HR-O

Glossary of HR Terms starting with Alphabet O

Objective: A specification of what is to be accomplished, the time frame in which it is to be accomplished and by whom.

Observation interview: The process of observing employees while performing their respective jobs or tasks, used to collect data regarding specific jobs or tasks.

Occupational illness/disease: Any abnormal condition or disorder, other than one resulting from an occupational injury, caused by exposure to factors associated with employment.

Occupation groups: Used to classify specific occupations into a specific category , such as professionals, technical/hi-tech, administrative/clerical, sales, service, retail,etc.

Occupational injury: An injury sustained during the course of employment, which results in the employees requiring medical treatment other then minor first aid and which results in the employee being absent from work as a result of such injury for one or more work days or results in work restrictions.

Offer letter: Makes the hiring decision official; should immediately follow the final decision to hire a candidate; also known as employment offer.

Off-duty hours: Used to define the periods of time during which an employee is totally and completely relieved of any and all jobs duties and is free to attend to his or her own personal activities.

Offshoring: The practice of relocating business processes, such as production/manufacturing, to a lower cost international location.

Ombudsman/Ombudsperson: A neutral third party that outside the normal chain of command who acts as a problem solver for management and employees and recommends an appropriate resolution.

On-call pay: Additional compensation awarded to employees who are required to remain on call during off-duty hours.

On-call time: Used to define periods of time when an employees is off duty but is required to remain on or close to the company premises or to respond to a call or page within a specific period of time, resulting in the employee being unable to effectively use such time to attend to his or her own personal activities.

On-the-job training: Training provided to employees by managers and supervisors, conducted at the actual work site utilizing demonstration and actual performance of job tasks to be accomplished.

Open questions: Typically begin with what, where, why, when, or how.

Open-door policy: Encourages employees to meet with an immediate supervisor or manager to discuss workplace problems.

Operating budget: A detailed projection of all projected income and expenses during a specific future period.

Opinion letter: A written document issued by government agencies used to provide a ruling on a particular issue.

Opinion survey: A tool used to solicit and assess employee opinions, feelings, perceptions and exceptions regarding a variety of managerial and organizational issues.

Oral reprimand: A verbal warning given to an employee by a manager or supervisor as a means of correcting inappropriate behavior or conduct.

Organizational behavior modification theory: A motivational theory suggesting that an individual will behave in a manner that helps him or her avoid potential negative outcomes and achieve agreeable outcomes.

Organizational transformation: Refers to organization-wide changes, such as restructuring operations, introducing new technologies, processes, services or products, introducing new technologies, processes, services or products, implementing new programs, re-engineering, etc.

Organization chart: A graphic representation outlining how authority and responsibility are distributed within an organization or a depiction of the relationships among jobs in an organization.

Organizational commitment: The degree to which employees believe in and accept organizational goals and desire to remain with the organization.

Organizational culture: A pattern of shared values and beliefs giving members of an organization meaning and providing them with rules for behavior.

Organizational design: The process of establishing and arranging the elements of an organization’s structure.

Organizational development: A planned organization-wide effort to improve and increase the organization’s effectiveness, productivity, return on investment, and overall employee job satisfaction through planned interventions in  the organization’s processes.

Organizational exit:Describes the process of managing the way people leave an organization.

Organizational Feedback: The systematic presentation of data to groups with the intent of stimulating discussion of problem areas, generating potential solutions, and stimulating motivation for change.

Organization planning: The process of transforming an organization’s goals, objectives, philosophy and mission into practices and policies.

Organizational profile: Part of AAP that provides a graphical presentation of the organizational units, including their interrelationships.

Organizational structure: The design of an organization that identifies the organization’s hierarchical reporting and authority relationships.

Organization survey: The process of evaluating and analyzing an organization’s structure and other major components to determine whether they are suitably meeting the organization’s current and future needs.

Organizational unit: Any discrete component at which there is a level of supervision responsible and accountable for the selection, compensation, etc., of employees within the unit.

Organization-centered career planning: Career planning that focuses on jobs and on constructing career paths that provide for the logical progression of people between jobs in an organization.

Orientation: The planned introduction of new employees to their jobs, coworkers, and the organization.

Out placement: A group of services provided to displaced employees to give them support and assistance such a job counseling, training and job finding assistance that is appropriate to his or her talents and needs.

Out placement firms: External recruiting method; firms that provide support and assistance to displaced employees, including career counseling, resume preparation, interview-tips, job referral assistance, and retraining.

Out sourcing: A type of flexible staffing option; an independent company with expertise in operating a specific function contracts with a company to assume full operational responsibility for the function.

Outreach programs: A method of keeping employees informed of company programs and services available to them by utilizing  such things as posting, newsletters, memos or meetings.

Overtime pay: Term used to define work that is performed in excess of 40 hours per week.

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