Glossary
- Absenteeism: The habitual pattern of absence from work without a valid reason.
- Applicant: A person who applies for a job within an organization.
- Appraisal: The evaluation of an employee’s performance, often conducted annually or semi-annually.
- Assessment Center: A method of evaluating candidates using various exercises and simulations.
- Attrition: The natural reduction in the size of the workforce due to resignations, retirements, or deaths.
- Affirmative Action: Policies and practices designed to increase the representation of minorities and women in the workplace.
- Annual Leave: Paid time off from work that employees are entitled to take each year.
- Arbitration: A method of resolving disputes between employees and employers through a neutral third party.
- Autonomy: The degree of independence and freedom given to employees to make decisions regarding their work.
- Annual Performance Review: A formal evaluation of an employee’s performance over the past year.
- ADA (Americans with Disabilities Act): Legislation that prohibits discrimination against individuals with disabilities in all areas of public life, including employment.
- Assessment: The process of evaluating the knowledge, skills, abilities, and other characteristics of employees or job candidates.
- Agile HR: A flexible and responsive approach to HR practices that emphasizes adaptability and quick response to change.
- Adverse Action: Negative employment actions taken against an employee, such as termination or demotion.
- Assignment: The allocation of tasks or duties to employees as part of their job responsibilities.
- At-will Employment: A type of employment relationship where either the employer or the employee can terminate the employment relationship at any time, with or without cause.
- Apprenticeship: A training program that combines on-the-job training with classroom instruction.
- Annualized Salary: The total annual salary of an employee, including any bonuses or commissions, divided by the number of pay periods in a year.
- Affiliated Employer: A company that is related to another company through ownership, control, or other forms of affiliation.
- Absorption Rate: The rate at which new employees are assimilated into the organization and become fully productive.
- Benefits: Non-wage compensation provided to employees, such as health insurance, retirement plans, and paid time off.
- Background Check: The process of verifying a job candidate’s past employment, education, criminal record, and other relevant information.
- Behavior-Based Interview: An interview technique that focuses on past behaviors and experiences to predict future performance.
- Benchmarking: The process of comparing an organization’s practices, processes, and performance metrics to those of other organizations to identify best practices and areas for improvement.
- Bereavement Leave: Paid time off granted to employees to grieve and attend to matters related to the death of a family member.
- Bonus: Additional compensation awarded to employees for achieving certain goals or milestones.
- Base Pay: The fixed amount of compensation paid to an employee for performing a specific job, excluding bonuses, incentives, or other forms of variable pay.
- Balanced Scorecard: A strategic management tool that measures organizational performance across multiple dimensions, including financial, customer, internal processes, and learning and growth.
- Business Partner Model: An approach to HR management in which HR professionals act as strategic partners to business leaders, providing expertise and guidance on people-related issues.
- Benefits Administration: The process of managing and overseeing employee benefits programs, including enrollment, communication, and compliance.
- Behavioral Competencies: The knowledge, skills, abilities, and other characteristics that contribute to successful job performance and are related to observable behaviors.
- Business Ethics: The principles and standards of conduct that guide ethical behavior in the workplace.
- Buyout: A financial arrangement in which an employer offers an employee a sum of money to voluntarily leave their job, often as part of downsizing or restructuring efforts.
- Base Salary: The fixed amount of money paid to an employee for their work, not including bonuses, incentives, or other forms of additional compensation.
- Back Pay: Compensation owed to an employee for wages or benefits that were not paid at the time they were due.
- Behavior Modeling: A training technique that involves demonstrating and role-playing desired behaviors to teach employees new skills or ways of working.
- Bona Fide Occupational Qualification (BFOQ): A legitimate job requirement that is necessary for the safe and efficient performance of a job and is allowed under equal employment opportunity laws.
- Burnout: A state of emotional, physical, and mental exhaustion caused by prolonged stress and overwork.
- Business Casual: A dress code that allows employees to wear clothing that is less formal than traditional business attire but still professional in appearance.
- Business Process Outsourcing (BPO): The practice of contracting specific business functions or processes to external service providers to reduce costs and improve efficiency.
- Career Development Plan: A career development plan outlines an employee’s career goals and the steps needed to achieve them.
- Career Ladder: A career ladder outlines the progression and advancement opportunities within a specific career path or field.
- Collective Bargaining: Collective bargaining is the process of negotiation between employers and labor unions to determine employment terms and conditions.
- Compensation and Benefits: This encompasses the total rewards system in an organization, including salary, bonuses, benefits, and perks offered to employees.
- Competency Framework: A competency framework defines the skills, knowledge, and behaviors required for success in specific job roles.
- Competency Framework: A competency framework defines the skills, knowledge, and behaviors required for success in specific job roles.
- Competency-Based Interview: A competency-based interview assesses a candidate’s suitability for a role by evaluating their specific skills and behaviors.
- Conflict Resolution: Conflict resolution involves methods and strategies for addressing and resolving disputes and conflicts in the workplace.
- Constructive Feedback: Constructive feedback provides specific suggestions for improvement and development to employees.
- Cost per Hire: Cost per hire is a metric that calculates the expenses incurred to recruit and hire a new employee.
- Cost-Benefit Analysis: Cost-benefit analysis assesses the financial return on investment (ROI) for HR initiatives and projects.
- Cost-Benefit Analysis: Cost-benefit analysis assesses the financial return on investment (ROI) for HR initiatives and projects.
- Diversity and Inclusion: Diversity and inclusion efforts aim to create a diverse workforce and foster an inclusive culture where all employees feel valued and respected.
- Diversity Training: Diversity training programs aim to increase awareness and understanding of diversity and inclusion issues within the workplace.
- EEO-1 Report: The EEO-1 report is a compliance report required by the Equal Employment Opportunity Commission (EEOC) that provides demographic information about an organization’s workforce.
- E-Learning: E-learning involves the use of digital technology to deliver training and development programs to employees.
- Employee Assistance Program (EAP): An EAP provides employees with resources and support for addressing personal and work-related challenges.
- Employee Assistance Program (EAP): An EAP provides employees with resources and support for addressing personal and work-related challenges, such as counseling and mental health services.
- Employee Benefits Enrollment: Benefits enrollment is the process through which employees choose and enroll in the various benefit programs offered by the organization.
- Employee Engagement Initiatives: These are programs and activities designed to increase employee motivation, satisfaction, and commitment.
- Employee Engagement Survey: An employee engagement survey gathers feedback from employees to assess their level of engagement and job satisfaction.
- Employee Engagement: Employee engagement is the emotional commitment and dedication that employees have towards their job and the organization.
- Employee Handbook: An employee handbook is a document that outlines an organization’s policies, procedures, and expectations for employees.
- Employee Handbook: An employee handbook is a document that outlines an organization’s policies, procedures, and expectations for employees.
- Employee Handbook: An employee handbook is a written document that outlines the organization’s policies, procedures, and expectations for employees.
- Employee Recognition Program: An employee recognition program is designed to acknowledge and reward employees for their contributions and achievements.
- Employee Relations: Employee relations deals with managing relationships between employees and the organization, addressing conflicts, and fostering a positive work environment.
- Employee Retention: Employee retention strategies focus on reducing turnover and keeping valuable employees within the organization.
- Employee Turnover: Employee turnover refers to the rate at which employees leave an organization, often expressed as a percentage.
- Equal Employment Opportunity (EEO): EEO laws prohibit discrimination in employment based on factors such as race, gender, age, and disability.
- Exit Interviews: Exit interviews are conducted with departing employees to gather feedback and insights about their experiences with the organization.
- Family and Medical Leave Act (FMLA): The FMLA is a U.S. labor law that allows eligible employees to take unpaid leave for certain family or medical reasons.
- Flexible Spending Account (FSA): An FSA is a tax-advantaged account that allows employees to set aside pre-tax dollars for eligible medical expenses.
- Flexible Work Arrangements: Flexible work arrangements include options like telecommuting, flextime, and job sharing to accommodate employees’ work-life balance.
- Glass Ceiling: The glass ceiling is an invisible barrier that can limit the career advancement of certain groups, such as women or minorities.
- Grievance Procedure: A grievance procedure outlines the steps employees can take to address complaints or disputes with the organization.
- Hiring Manager: A hiring manager is responsible for making hiring decisions and managing the recruitment process for a specific role.
- HR Analytics: HR analytics involves the use of data and statistical analysis to make informed HR decisions.
- HR Audit: An HR audit is a systematic evaluation of HR policies, procedures, and practices to ensure compliance and effectiveness.
- HR Business Partner: An HR business partner is an HR professional who works closely with business leaders to align HR practices with strategic goals.
- HR Compliance Audit: An HR compliance audit is a systematic review of HR policies and practices to ensure legal and regulatory compliance.
- HR Compliance Training: HR compliance training ensures that employees and managers understand and adhere to HR-related laws and regulations.
- HR Compliance Training: HR compliance training ensures that employees and managers understand and adhere to HR-related laws and regulations.
- HR Compliance: HR compliance ensures that the organization follows all applicable laws and regulations related to HR practices.
- HR Development: HR development focuses on building HR capabilities and competencies to meet the evolving needs of the organization.
- HR Generalist: An HR generalist is a professional who handles a wide range of HR tasks and functions, often within a smaller organization.
- HR Metrics: HR metrics are key performance indicators used to measure HR-related processes, such as turnover rate, employee satisfaction, and training effectiveness.
- HR Outsourcing: HR outsourcing involves contracting with external providers to manage certain HR functions, such as payroll processing or recruitment.
- HR Technology (HR Tech): HR technology encompasses software and tools used to streamline HR processes and data management.
- HRIS (Human Resource Information System): HRIS is a software system that helps HR professionals manage and automate HR-related tasks and data.
- Human Capital: Human capital refers to the collective knowledge, skills, and abilities of an organization’s workforce.
- Human Resource Management (HRM): HRM is the strategic approach to managing an organization’s workforce, including activities such as recruitment, training, and performance management.
- Job Analysis: Job analysis is the process of gathering information about a job’s duties, responsibilities, and requirements.
- Job Description: A job description is a document that outlines the responsibilities, tasks, and qualifications required for a specific job role.
- Job Offer: A job offer is a formal invitation extended to a candidate, outlining the terms and conditions of employment.
- Job Rotation: Job rotation involves moving employees through different roles and departments to broaden their skills and experiences.
- Job Rotation: Job rotation involves moving employees through different roles and departments to broaden their skills and experiences.
- Job Satisfaction Survey: A job satisfaction survey is a tool used to gather feedback from employees about their level of contentment with their jobs.
- Job Satisfaction: Job satisfaction is an employee’s overall contentment and fulfillment with their job.
- Job Sharing: Job sharing involves two or more employees sharing the responsibilities of a single full-time position.
- Key Performance Indicator (KPI): KPIs are specific metrics used to measure the performance and effectiveness of HR initiatives and processes.
- Knowledge Management: Knowledge management focuses on capturing, storing, and sharing organizational knowledge and expertise.
- Labor Laws: Labor laws are legal regulations that govern the relationship between employers and employees, covering areas like wages, hours, and workplace safety.
- Mentorship Program: A mentorship program pairs experienced employees with less-experienced individuals to provide guidance and support.
- Onboarding: Onboarding, also known as employee orientation, is the process of integrating new employees into the organization, introducing them to policies, culture, and their job responsibilities.
- Organizational Chart: An organizational chart is a visual representation of an organization’s structure, showing reporting relationships and hierarchies.
- Organizational Culture: Organizational culture is the shared values, beliefs, and norms that shape the behavior and practices within an organization.
- Organizational Development (OD): Organizational development focuses on planned efforts to enhance an organization’s effectiveness and efficiency through structural and cultural changes.
- Outplacement Services: Outplacement services are provided to employees who are laid off or terminated to assist them in finding new employment opportunities.
- Outsourcing HR: Outsourcing HR functions involves contracting with external providers to handle specific HR tasks or processes.
- Paternity Leave: Paternity leave allows fathers to take time off from work to care for a newborn or newly adopted child.
- Performance Appraisal: A performance appraisal is a systematic process for assessing and evaluating an employee’s job performance.
- Performance Improvement Plan (PIP): A PIP is a structured process to help employees improve their job performance when they are not meeting expectations.
- Performance Management: Performance management involves setting goals, providing feedback, and evaluating employees’ performance to enhance their effectiveness and development.
- Performance Metrics: Performance metrics are quantitative measures used to evaluate and track employee performance and productivity.
- Recruitment Process Outsourcing (RPO): RPO is a strategic approach where an organization outsources all or part of its recruitment processes to an external service provider.
- Recruitment: Recruitment is the process of identifying and attracting qualified candidates for job vacancies within an organization.
- Redundancy: Redundancy occurs when an employee’s role or position is no longer required within the organization.
- Remote Work Policy: A remote work policy outlines guidelines and expectations for employees working outside of the traditional office.
- Retention Rate: The retention rate measures the percentage of employees who remain with the organization over a specified period.
- Severance Package: A severance package provides departing employees with compensation and benefits when their employment is terminated.
- Skills Gap: A skills gap refers to the disparity between the skills and qualifications needed for a job and those possessed by the workforce.
- Succession Planning: Succession planning is the process of identifying and developing future leaders within the organization.
- Talent Acquisition: Talent acquisition refers to the strategies and processes used to identify and hire top talent for an organization.
- Talent Management: Talent management encompasses strategies for attracting, developing, and retaining top talent within the organization.
- Talent Pipeline: A talent pipeline is a pool of potential candidates who may be suitable for future job openings within the organization.
- Total Rewards: Total rewards represent the complete package of compensation, benefits, and other incentives offered to employees.
- Training and Development: Training and development programs are designed to enhance employees’ skills, knowledge, and abilities to meet current and future job requirements.
- Turnover Rate: The turnover rate is the percentage of employees who leave the organization within a specified period.
- Unemployment Rate: The unemployment rate is the percentage of people in the labor force who are actively seeking employment and are currently unemployed.
- Variable Pay: Variable pay is compensation that is tied to performance, such as bonuses, commissions, and profit-sharing.
- Whistleblower Policy: A whistleblower policy establishes procedures for employees to report unethical or illegal behavior within the organization.
- Workforce Analytics: Workforce analytics involves using data and statistical methods to analyze and improve HR-related processes and decision-making.
- Workforce Planning: Workforce planning is the process of forecasting an organization’s future staffing needs and aligning them with strategic goals.
- Workplace Discrimination: Workplace discrimination involves treating employees unfairly or unfavorably based on protected characteristics.
- Workplace Diversity: Workplace diversity focuses on creating an inclusive work environment that values and respects differences in race, gender, age, religion, and more.
- Workplace Ergonomics: Workplace ergonomics focuses on designing workspaces and equipment to minimize physical strain and discomfort for employees.
- Workplace Harassment: Workplace harassment refers to unwelcome and offensive behavior or actions that create a hostile work environment.
- Workplace Safety: Workplace safety programs and practices are implemented to protect employees from accidents and injuries.
- Workplace Wellness Programs: Workplace wellness programs promote employee health and well-being through initiatives like fitness programs and health screenings.
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