GLOSSARY OF TERMS USED IN HR
1. Absence Management: The process of managing and tracking employee absences, including sick leave, vacation, and time-off requests.
2. Accommodation: Making reasonable adjustments or modifications to the work environment or job tasks to enable employees with disabilities to perform their job duties.
3. Applicant Tracking System (ATS): A software system used to streamline and automate the recruitment process, including job posting, resume screening, and candidate management.
4. Assessment Center: A method of evaluating candidates through a series of exercises, simulations, and role-plays to assess their skills, competencies, and suitability for a specific role.
5. Benefits Administration: The management and administration of employee benefits programs, including health insurance, retirement plans, and other perks.
6. Behavioral Interview: An interview technique that focuses on past behaviors and experiences to predict future job performance and assess a candidate's skills, abilities, and fit for a role.
7. Bonus: An additional payment or reward given to employees based on their performance, achievements, or company profitability.
8. Career Development: The process of planning and implementing activities to help employees grow and advance in their careers within the organization.
9. COBRA (Consolidated Omnibus Budget Reconciliation Act): A U.S. federal law that allows eligible employees and their dependents to continue healthcare coverage after certain qualifying events.
10. Compensation: The total rewards provided to employees in exchange for their work, including salary, bonuses, incentives, and benefits.
11. Conflict Resolution: The process of addressing and resolving conflicts or disputes between employees or between employees and management in a fair and constructive manner.
12. Diversity and Inclusion: Embracing and valuing differences among employees, including race, gender, age, ethnicity, and abilities, to create an inclusive and equitable work environment.
13. Employee Engagement: The level of commitment, enthusiasm, and dedication employees have towards their work and the organization.
14. Employee Handbook: A document that outlines the company's policies, procedures, expectations, and guidelines for employees.
15. Employee Relations: Managing and maintaining positive relationships between employees and the organization, handling conflicts, and addressing employee grievances.
16. Employee Self-Service (ESS): A system that allows employees to access and manage their personal information, benefits, and other HR-related activities through a secure online portal.
17. Employee Value Proposition (EVP): The unique set of benefits, rewards, and opportunities that an organization offers to attract and retain employees.
18. Employment Contract: A legally binding agreement between an employer and an employee that outlines the terms and conditions of employment, including compensation, benefits, and responsibilities.
19. Equal Employment Opportunity (EEO): The principle that prohibits discrimination based on factors such as race, color, religion, sex, national origin, age, or disability.
20. Exit Interview: A meeting conducted with an employee who is leaving the organization to gather feedback, insights, and reasons for their departure.
21. Flexible Work Arrangements: Alternative work arrangements that allow employees to have flexibility in their work schedules, such as telecommuting, flextime, or compressed workweeks.
22. FMLA (Family and Medical Leave Act): A U.S. federal law that provides eligible employees with job-protected leave for specific family or medical reasons.
23. Grievance: A formal complaint or concern raised by an employee regarding their work conditions, treatment, or violation of their rights.
24. Health and Safety: The policies, procedures, and practices implemented to ensure a safe and healthy work environment for employees, including accident prevention, training, and compliance with regulations.
25. HR Analytics: The use of data and statistical analysis to gain insights into HR metrics and make data-driven decisions for improving HR processes and outcomes.
26. HRIS (Human Resources Information System): A software system that manages and tracks employee data, including payroll, benefits, attendance, and performance.
27. Human Capital: The collective skills, knowledge, abilities, and experience of employees that contribute to the organization's overall performance and success.
28. Induction: The process of introducing new employees to the organization, its culture, policies, and procedures to help them settle in and become productive quickly.
29. Job Analysis: The process of gathering and analyzing information about job duties, responsibilities, requirements, and qualifications to create accurate job descriptions and specifications.
30. Job Description: A document that outlines the duties, responsibilities, qualifications, and requirements of a specific job role within the organization.
31. Job Evaluation: The process of assessing and determining the relative value, worth, and compensation levels of different jobs within the organization.
32. Job Interview: A formal conversation between a job candidate and the employer or hiring manager to assess the candidate's qualifications, skills, and fit for a specific role.
33. Key Performance Indicators (KPIs): Specific metrics or measures used to evaluate and track the performance and progress of individuals, teams, or the organization as a whole.
34. Labor Laws: Legal regulations and protections governing the relationship between employers and employees, including minimum wage, working hours, overtime, and safety standards.
35. L&D (Learning and Development): The process of providing training, development, and learning opportunities to employees to enhance their skills, knowledge, and capabilities.
36. Leadership Development: The process of identifying, developing, and nurturing individuals with leadership potential to fill key leadership positions within the organization.
37. Maternity Leave: A period of time granted to female employees to take leave before and after childbirth, providing job protection and, in some cases, paid benefits.
38. Non-Disclosure Agreement (NDA): A legal contract that prohibits individuals from disclosing confidential or proprietary information about the organization, its clients, or employees.
39. Onboarding: The process of integrating new employees into the organization, including orientation, training, and socialization.
40. Organizational Culture: The shared values, beliefs, behaviors, and norms that define the working environment and shape the organization's identity and character.
41. Outsourcing: The practice of contracting or delegating certain business functions or processes to external service providers to reduce costs or gain specialized expertise.
42. Payroll: The process of calculating and disbursing employee salaries, wages, and benefits, including tax withholding, deductions, and compliance with labor laws.
43. Performance Appraisal: The formal process of evaluating and assessing an employee's performance, skills, and achievements against predetermined goals or standards.
44. Performance Management: The process of setting goals, providing feedback, evaluating performance, and developing employees to maximize their potential.
45. Probationary Period: A defined period at the beginning of employment during which the employer evaluates the employee's performance and suitability for the role.
46. Recruitment: The process of sourcing, attracting, and selecting qualified candidates to fill job vacancies within the organization.
47. Redundancy: The elimination of job positions due to business restructuring, downsizing, or technological advancements, resulting in job loss for employees.
48. Retention: The strategies and efforts implemented to retain and keep employees engaged, satisfied, and committed to the organization for the long term.
49. Retirement Plan: A financial savings or investment plan established by the organization to provide employees with income and benefits after they retire.
50. Rewards and Recognition: Programs and initiatives designed to acknowledge and appreciate employee contributions, achievements, and milestones.
51. Succession Planning: Identifying and developing internal employees to fill key leadership positions within the organization in the future.
52. Talent Acquisition: The process of attracting, sourcing, and recruiting candidates to fill job vacancies within an organization.
53. Talent Management: The strategic process of attracting, developing, and retaining high-potential employees to meet the organization's current and future needs.
54. Team Building: Activities and initiatives aimed at improving collaboration, communication, and relationships among team members to enhance productivity and performance.
55. Termination: The process of ending the employment relationship between the employer and employee, whether voluntary or involuntary.
56. Time and Attendance: The tracking and management of employee work hours, including attendance, leave, breaks, and overtime.
57. Training Needs Analysis: The process of identifying and assessing the learning and development needs of employees to design and deliver effective training programs.
58. Turnover Rate: The percentage of employees who leave the organization over a specified period, often used as an indicator of employee satisfaction and engagement.
59. Unemployment Compensation: Financial benefits provided to eligible individuals who have lost their jobs through no fault of their own, typically administered by government agencies.
60. Union: An organized group or association of employees that collectively bargains with employers for better working conditions, wages, and benefits.
61. Workforce Planning: The strategic process of forecasting, analyzing, and planning for the future talent needs and requirements of the organization.
62. Workplace Diversity: The presence of individuals from different backgrounds, cultures, demographics, and perspectives within the workplace.
63. Workplace Harassment: Unwelcome, offensive, or discriminatory behavior or actions that create a hostile or intimidating work environment.
64. Workplace Investigation: A formal inquiry or examination conducted to gather facts, evidence, and information regarding alleged misconduct, violations, or complaints in the workplace.
65. Work-Life Balance: The concept of effectively managing and balancing the demands of work and personal life to achieve overall well-being and satisfaction.
66. Workforce Analytics: The use of data and statistical analysis to gain insights into workforce trends, patterns, and metrics to inform HR strategies and decision-making.
67. Workforce Management: The strategic planning, scheduling, and optimization of the workforce to ensure the right people are in the right place at the right time.
68. Workplace Wellness: Programs and initiatives designed to promote and support employee well-being, health, and fitness within the workplace.
69. 360-Degree Feedback: A performance evaluation method that gathers feedback from multiple sources, including supervisors, peers, subordinates, and self-assessment.
70. Absenteeism: The habitual or excessive absence of employees from work without a valid reason or approval.
71. Adverse Action: A decision or action taken against an employee, such as termination or demotion, based on performance, behavior, or other factors.
72. Affirmative Action: Policies and practices that promote equal employment opportunities for underrepresented groups and address historical discrimination.
73. Age Discrimination: Treating employees or job applicants less favorably based on their age, typically over 40 years old.
74. Applicant: An individual who applies for a job position within an organization by submitting their resume or application.
75. At-Will Employment: A type of employment relationship in which either the employer or the employee can terminate the employment at any time, for any reason, as long as it is not illegal.
76. Background Check: The process of verifying and investigating an individual's personal, educational, and professional history, typically conducted during the pre-employment stage.
77. Base Salary: The fixed amount of money paid to an employee for their work, excluding any additional bonuses, incentives, or benefits.
78. Behavioral Competencies: The observable behaviors, skills, and abilities that individuals need to perform their job effectively and meet organizational goals.
79. Bereavement Leave: Paid or unpaid time off granted to employees to grieve and attend to the death of a family member or loved one.
80. Best Practices: Established or recommended methods, techniques, or processes that are considered most effective and efficient in achieving desired outcomes.
81. Bona Fide Occupational Qualification (BFOQ): A specific job requirement or qualification that is necessary for the job and directly relates to its essential functions.
82. Candidate: An individual who is being considered for a job position after applying, interviewing, or going through the recruitment process.
83. Career Path: The sequence of job positions, roles, and responsibilities that individuals follow to progress and advance in their careers within an organization.
84. Collective Bargaining: The negotiation process between employers and labor unions to establish or modify employment terms, conditions, and agreements.
85. Compensation Philosophy: The organization's guiding principles, strategies, and approach to compensating employees based on market conditions, performance, and internal equity.
86. Conflict of Interest: A situation in which an individual's personal or financial interests interfere or potentially compromise their professional judgment or decision-making.
87. Contingent Worker: An individual who is not directly employed by the organization but provides services on a temporary or contract basis, such as freelancers, consultants, or temporary workers.
88. Core Competencies: The essential skills, knowledge, and abilities that are critical to the success and performance of employees in a specific role or organization.
89. Cost of Living Adjustment (COLA): An increase in wages or salaries to account for changes in the cost of living, typically based on inflation rates.
90. Cultural Fit: The alignment and compatibility between an employee's values, beliefs, and behaviors with the organization's culture, values, and work environment.
91. Deferred Compensation: Compensation that is earned in one period but paid or received in a future period, such as retirement plans or stock options.
92. Demotion: The downward movement of an employee from a higher-level job position to a lower-level position, usually due to performance or organizational restructuring.
93. Direct Compensation: The monetary rewards or payments that employees receive directly from the organization, such as salary, bonuses, and incentives.
94. Dismissal: The termination of an employee's employment due to poor performance, misconduct, or violation of company policies.
95. Diversity Training: Training programs or initiatives designed to increase awareness, understanding, and acceptance of diversity and cultural differences within the workplace.
96. Dual Career Path: A career development approach that provides employees with opportunities to advance in both managerial and technical tracks within the organization.
97. Employee Assistance Program (EAP): A program that provides counseling, support, and resources to employees for personal or work-related issues, such as stress, substance abuse, or mental health.
98. Employee Benefits: The additional rewards, privileges, and perks provided to employees in addition to their base salary, such as health insurance, retirement plans, and paid time off.
99. Employee Engagement Survey: A survey or questionnaire administered to employees to measure their level of engagement, satisfaction, and commitment to the organization.
100. Employee Referral Program: A program that encourages and rewards employees for referring qualified candidates for job openings within the organization.
101. Employment Equity: The principle of ensuring fairness and equal opportunities in employment for all individuals, regardless of their gender, race, ethnicity, or other protected characteristics.
102. Equal Pay Act: A U.S. federal law that mandates equal pay for equal work, prohibiting wage discrimination based on gender.
103. Exit Interview: A meeting conducted with an employee who is leaving the organization to gather feedback, insights, and reasons for their departure.
104. Exempt Employee: An employee who is exempt from the Fair Labor Standards Act (FLSA) requirements for overtime pay and minimum wage due to their job duties, responsibilities, and salary level.
105. Fair Labor Standards Act (FLSA): A U.S. federal law that establishes minimum wage, overtime pay, and child labor standards for employees in the private and public sectors.
106. Flexible Spending Account (FSA): A tax-advantaged account that allows employees to set aside pre-tax funds to pay for eligible healthcare or dependent care expenses.
107. Full-Time Equivalent (FTE): A unit of measurement used to calculate the total number of full-time employees by combining part-time employees' hours into the equivalent of full-time positions.
108. Garnishment: A legal process in which a portion of an employee's wages is withheld to satisfy a debt or legal obligation, such as child support or tax liens.
109. Glass Ceiling: An invisible barrier or limitation that prevents certain groups, particularly women and minorities, from advancing to higher-level positions within an organization.
110. Golden Handshake: A financial incentive or package offered to employees who voluntarily leave the organization, usually in the form of a lump sum payment or enhanced retirement benefits.
111. Grievance Procedure: A formal process for employees to raise, address, and resolve complaints or disputes regarding their employment, working conditions, or treatment.
112. Health Savings Account (HSA): A tax-advantaged account that allows employees to set aside pre-tax funds to pay for qualified medical expenses when enrolled in a high-deductible health plan.
113. Hiring Manager: The individual responsible for making the final decision on hiring candidates for a specific job position within the organization.
114. Hostile Work Environment: A work environment characterized by harassment, discrimination, or intimidating behavior that interferes with an employee's ability to perform their job.
115. Human Resources: The department or function within an organization responsible for managing and overseeing various aspects of the employee lifecycle, including recruitment, training, compensation, and employee relations.
116. Immigration and Naturalization Service (INS): The former U.S. federal agency responsible for enforcing immigration laws and regulations. It has since been replaced by the Department of Homeland Security.
117. Incentive Compensation: Additional compensation provided to employees based on their performance, achievements, or meeting specific goals or targets.
118. Independent Contractor: An individual or entity hired to perform specific services or tasks for an organization on a contractual basis, without being considered an employee.
119. Job Rotation: The practice of moving employees between different job positions or departments within the organization to broaden their skills, knowledge, and experience.
120. Key Performance Indicators (KPIs): Specific metrics or measures used to evaluate and track the performance and progress of individuals, teams, or the organization as a whole.
121. Knowledge Management: The process of capturing, organizing, and sharing knowledge and information within the organization to enhance productivity, innovation, and decision-making.
122. Labor Union: An organized group or association of employees that collectively bargains with employers for better working conditions, wages, and benefits.
123. Layoff: The temporary or permanent termination of employment due to business downturn, restructuring, or other factors beyond the employee's control.
124. Leadership Development: The process of identifying, developing, and nurturing individuals with leadership potential to fill key leadership positions within the organization.
125. Leave of Absence: A period of time granted to employees for approved time off from work, such as medical leave, parental leave, or sabbatical.
126. Liability: Legal responsibility or obligation that an organization or individual may have, such as financial or legal obligations arising from employee actions or misconduct.
127. Maternity Leave: A period of time granted to female employees to take leave before and after childbirth, providing job protection and, in some cases, paid benefits.
128. Mediation: A voluntary and confidential process in which a neutral third party facilitates communication and negotiation between parties to resolve conflicts or disputes.
129. Merit-Based Pay: A compensation system in which employee pay increases or bonuses are based on individual performance, achievements, or merit.
130. Non-Compete Agreement: A legal contract that prohibits employees from working for or starting a competing business within a specified period of time and geographical area after leaving their current employer.
131. Non-Disclosure Agreement (NDA): A legal contract that prohibits individuals from disclosing confidential or proprietary information about the organization, its clients, or employees.
134. Occupational Safety and Health Administration (OSHA): A federal agency in the United States that sets and enforces workplace safety and health regulations to ensure safe working conditions for employees.
135. Onboarding: The process of integrating and assimilating new employees into the organization, providing them with the necessary information, training, and support to become productive members of the team.
136. Open Enrollment: The designated period during which employees can make changes to their benefit elections, such as selecting or modifying health insurance coverage, retirement plans, and other employee benefits.
137. Organizational Culture: The shared values, beliefs, norms, and behaviors that shape the overall work environment and influence how employees interact and perform within the organization.
138. Overtime: Additional hours worked by an employee beyond their regular working hours, typically compensated at a higher rate than regular pay.
139. Paid Time Off (PTO): A policy that combines various types of leave, such as vacation, sick leave, and personal days, into a single bank of time that employees can use for any approved absence.
140. Parental Leave: A period of time granted to employees, both mothers and fathers, for the birth or adoption of a child, providing job protection and, in some cases, paid benefits.
141. Performance Appraisal: The process of evaluating and assessing an employee's job performance, typically conducted through formal reviews or assessments by supervisors or managers.
142. Performance Management: The ongoing process of setting goals, providing feedback, coaching, and evaluating employee performance to align with organizational objectives and improve individual and team effectiveness.
143. Personality Assessment: A tool or method used to evaluate an individual's personality traits, preferences, and characteristics to assess their fit for a specific job or team.
144. Probationary Period: A specified period of time, typically at the beginning of employment, during which an employee's performance and suitability for the job are evaluated before becoming a permanent employee.
145. Professional Development: The ongoing process of enhancing knowledge, skills, and abilities through training, education, and other learning opportunities to improve job performance and career growth.
146. Progressive Discipline: A systematic approach to addressing employee misconduct or performance issues, typically involving a series of escalating consequences, such as verbal warnings, written warnings, and ultimately, termination if necessary.
147. Recruitment: The process of attracting, sourcing, and selecting qualified candidates to fill job vacancies within the organization.
148. Remote Work: A work arrangement that allows employees to work from a location outside of the traditional office environment, often utilizing technology to stay connected and productive.
149. Retirement Plan: A financial savings plan established by an employer to help employees save for retirement, which may include options such as a 401(k), pension, or individual retirement account (IRA).
150. Return on Investment (ROI): A measure used to evaluate the financial return or profitability of an investment or initiative, such as training programs, technology implementations, or recruitment efforts.
151. Risk Management: The process of identifying, assessing, and mitigating potential risks or hazards within the organization to protect employees, assets, and reputation.
152. Salary Range: The established minimum and maximum salary levels for a particular job position, providing a framework for determining compensation based on factors such as experience, qualifications, and performance.
153. Sexual Harassment: Unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature that creates a hostile or offensive work environment.
154. Skills Gap: The mismatch between the skills and qualifications required for a job and the skills possessed by the available workforce, often resulting in challenges for employers to find qualified candidates.
155. Succession Planning: The process of identifying and developing potential internal candidates to fill key leadership or critical positions within the organization in the future.
156. Talent Acquisition: The process of attracting, sourcing, and recruiting top talent to fill job vacancies within the organization, focusing on strategic workforce planning and building a strong talent pipeline.
157. Telecommuting: A flexible work arrangement that allows employees to work from their home or another remote location using technology to stay connected with colleagues and perform their job duties.
158. Termination: The permanent separation of an employee from the organization, either voluntarily or involuntarily, often due to poor performance, misconduct, or organizational restructuring.
159. Total Rewards: The comprehensive package of benefits, compensation, incentives, and other rewards provided to employees in exchange for their work and contributions to the organization.
160. Training and Development: The process of providing employees with the knowledge, skills, and abilities necessary to perform their job effectively and enhance their professional growth.
161. Unemployment Insurance: A government program that provides temporary financial assistance to eligible individuals who have lost their job through no fault of their own.
162. Vacation Leave: Paid time off granted to employees for rest, relaxation, and personal activities, typically accrued based on length of service or employment tenure.
163. Wellness Program: Initiatives and activities implemented by an organization to promote and support employee health, well-being, and work-life balance.
164. Whistleblower: An employee who reports illegal, unethical, or improper activities within the organization, often protected by laws to prevent retaliation.
165. Work-Life Balance: The equilibrium between work-related responsibilities and personal life, allowing employees to effectively manage both aspects and maintain overall well-being.
166. Workforce Planning: The strategic process of analyzing and forecasting future workforce needs to ensure the organization has the right talent, skills, and resources to achieve its objectives.
167. Workplace Diversity: The presence and inclusion of individuals from various backgrounds, demographics, and perspectives within the workforce, promoting creativity, innovation, and a broader range of ideas.
168. Workplace Harassment: Unwelcome behavior, actions, or comments that create a hostile, intimidating, or offensive work environment, based on factors such as race, gender, religion, or disability.
169. Workforce Analytics: The use of data and statistical analysis to gain insights and make informed decisions about various aspects of the workforce, such as recruitment, retention, and performance.
170. Workforce Management: The strategic and operational activities involved in effectively managing and optimizing the organization's workforce, including staffing, scheduling, and performance monitoring.
171. Workforce Segmentation: The process of dividing the workforce into different segments or groups based on factors such as skills, job roles, demographics, or performance, to develop targeted HR strategies and programs.
172. Workforce Utilization: The assessment and optimization of the workforce to ensure that employees are effectively utilized and their skills and capabilities are aligned with organizational goals and objectives.
173. Workforce Visibility: The ability to gather and analyze data on the workforce, including demographics, skills, performance, and potential, to gain insights and make informed decisions related to talent management.
174. Work-Life Integration: The concept of blending work and personal life in a way that allows individuals to achieve a harmonious and satisfying balance between their professional and personal responsibilities.
175. Workload Analysis: The process of evaluating the quantity and complexity of work performed by employees to determine if the workload is balanced, manageable, and aligned with organizational needs.
176. Workplace Flexibility: The ability for employees to have control and flexibility over when, where, and how they work, allowing for a better work-life balance and increased productivity.
177. Workplace Investigation: The formal process of gathering and evaluating evidence to determine the validity of a complaint or allegation related to workplace misconduct, such as harassment or discrimination.
178. Workforce Development: The process of enhancing the skills, knowledge, and abilities of employees through training, education, and professional development programs to improve performance and career growth.
179. Workforce Engagement: The level of emotional commitment and involvement employees have towards their work and the organization, often influenced by factors such as job satisfaction, recognition, and opportunities for growth.
180. Workforce Planning: The strategic process of analyzing and forecasting future workforce needs to ensure the organization has the right talent, skills, and resources to achieve its objectives.
181. Workforce Transition: The process of managing changes in the workforce, such as downsizing, restructuring, or mergers, to minimize disruption and support employees through transitions.
182. Workplace Culture: The shared values, beliefs, norms, and behaviors that shape the overall work environment and influence how employees interact and perform within the organization.
183. Workforce Optimization: The process of maximizing the efficiency and effectiveness of the workforce by aligning resources.