18. Personnel reserve. Types, criterions

Part of a staff, which was specially selected and trained for the future promotion

internal. Personnel of a company, that can be promoted to higher positions

operating

medium-term

strategic(al)

continuity of management

developing the staff with high potential (HiPo)

19. Efficiency of HRM

20. Termination. Reasons, types

21. Termination. Outplacement program

termination is the employee's departure at the hands of the employer.

To be fired, ais generally thought of to be the employee's fault

Dismissal is where the employer chooses to require the employee to leave, generally for a reason which is the fault of the employee. The most common colloquial term for dismissal in America is "getting fired" whereas in Britain the term "getting the sack" or "getting sacked" is also used.

Layoff is usually not strictly related to personal performance, but instead due to economic cycles or the company's need to restructure itself, the firm itself going out of business or a change in the function of the employer (for example, a certain type of product or service is no longer offered by the company and therefore jobs related to that product or service are no longer needed).

Often, layoffs occur as a result of "downsizing", "reduction in force" or "redundancy". These are not technically classified as firings; laid-off employees' positions are terminated and not refilled, because either the company wishes to reduce its size or operations or otherwise lacks the economic stability to retain the position. In some cases, a laid-off employee may eventually be offered their old position again by his/her respective company, though by this time he or she may have found a new job.

Some terminations occur as a result of mutual agreement between the employer and employee. When this happens, it is sometimes debatable if the termination was truly mutual. In many of these cases, it was originally the employer's wish for the employee to depart, but the employer offered the mutual termination agreement in order to soften the firing (as in a forced resignation). But there are also times when a termination date is agreed upon before the employment starts (as in an employment contract).

Some types of termination by mutual agreement include:

• The end of an employment contract for a specified period of time

• Mandatory retirement. Some occupations face mandatory retirement at a certain age.

• Forced resignation

Outplacement is the efforts made by a downsizing company to help former employees through the transition to new jobs and help them re-orient to the job market. Перечислите какие

22. Turnover, turnover costs.

23. Assessment. Instruments of assessment.24. Business Assessments and Attestation

Personnel Assessment is a systematic approach to gathering information about employees, needed for employment or career-related decisions about applicants or employees.

Tools

Tests

Competence-based interviews

Management by objectives

Performance management

360-degree appraisal

Assessment center

Competence assessment

An Assessment Center consists of a standardized evaluation of behavior based on multiple evaluations including: job-related simulations, interviews, and/or psychological tests

25. Talent management and HiPo: main terms, approaches

Talent management refers to the anticipation of required human capital the organization needs at the time then setting a plan to meet those needs. Talent Management is the science of using strategic HR to improve business value and make it possible for companies and organisations to reach their goals. Everything that is done to recruit, retain, develop, reward and make people perform is part of Talent Management as well as strategic workforce planning. A

From a talent management standpoint, employee evaluations concern two major areas of measurement: performance and potential. Current employee performance within a specific job has always been a standard evaluation measurement tool of the profitability of an employee. However, talent management also seeks to focus on an employee’s potential, meaning an employee’s future performance, if given the proper development of skills and increased responsibility.

26. Corporate Culture and HRM

is the collective behavior of humans who are part of an organization and the meanings that the people attach to their actions.

Culture includes the organization values, visions, norms, working language, systems, symbols, beliefs and habits

In business, terms such as corporate culture and company culture are sometimes used to refer to a similar concept

Corporate culture is the total sum of the values, customs, traditions, and meanings that make a company unique.

Corporate culture is often called "the character of an organization", since it embodies the vision of the company's founders.

The values of a corporate culture influence the ethical standards within a corporation, as well as managerial behavior