees, which in some countries are only offered after a first graduate/bachelor's degree. that allows to deepen specialization by a definite professional; 

Master academic degree An academic degree is the state of recognized completion of studies at a school or university. A diploma is generally issued in recognition of having satisfactorily completed the prescribed course of study. The two most common degrees awarded today are associate and bachelor's. , qualification, got by a student A student (also pupil) is a learner, or someone who attends an educational institution. In some nations, the English term (or its cognate in another language) is reserved for those who attend university, while a schoolchild under the age of eighteen is called a pupil in English (or an equivalent in other languages), although in the United States and in Australia a person enrolled in grades K–12 is often called a student. In its widest use, student is used for anyone who is learning, including mid-career adults who are taking vocational education or returning to university, or younger researchers or artists learning from a more experienced (and usually older) colleague and mentor. after graduating magistrates; 

Youth policy– complex of measures, performed by the company and directed to status increase and role of the youth in effective attainment of business goals of the company.

Model –simplified presentation of real device and /or process and phenomena in it.

Model of competencies– aggregate of specified requirements for all positions to employees business skills, necessary for achieving individual goals.

Manipulation – influence to a man or group of persons. At that manipulator’s goals and manipulation goals are open

Knowledge  management - scientific –applied discipline, under which systematic accumulation of skills is understood, presenting of wide access and creation of cooperation culture and education.

Method «secondment»- method of development, based on temporal transfer of employee to other work place  for a period from 100 hours to one year with further return to its duties.  Method allows receiving new knowledge and skills even in situation, when possibilities of employees’ promotion are limited.

Method «buddying» - method of development, concluded in attaching of equal by right partner, constantly providing to him objective and fair feedback by results of new current professional tasks.

Brain storming – method of ideas generation, included in group discussions at which specific goal or problem is focused. Neither of proposed solutions are criticized during brain storming.

Coaching – one of the forms of knowledge, skills transfer, which is directed to development of applied professional competencies of a man.

Coach– a man who is responsible for integration of new employee to company’s business process.

Nonmaterial assets of the company - include the following:

- market assets (servicing brands, goods brands). Corporate name, business cooperation, licensed and other agreements etc.);

- intellectual assets (licenses, patents, software, brand marks etc.);

- human assets (qualification, knowledge, skills, education);

- infrastructure assets (corporate culture, managerial processes, communications etc.).

Coaching /institute of coaching – system of personnel education, at which knowledge transfer from more experienced employee to beginner occurs directly at work place.

Direct director–employee that performs direct activity managing.

Effectiveness – grade of achievement of planned results. Effectiveness – use or profit, received from activity results, and indices of effectiveness demonstrate changes for definite period and results correspondence to goals.

Respondent–participant of specific sociological research, that is a source of verbal or written information.

Feedback «360 degrees»- practice of collecting various data on performing work from numerous sources of organizational surrounding.

Knowledge Sharing - process of constant knowledge circulation in community, performed by various methods by definite rules and according to definite procedures using technological solutions and /or with help of organizational methods.

Education efficiency evaluation – comparative evaluation of specific work indices before and after education.

Feedback– form of presenting information on results of activity by direct directors to its employees.

Evaluated employee /employee – company’s employee, activity of which is evaluated.

Activity evaluation – process, including employee’s activity efficiency evaluation and its  business behavior during evaluated period.

Evaluation of education efficiency – process that allows receiving useful information, which will promote accepting correct solutions in the system of corporate knowledge management, purpose of which is to determine, «measure »education effect, determine where education was effective for gaining purposes and tasks;

Evaluation period – period during which individual goals and employee’s activity efficiency is made by individual purposes and competencies.

Succession -  definite consequence of transfer from one to other, from predecessor to successor. Succession is uninterrupted development condition,  demonstration of inseparable tie of future with the past through present;

Portal–inter corporatecompany’s site «My.telecom.kz», providing access to all corporate information.

Potential (from Latin potentia – power) commonly can be determined as aggregate of any means and resources, necessary for definite result achievement.

Maslow pyramid – hierarchic theory of needs, called as «needs pyramid».

Pareto principle (Rule «80 to 20») – states that within this group or some small part is more important, than its relative weight in this group. Projection of this rule to manager’s work looks like: in the process of work 80 % result is achieved for 20 % work time. Remaining80 % ofwastetimegives20 % onlyfromallresult.

Development of leadership – practice of systematic training, directed to extension of its ability to efficiently function in the role of leader.

Reputation (French: reputasion) - spontaneously created opinion on qualities, advantages and disadvantages of somebody or something (man, company, product etc) in specific society.

Regular monitoring of employees activity – observation that controls achievement of final activity results evaluated by an employee.

Directions in the sphere of stable development (GRI directions) – standard of non-financial statements, which allows organizations all over the world evaluating achievement of standards of stable development with help of indicators and publish results by analogy with financial statements.

SMART–  method, used when organization of individual goals for employees coming from the following characteristics: specificity, measurement, accessibility, correspondence, time frames.

Social or non-financial statements– determining, evaluation, control and publication of information on real contribution of the company to development of the company, region and country.

Grade of personnel involvement – level of social feelings of personnel through determining of integrated involving index, consisting of three key blocks /indices: 1) personnel satisfaction, 2) personnel loyalty to the company and 3) personnel initiative support.

Strategy –actions directed to achievement of something, determining relations with people.

Public relations- form of company relations with the world, directed to creation of favorable image of goods, service, idea or organization in the whole and improve its reputation.

Mixed education – education that combines various types of educational arrangements, including full-time in lecture room, on-line – e-learning and self-education at work place.

Changes resistance – tendency of employees’ reluctance to accept changes because of the fear of uncertainty otherwise because of organizational obstacles.

Socialization – process by means of which people learn values and norms of behavior, appropriate to specific culture.

Social capital – aggregate of relations between people, general behavior models and values in organization.

Social corporate responsibility – process of managerial decision making connected with ethic values when satisfying law requirements and person respect and society in the whole, also environment protection.

Social lift – word name of aggregate of factors influencing to vertical social mobility.

Social mobility – change of place by an individual or group pf persons, occupied in social structure, movement of people from one social layer (class, group) to other (vertical) or change of work (or location) within one and the same social layer (horizontal). Verticalandhorizontalmobilityareoftencombined.

«Glass ceiling»- invisible barrier, created by biased relation to some groups, for instance, to women, invalids, people recently arrived from province etc. Such discrimination never is acknowledged openly that is why it is especially difficult to fight with.

Strategic communication – practice of providing information about company to a wide audience, for instance, press.

Stakeholder (from engl.stakeholder;«owner of share); mortgage holder»- persons interested in financial and other results of company’s activity.

Stress-management – development of ability to identify stress factors, ability to prevent stress situations, self-regulation and ability to relive psychological intensity.

Sub-culture – culture group in the company that reflects local, ethnic and religious differences.

Stable development–development that meets needs of present time, leaving chances to satisfy needs for future generations;

Time –management– art of time and life planning and management. Themes of time –management— traditionally one of more required by Russian market needs of consulting services consumers.

Trade mark, brand- name, symbol, sign, emblem or combine of these elements, that make possible identification of goods or services of one seller (definite group of sellers) and differ them from goods and services of competitors.

T&D (Training and development) – process includes mainly transfer or receiving of knowledge and skills necessary for performing definite tasks or work.

Knowledge management - process of collection, organization and distribution of information and qualification resources. Creation of organizational, technological and communication conditions, at which knowledge and information will promote to solving strategic and tactic tasks. Otherwise,  by words of Bill Gates, knowledge management– performing principles of « four N»: creation of conditions, at which necessary people can get necessary information and knowledge in necessary time for performing necessary tasks.

Knowledge managers— people responsible for organization and securing effective functioning of corporate knowledge system, represented by company’s employees.

MBO, Management by objectives - method of managerial activity, specifying prevision of possible results of activity and planning of ways for its achievement. The following are distinguished: 1. simple targeted management; 2. program –targeted management; 3. regulated management.

Talents management – process oriented to business which is targeted to attracting, development and holding key company’s employees. A term «talent management»  was firstly introduced by the company «McKinsey» in 1997.

Charisma – relationship of enthusiasm and optimism, which are spread to other people; leadership aura.

Charismatic leader – a man who strongly influences to its successors thanks to his confidence and clear vision of the future.

Personneldevelopmentcenter.A term was used for the first time in 1987. Powerful diagnostic mean that helps to understand what personnel development shall be started from– build their work on evaluation centers technology in order on base of determining strong and weak sides of employee to reveal his needs in development, satisfying of which will rise his labor efficiency and increase carrier growth.

Values – deeply implanted persuasion of members of definite social community.

Human assets – one of types of assets which company possesses as opposed to other assets, do not belong to the company, they are accumulated in employees’ heads. This generality of collective skills, their peculiarities, and personal qualities.

Humancapital. A term was appeared for the first time in works ofTheodor Shults, economist, interested in difficult position of poor developed countries.  Shults who received Nobel prize in 1979,  proposed the following definition “all human abilities are given at birth or gained later.  Each man has individual complex of genes at birth that define his abilities and talents. Gained valuable qualities, which can be strengthen by respective contributions, we call human capital». Aggregate if individual knowledge, experience, skills and their ability to changes perception.

e-trainings – education, based on distribution of information on-line, for instance by means of Internet or internal corporate company’s network— Intranet.

Emotional intellect (EQ) - group of skills connected with emotional side of life (for instance, ability to recognize own emotions and control them, influence to other’s emotions and self motivation).

Efficacy – correlation between achieved results and wasted resources.

Englishabbreviations.

BalancedScorecard(system of balanced indices) – a system of balanced indices or balanced system of indices (BSI). Main BSI idea is simple: some system of indices is distinguished, characterizing company’s activity, control of measurement of which allows seeing whether it moves (and how) in direction, which was planned.

HR (Human Resources) - personnel resources, personnel of organization. Second meaning— system (service, department) of personnel management, including measures on employment, adaptation, training, development, motivation etc. Spelling— HR.

HR-manager –manager as a consultant or HR director; responsible for coordination of activity on human resources management.

HRM (Human Resources Management) . Sphere of activity of managerial composition of the company, directors and specialists of sub-divisions of HR management system, directed to work efficiency rise at expense of work efficiency with its employees by psychological, legal, economical and other methods.

KPIeyPerformanceIndicators. With help of performance indicators complex, control for administrative-managerial personnel activity efficacy is performed  at present time.

KPI, Key Performance Indicators) - limited selection of objective measurable parameters that allows evaluating work results. KPI management – modern effective labor stimulating method.

VIP-person - Very Important Person— who occupies position in society, and has privileged status.

PLAY-training – psychological method of diagnostics and development of personnel in the form of role game, imitating real life situations, assuming problems solving: diagnostics of professional and personal qualities, participants motives with possible composition of psychological portraits; development of professionally important skills and actualization of creative participants potential; raise of group unity level in real labor collective.

SWOT-analysis (abbreviation from English words Strengths — strong sides, Weaknesses — weak sides, Opportunities, Threats.). One of often used alternative methods.

SMART– widely used method of Goals management :

S(specific) — goal specificity

М(measurable) — measurability

А(achievable) — accessibility

R(relevant) — relevance

Т(time bound) — time bounds

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