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The process of studying and collecting information about the content and human requirements of jobs, as well as the context in which jobs are performed.

The set of shared values, beliefs, traditions, and behaviors that govern how people in an organization interact with one another and with external stakeholders.

The equilibrium between personal life and employment, where a person equally prioritizes the demands of one's career and the demands of one's personal life.

The process by which companies decide who will or will not be allowed into the organization.

A systematic evaluation of an individual employee's job performance and productivity in relation to certain pre-established criteria and organizational objectives.

The study of how people interact within groups and the impact this has on organizational effectiveness.

The ability of an individual to influence, motivate, and enable others to contribute toward organizational success.

The psychological forces that determine the direction of a person's behavior, their level of effort, and their level of persistence.

The extent to which an employee feels self-motivated, content & satisfied with his or her job.

An employee's self-stated likelihood or intention to leave their current position or organization within a certain timeframe.

A psychological state that characterizes an employee's relationship with an organization, and has implications for the decision to continue or discontinue membership in the organization.

The collective skills, knowledge, or other intangible assets of individuals that can be used to create economic value for the individuals, their employers, or their community.

An interdisciplinary area of psychology concerned with the health and safety of workers.

The emotional commitment the employee has to the organization and its goals.

The study of groups and also a general term for group processes.

Organizational training aimed at facilitating intergroup interactions, reducing prejudice and discrimination, and generally teaching individuals who are different from others how to work together effectively.

A core function of human resource management and it is related to the specification of contents, methods, and relationship of jobs in order to satisfy technological and organizational requirements as well as the social and personal requirements of the job holder.

Theories that explain why people behave in certain ways to satisfy their work needs and how they seek to achieve their personal and organizational goals.

The study of how cognitive processes, such as thinking, decision-making, and problem-solving, are affected by work tasks, technologies, and environments.

Organizational strategies and programs designed to reduce stress levels among employees.

The heart of a continuous effort designed to improve employee competence and organizational performance.

A process for identifying and developing internal personnel with the potential to fill key or critical organizational positions.

A sub-discipline of human resource management, focusing on employee remuneration and benefits policy-making.

The process by which two or more parties engaged in a disagreement, dispute, or debate reach an agreement resolving it.

The use of personality measurement tools to assess the traits of individuals for various purposes such as selection, placement, and training.

A type of stress related to one's job. Occupational stress can stem from various factors, including workload, lack of control, work-life imbalance, and relationship issues at work.

Employee benefit programs offered by employers to help workers cope with personal or work-related problems that might impact their job performance, health, mental and emotional well-being.

A field of research, theory, and practice dedicated to expanding the knowledge and effectiveness of people to accomplish more successful organizational change and performance.