Check out ZenHR's comprehensive Human Resources glossary and dictionary, which provides definitions of key HR terms that HR and recruitment professionals frequently use.
3
A process where feedback from an employee's subordinates, peers, colleagues, and supervisor, as well as a self-evaluation by the employee themselves, is gathered. This type of feedback allows individuals to understand how their effectiveness as an employee, coworker, or manager is viewed by others.
A
A set of rules and guidelines an organization applies to reduce the number of workdays employees miss and promote responsible work habits, which consequently boosts productivity.
A
An anti-harassment policy is a policy formulated by an organization to protect its employees from any kind of unwarranted behavior like bullying or verbal and physical abuse in the workplace.
A
An organization that makes accessibility part of its culture and provides a disability-inclusive workplace that is accessible to everyone. This does not only include physical accessibility, such as wheelchair access, braille signs, and accessible bathrooms, but it also includes digital accessibility, in which all people have access to communication technologies.
A
A software application that helps organizations automate, organize, and streamline their hiring and recruitment processes, even when they have thousands of applications coming in from various sources. An ATS tracks the candidates throughout the hiring process.
A
Also known as AI - is a term that refers to the intelligence simulated in machines/computers/robots, where they act and perform tasks that require the intelligence that is commonly associated with humans.
A
Attendance machines are devices implemented at the workplace, used by organizations to track and monitor when their employees commence and end their workday. Attendance machines are usually integrated with HR and Payroll Software.
A
Attendance reports are records maintained by organizations to monitor employee matters related to working hours, early arrival to work, early departure from work, the amount of time taken on breaks, and absenteeism.
A
A decrease in the number of employees due to voluntary or involuntary reasons, including resignation, termination, death, or retirement.
B
This generation was born after World War II, and they have been known for their hardworking, strong work ethic, self-discipline, and optimism.
B
Also known as Pre-Employment Screening and Background Check - a set of procedures an organization follows before deciding to hire a candidate or not, to ensure they are hiring a trustworthy candidate who has the required skills and attitude to perform the job and fit the culture.
B
A popular interviewing technique used to assess candidates based on actual past behavior. The interviewer asks the candidate to give specific examples of when they demonstrated a particular behavior or skill.
B
Additional perks and benefits a company provides to its employees in addition to the employee's base wage or salary.
B
A blended workforce is when an organization has employees with different types of work arrangements, which include full-time, part-time, permanent, seasonal, and temporary employees.
B
A boomerang employee is an employee who leaves an organization on good terms and then returns to work for the same organization at a later point in time.
B
Broadbanding is when businesses set a wider-than-normal salary band, or pay range, for a job level. This allows organizations to increase pay and offer opportunities for training without promoting employees.
B
A tool that helps employers enhance the onboarding process of their new hires, by matching a new employee with a buddy. A buddy program accelerates the onboarding process of new hires while equipping them with the tools needed to deal with any issues that they may face early on in their jobs.
B
Resources or items of value that are owned by the organization. Business assets are often categorized into tangible assets such as cars, laptops, furniture, or machinery, and intangible assets such as patents, trademarks, or customer lists.
B
A plan that identifies how the organization is going to continue operating during and after unplanned and uncertain times.
C
Candidate experience is how an applicant feels when moving through an organization's hiring process. This includes all points of contact during recruitment – job search, the application process, the interview process, and onboarding.
C
A method used by HR professionals to build positive relationships with active and passive candidates in the talent pipeline to improve recruiting outcomes and enhance the employer brand.
C
A candidate source tells where the candidate is coming from and how they entered the candidate pipeline. Primary source types include the company website, social media, job boards and career networks, employee referrals, events and career fairs, and the company’s database.
C
A term used to describe all the approaches and techniques an organization uses to describe and implement organizational change.
C
Using internet services such as data storage, servers, databases, networking, or software that are not installed on a local computer or server - usually on a pay-as-you-go basis.
C
It is a process designed to help and motivate employees to enhance their job performance by assigning an internal coach inside the organization or an external one.
C
Company values, also known as core values, are a collection of guiding beliefs and philosophies set by an organization as a means to define how it aims to conduct its business and achieve its goals. Company values help employees understand how they should behave & function together as cross-functional teams and impact the relationships an organization develops with its customers, partners, and shareholders.
C
Paid time-off work that is granted to employees when they have serious personal circumstances, especially the death of a family member.
C
The set of skills, expertise, and knowledge the employee needs to perform his/her job functions and succeed in a certain job role.
C
Also known as terms of employment and it means the rules, requirements, and policies an employer and employee agree to abide by during the employee’s service to the company, including the rights and obligations of each party.
C
A confidentiality agreement is a legally binding agreement between two or more parties that prohibits either party from disclosing sensitive information to others.
C
A person hired at an organization to complete a specific project and may provide their services under a contract, temporarily, or on an as-needed basis. Contingent workers include independent contractors, freelancers, consultants, or other third parties assigned to work for your organization.
C
The knowledge, skills, and abilities needed to perform a certain job successfully.
C
It is a metric used by recruiters that aids in determining the total cost of hiring a new employee. It is calculated by dividing the total cost invested in hiring divided by the number of hires.
C
A counteroffer is a response an individual receives for their existing employer based on an offer received from a potential new employer. In this case, an individual may accept the counteroffer, reject it or negotiate it.
C
Cultural fit refers to the extent in which a candidate’s attitudes, values and skills are in line with a company’s mission, vision and values. Cultural fit is usually assessed through a cultural fit job interview by which the interviewer asks the interviewee questions that are aimed at evaluating whether the candidate’s values and beliefs are in the line with those of the organization.
C
Also known as Resume Parsing - The process of converting an unstructured form of CVs into a standard set of information which allows recruiters to process online CVs and intelligently extract the important information
D
Security incident that includes the intentional or unintentional reveal of confidential or sensitive data without the authorization of the data owner.
D
A corrective action that is taken by an employer as a response to employee misconduct, rule violation, or performance that does not meet the expected standards.
D
The differential treatment of persons or social groups for reasons such as their race, gender, religion, disability, or any other differences.
D
A workplace training program that aims to raise awareness in the workplace about demographic differences between colleges and how they can work together effectively despite the differences.
D
Downsizing refers to the decision a company makes to reduce the number of employees or departments it has, usually for the purpose of reducing costs during periods of economic downturn.
D
Due diligence refers to the practice of thoroughly identifying, assessing, and deciding on whether a particular project, a job, or a commercial transaction is worth the effort.
E
Also known as Emotional Quotient (EQ) – is defined as the ability to identify and manage one’s own emotions as well as the emotions of others. Emotional Intelligence has 4 main pillars: Self-Awareness, Self-Management, Social-Awareness, and Relationship Management.
E
An allowance is an amount of money that an organization provides to an employee on top of the employee’s normal pay for purposes such as transportation, healthcare, or food.
E
Employee appraisal, also known as Performance Evaluation - Refers to the systematic process of assessing, evaluating, and providing feedback to employees on their job performance based on predefined standards and goals. The appraisal process also aims to identify and track employee strengths and weaknesses, while promoting the best performing employees and providing feedback on areas of improvement.
E
The process of monitoring assets that were handed over to each of the organization’s employees. This process helps keep a clean record of the assets that must be returned every time an employee leaves the organization.
E
Employee benefits are a form of compensation that may be monetary or non-monetary, which an employer offers an employee on top of the regular benefits package the employee receives
E
As identified by the World Health Organization, Employee Burnout is a syndrome that results from chronic stress at work that has not been successfully managed, which causes both physical and emotional exhaustion.
E
Employee clock-in, often called check-in, refers to the action in which an employee records his/her arrival time at work. On the other hand, employee clock-out, often called check-out, is when an employee records his/her departure from work.
E
A digital database that stores all employee data, including employees’ personal information and company-related information such as their personal information, salary data, hiring date, and more.
E
A list that is used to store employee information such as their names, emails, phone numbers, job titles, direct managers, addresses, etc.. in a single point of access.
E
A management philosophy that emphasizes the importance of allowing employees to make independent decisions and act on them.
E
Employee engagement refers to the measurement of how passionate employees feel about their jobs, how committed they are to their organization, and the extent to which they are willing to go the extra mile.
E
Employee experience is the relationship an organization creates with its employees. It is the culmination of the various interactions and the overall journey and feeling an employee has with your organization.
E
Feedback refers to the exchange of constructive suggestions, done either formally or informally, regarding an employee’s performance. Feedback is not limited to managers, rather, feedback can also come from peers
E
This refers to the process in which organizations utilize the use of location technologies to track their employee’s check-in and check-out times at work. Some attendance software solutions allow organizations to enable geo-restrictions to ensure that their employees can only check-in/out from the right locations.
E
This refers to the process in which organizations utilize location technologies to track the whereabouts of their employees during working hours.
E
An employee handbook is a document that guides employees on matters related to the key policies and procedures that must be adhered to at an organization, in addition to providing an insight into the workplace culture.
E
The organization of employees within an organization that represents how the employees are divided and grouped into departments and the organization's chain of command.
E
The processes and policies of managing all kinds of employee time-off requests including personal leaves, sick leave, personal vacations, public holidays, paternity leaves, compassionate leaves, and others.
E
Procedures, strategies, and efforts created by employers to monitor and manage employees in a way that helps them achieve their best performance and contribute to the larger goals of the organization.
E
Employee misconduct occurs when an employee engages in behavior that is not following their organization’s policies, and are often followed by disciplinary actions.
E
A scoring system designed to help employers measure employee satisfaction and loyalty within their organizations. It is based on the Net Promoter Score system from Bain & Company, Satmetrix Systems, Inc., and Fred Reichheld, which gauges customer loyalty. The Employee Net Promoter Score (eNPS) system consists of a one-question survey delivered to employees that ensures anonymity so they can provide honest feedback for an effective survey. The standard eNPS question is, “how likely are you to recommend our company as an employer on a scale from 0 to 10.”
E
The process in which an employee is officially separated from the organization either because of resignation, termination, or retirement. When handled properly, the off-boarding process helps ensure that the departing employee leaves with minimal disruption, prevents legal liabilities, protects against information theft, and provides useful constructive feedback.
E
The process of welcoming new hires, familiarizing them with the organizational culture, and helping them acquire the necessary skills, knowledge, and behaviors to succeed in the organization. The onboarding process starts the moment an offer is made until the time the candidate becomes an effective member of the organization.
E
The process of introducing newly hired employees to their new workplace. Employee orientation provides the basic organizational information employees need to feel acquainted with their new team, department, and role within the company.
E
An effective recruitment tool in which employers encourage their employees, usually through a reward, to utilize their network and recommend candidates for the open positions in the organization.
E
Employee Relations refers to the ongoing efforts an organization puts into creating and maintaining a positive relationship with its internal stakeholders.
E
Employee retention refers to an organization’s ability to keep its best-performing employees, consequently, maintaining a low turnover rate.
E
Also known as Job Satisfaction - This is a term used to measure the extent to which employees are happy and satisfied with elements of their job like, the job they do and the work environment.
E
Employee self-service (ESS) is an advancement in Human Resource (HR) technology that allows employees to view and handle a wide variety of HR, information technology (IT), and other administrative tasks on their own and at their convenience.
E
Also known as Rostering - Employee shift management refers to the process in which an organization divides a workday into multiple shifts and assigns employees to work at different periods to ensure the continuation of the organization’s workflow at all times. A work shift may be rotational which means that it’ll vary day to day or week to week, or it may be fixed, meaning that an employee is hired to work a specific shift.
E
The process in which the employer or the employee ends the employment contract. Employee termination can be voluntary - which means it is initiated by the employee or can be involuntary - which means the employer decides to terminate the employee.
E
Employee time-tracking refers to the process in which organizations record the working hours of their employees, for matters related to payroll calculations or for assigning working hours to projects.
E
A timesheet is used to record and track the total amount of time an employee spends working on a particular task, project, or job for payroll calculation purposes. An employee timesheet is recorded on paper, a spreadsheet, or by using cloud HR software.
E
Employee turnover refers to the number or percentage of employees that leave a certain organization at a point in time. Employee turnover can be the result of resignations, terminations, and retirements.
E
The process of training employees in necessary skills they may not possess or weaknesses they need growth in. It's a way to close skills gaps and make employees more competent in their current and future roles.
E
Employer branding refers to an organization’s ability to differentiate and promote its unique identity in its existing and prospective employees’ eyes. All in all, employer branding is how an organization can attract and retain top talent by positioning itself as a top employer to work for.
E
An employer of choice is a company that has managed to position itself as a much sought after employer. Employees usually choose to work for this company when presented with other employment opportunities.
E
EVP, which is at the core of strong employer branding, represents the set of promises and benefits an organization offers to its existing and prospective employees. The benefits an organization may offer include but are not limited to opportunities for learning, growth, and development.
E
An exit interview is an interview that usually occurs between an HR employee and/or a direct manager with an employee that is about to leave the organization, to gain insight into the employee’s experience at the organization or to find out the reasons behind their departure.
E
An expatriate is a foreign employee who possesses certain skills in his/her field. The employee accepts a job outside of his/her native country, either by choice or as part of a work assignment arranged by the company.
F
Flexible work arrangements refer to non-conventional work arrangements made between an employer and employee whereas the employee is given more freedom in how, when and where they perform their tasks. Flexible work arrangements often involve telecommuting and flexible working hours.
F
A freelance worker or freelancer is a self-employed person who takes up projects on their own rather than being employed by a company. A freelance worker usually charges an hourly or daily rate and can work with multiple clients at the same time.
F
Also known as 360 Recruiting or Full Life Cycle Recruiting - A complete recruitment process that starts with identifying hiring needs in an organization to onboarding the new hire. The stages that are followed during a Full Cycle Recruiting process include: Identifying hiring needs and gaps, sourcing, screening, selecting, hiring, and onboarding.
G
The generation that was born between 1995 and 2020 and is the youngest generation to enter the workforce. Generation Z is characterized by being entrepreneurial, tech-savvy, and progressive.
G
The generation following the baby boomers and preceding the millennials. Gen X is characterized by being self-sufficient, results-oriented, and hard-working.
G
Gross misconduct is an action so serious that calls for the immediate dismissal of an employee without notice or pay.
G
A process that calculates net pay by subtracting reductions and deductions from each employees' gross pay. Gross-to-net elements indicate which reductions and deductions should be taken.
H
A hiring or recruiting strategy refers to the process by which organizations formulate a clear action plan involving its efforts to identity, recruit and retain candidates for the purpose of filling their vacant positions.
H
HR benchmarking is an HR method for comparing the features of comparable businesses in order to identify milestones and objectives. To define corporate goals and objectives, HR experts need to compare their own firm to other similar firms in the market.
H
HR compliance refers to the process in which an HR department at an organization defines acceptable behavior at both, employee and corporate levels, which are aligned with the country’s local labor laws and regulations.
H
Gamification is the usage of game-thinking and game mechanics in non-game scenarios such as business environments and processes, specifically in recruitment, training, and development, in order to engage users and solve problems.
H
Gamification in HR refers to the use of game-based behavior-motivation approaches to non-game contexts.
H
Documents that are used for official communication between the employer and the employee - or a prospective employee, and can cover a wide range of employment matters.
H
A software tool designed to track, manage, organize, and automate everything related to employee affairs including tracking attendance, payroll calculations, performance management, and many other HR functions and tasks.
H
The process through which an organization hires new employees by identifying hiring needs, recruiting potential candidates, and hiring the most qualified candidates.
H
The set of skills, knowledge, and other intangible assets that an employee owns and makes him/her value to the organization.
H
The overall strategy that an organization follows to acquire, manage, and optimize top talent.
H
Human Resources refers to the people that make up the workforce of a business or organization, and are often considered as the strategic resource of any organization.
H
A system that combines human resources management and information technology for managing and automating different HR processes such as payroll management, attendance tracking, onboarding, and off-boarding management, and many other HR processes.
H
Human Resources Management or HRM describes the process of devising and implementing formal systems to manage people from hire until retirement within an organization.
H
A human resources management system, sometimes referred to as “HRMS” is an information technology system that is used by HR teams to automate repetitive and time-consuming tasks. An HRMS can be used to track employee attendance, manage payroll, onboard/offboard employees, and review performance.
H
A flexible workplace model that is designed to support a distributed workforce consisting of employees who work remotely and those who work from an office.
I
A recruitment strategy based on making the company attractive enough for potential candidates by developing branded content that will improve the reputation of your employer to push passive and active talent to approach and apply directly to work at the company.
I
An inclusive workplace is a work environment that makes each and every employee feel welcomed and valued regardless of the differences between them. An inclusive workplace recognizes that differences between employees contributes to the overall success of the organization, and any act of bias or discrimination is strongly prohibited.
I
This refers to the process of calculating payroll while taking into account the tax deductions a government imposes in its respective country on the income of individuals and businesses.
I
A person, business, or corporation that provides services according to a written contract or a verbal agreement. Unlike employees, independent contractors do not work regularly for an employer but work as required to provide certain services.
I
The process of a business looking to fill vacancies from within its existing workforce.
I
A short-term professional learning experience offered by employers that offers meaningful, practical work related to a student's field of study or a person’s career interest.
J
A standard and official form that employers ask job applicants to fill out to learn more about the candidate’s education, experience, and skills, therefore determine the best candidate for the open position. These applications can be paper-based or online applications.
J
A written statement that highlights the details of a particular job position within an organization. The job description usually includes the job title, working conditions, role responsibilities, requirements, and reporting relationships.
J
A "job role" is a documented description that entails the responsibilities, duties, and qualifications for a position at an organization.
L
Also known as a workforce - is the total number of people who are currently employed and the number of people who are unemployed and seeking employment. This number does not include people who are unemployed and not seeking employment, such as students and retirees.
L
A body of law applied to employment, remuneration, conditions of work, trade unions, and industrial relations in order to protect employees and ensure they are treated well.
L
Also known as the job market - refers to the supply of and demand for labor, in which employees provide the supply and employers provide the demand.
L
This refers to the process of managing and tracking the loans provided to employees from the time the loan is dispersed and until the loan is paid off. The loan might be provided directly from the employer or by a third party.
L
The adaptation of a product or service to meet the needs of a particular country, language, culture, or desired population's "look-and-feel." A successfully localized service or product is one that appears to have been developed within the local culture.
M
Mentoring refers to the process by which an employee with more knowledge, skills and experience provides support and guidance to a more junior employee with the purpose of improving their performance and unleashing their full potential.
M
Also known as Generation Y - The generation that was born between 1981 and 1994 and represents the largest population of today’s workforce. Millennials are characterized by being competitive, achievement-oriented, and ambitious.
M
A minimum wage is the lowest wage that employers can legally pay their employees. The legal minimum wage differs from country to country.
N
A term that refers to management showing special and unfair favor to those they know, typically family and friends. This special treatment may include preferential hiring, giving certain individuals more opportunities, increased pay, and better benefits within a company.
N
Net pay is an employee's total earnings after all deductions are subtracted from their gross pay.
N
A non-disclosure agreement or NDA is a legal contract in which the participating party or parties agree not to disclose any information mentioned by the agreement.
N
A non-discrimination policy is a policy formulated by an organization, usually by an HR department, that guarantees that the organization will not discriminate based on religion, race, gender, color, or under any other conditions when making hiring and promotional decisions.
N
A notice period is the amount of time between the notification of an employee's departure or dismissal from the organization and the employee's last day at work.
O
Also known as OKRs - Refer to the frameworks adopted by organizations to set goals with measurable outcomes.
O
Offer management refers to the process that takes place from the moment a candidate is considered as a potential employee until the recruitment team decides to offer the candidate a position at the organization.
O
A detailed projection of what a company expects its revenue and expenses will be over a period of time. An operating budget is usually formulated around the end of the year to show expected activity during the following year.
O
The shared set of beliefs, values, characteristics, attitudes, and behaviors that reflect the environment of an organization. Organizational culture is what makes every organization unique and sets the context for everything an organization does.
O
Organization’s policies refer to the set of rules and procedures that outline the responsibilities and expected conduct of employees and employers. An organization’s policies are set in place to protect employees and the overall interest of the organization.
O
An active recruiting strategy that involves the use of emails, cold-calling, ads, and events where recruiters search for and contact candidates when a certain new position is open and needs to be filled.
O
An overtime request is a document written and submitted by an employee requesting to work additional hours, in addition to receiving monetary compensation for the additional hours worked.
P
Also known as personal time off - is compensated time away from work, provided by an employer to employees for them to use as they see fit. PTO is often measured in hours and classified as different types of absences such as sick leave, vacation time, and personal time.
P
Candidates who are happily employed and not actively looking for a new job, but are sought after by employers for the skill set they possess.
P
A list of the organization’s employees who are entitled to receive payments from the organization, and the total amount of payments each employee receives.
P
The amount withheld from an employee’s salary by his/her employer for different purposes, but most commonly for benefits such as social security and health insurance.
P
A tool that is used to simplify, manage, and automate payroll calculations and all salary-related transactions in an organization, taking into account employee attendance data, taxes, deductions, and any other important data. Payroll software improves the efficiency of the HR department and ensures error-free and compliant salary calculations.
P
Employee Performance and Evaluation Software refers to the technological tools used by managers to track, analyze, and evaluate the performance of their employees in regards to organizational goals and objectives. The ultimate goal of using performance and evaluation software is to streamline the process of identifying the areas in which employees excel and areas in which they need to improve.
P
Performance management refers to the process of ongoing communication and feedback between a manager and subordinate to ensure that goals and objectives are being met. Goals and objectives can focus on the overall performance of an organization, department, or employee.
P
A pre-hiring assessment is a form of test candidates undertake during the job application process to aid hiring managers in making sound hiring decisions.
P
A person who seeks to get a particular job in an organization or a person who is considered by the hiring team as a qualified potential for a particular job.
P
Also known as a National Holiday - A holiday that is created by law in a particular country and usually is a non-working day for businesses.
Q
Quiet quitting is not actually a form of quitting; rather, it means when employees have become disengaged. These employees only put in the minimum amount of effort to keep their jobs but don't go the extra mile for their employer.
R
The process of searching for qualified candidates and encouraging them to apply for an open position within an organization.
R
A framework to follow that takes you through the entire recruitment process from start to finish, narrowing down the candidate pool until you are left with a desired number of hires.
R
An employee who works for a company but works outside of a traditional office environment. This could mean working from home, a local coworking space, at a coffee shop, or any city across the world.
R
Also known as work from home or telecommuting are other terms for flexible work arrangements that let employees work from either their home or other locations other than the main office.
R
The process of welcoming new members to your team remotely and providing them with the tools that they need to do their job conducted virtually instead of in person.
R
A remote workforce is a group of employees that do their jobs from a location other than a central office operated by the employer. Such locations could include an employee's home, a private office, or any other place outside of the traditional corporate office building.
R
Employee Retention Rate is a metric that calculates the percentage of workers that stay with a company for a certain duration of time.
R
A retention strategy refers to a plan that organizations create and use to reduce employee turnover, prevent attrition, increase retention, and foster employee engagement.
R
Not only can you use the Return on Investment metric to track the progress of a specific function inside your company, but you can also use Return on Hiring (ROH) to demonstrate the return on your investment when it comes to talent acquisition by calculating the increase in financial performance that resulted from the new hires and the overall profitability of the company.
R
HR risk management is concerned with the particular threats that employees bring to the company. This might include risks related to poor people management, employee misconduct, or the way the company recruits and fires people.
S
An extended period of time away from work. During this time, employees are still employed and may still be paid. This time provides employees with the opportunity to travel, study, for personal growth, or more.
S
The process of calculating employee’s salaries, taking into account employee attendance data, taxes, deductions, and any local labor laws that might affect salaries.
S
Also known as Pay Slip - A document that is issued by the employer for each employee monthly, and includes the employee’s salary or wage, with full details of any deductions or allowances. A salary slip can be in the form of a printed document or an electronic document.
S
Seasonal employment is temporary work to meet an organization’s temporary needs during certain times of the year. A seasonal job might only last a few weeks or continue for several months and does not include any year-round positions.
S
A shift roster is a record that entails a list of employees within an organization along with information such as, work location, responsibilities, and working hours for a defined period e.g. day, week, or month.
S
An interviewing technique, where candidates are asked how they would handle a certain situation at their job. The candidate is asked to assess the situation and provide a solution on how they would handle it.
S
A skills gap is a gap between the skills an employee possesses and the skills required to perform a job well.
S
The process of recruiting by using social media platforms, such as LinkedIn, Twitter, Facebook, and Instagram, to share job postings, network with professionals, and research potential job candidates.
S
As defined by the International Labor Organization (ILO), social security is the protection that society provides to individuals or households to ensure access to healthcare and to guarantee income security, particularly in cases of old age, unemployment, sickness, invalidity, work injury, maternity, or a loss of a breadwinner.
S
Sourcing is an activity related to talent acquisition that involves proactively identifying, contacting, and engaging qualified candidates for an organization rather than waiting for candidates to apply on their own.
S
A stay interview, also known as a retention interview, refers to interviewing current employees to find out what they like about their job and why they keep working for your organization.
T
Talent acquisition refers to the organizational process of hiring and retaining skilled employees to meet organizational goals and objectives.
T
Rewards that an employer or manager gives an employee to recognize and thank them for a job well done. Tangible rewards can be financial or non-financial and are given to increase employee motivation.
T
A recruitment process in which an organization is more strict about whom its open positions are marketed to. “Targeted” recruits may be candidates who possess very specific skills, are located in a specific area, have a disability, or are part of an under-represented demographic group.
T
The process of monitoring a task throughout its lifecycle, from tracking to planning to execution. The process involves everything related to the task including; the employees involved in it, the resources needed, and the time spent on it.
T
Telecommuting is an arrangement made between an employer and employee which allows the employee to work outside of the workplace when needed.
T
A letter from an employer to an employee containing the details surrounding their termination. It is typically used as a formal notice and an official record of the fact an employee has been discharged.
T
An organization in the Kingdom of Saudi Arabia that was established to implement the provisions of the Social Insurance Law in the country, follow-up the process of achieving the compulsory insurance coverage, collecting contributions from employers, and paying benefits for the eligible contributors or their family members.
T
It is a metric used by recruiters to determine the amount of time it takes a prospective candidate from when they apply for a job until they accept a job offer.
T
Time tracking is the process organizations use to keep records of work hours and ensure that employees are compensated accurately for their time.
T
Employee training and development refers to the ongoing efforts undertaken by an organization to boost the performance of its employees through various educational methods.
T
Travel per diems are payments provided by organizations to their employees to cover the costs of traveling for business purposes. Business Expenses typically cover accommodation, transportation, and meals.
U
Also known as Implicit Bias - Are social stereotypes people unconsciously attribute to a certain person or group of people, and it affects the way a person interacts with this person/group.
U
A workplace training program that aims to help employees and managers recognize, address, and manage any hidden biases that may influence workplace decisions.
V
This refers to when an organization chooses to pay an employee’s salary in advance before the employee goes on their annual vacation. A vacation in-advance salary can cover one month or several months of vacation.
W
An employee wellness program is a series of benefits and policies implemented by an employer aiming at improving the physical and emotional health of employees, which can boost their morale and engagement, and consequently, will have a positive impact on the success of the organization.
W
A process that uses employee-related metrics that allows companies to measure how well their workforce performs and provides information to analyze the current workforce.
W
The optimal arrangement between personal and professional activities in an employee’s life.
W
In a nutshell, diversity refers to the state of being distinct or possessing different characteristics. Diversity refers to an organization’s effort to employ candidates who are different from one another in the workplace. Differences may be the backgrounds candidates come from, their physical appearance, nationality, religion, gender, age and education.
W
This refers to the date on which an employee returns to work after being on leave/holiday.
W
A workweek is the number of hours or days of labor in a calendar week. The workweek must remain consistent and may start on any day of the week.
W
An innovative electronic mechanism conducted by both the Ministry of Labor in the UAE and the Central Bank of the UAE. With WPS, the Ministry of Labor in the UAE can track whether salaries are being paid on time or not, and impose penalties on employers when necessary.
