Talk to us

TALK TO US

Payroll Outsourcing

Talent Acquisition

Statutory Compliance

PEO / EOR Services

AI in HR

HR Implementation

HR Training

A  B  C  D  E  F  G  H  I  J  K  L  M  N  O  P  Q  R  S  T  U  V  W  X  Y  Z

C

Career Pathing

A structured approach to career development, outlining the progression steps and opportunities available to employees within an organization.

Change Management

A structured approach to transitioning individuals, teams, and organizations from a current state to a desired future state. It includes strategies to manage resistance and ensure a smooth transition.

Competency Development

The process of developing the skills, knowledge, and attributes that enable employees to perform effectively in their roles and contribute to the organization’s success.

Competency Framework

A structured guide that defines the knowledge, skills, and behaviors required for effective performance in specific roles within an organization.

Competency Mapping

A process of identifying key competencies for an organization or a job and incorporating those competencies throughout various processes (e.g., job evaluation, training, recruitment).

Compliance Training

Training mandated by legislation, regulation, or policy. It educates employees on the laws, regulations, and company policies that apply to their day-to-day job responsibilities.

Compensation and Benefits

A sub-discipline of HR focused on ensuring employees are rewarded appropriately for their work, through salaries, bonuses, and benefits such as health insurance, retirement plans, and paid time off.

E

Employee Assistance Programs (EAP)

Programs provided by employers to help employees deal with personal problems that might adversely impact their work performance, health, and well-being.

Employee Benefits Administration

The management of employee benefits programs, including health insurance, retirement plans, and other perks, ensuring they are effectively communicated and utilized.

Employee Empowerment

The practice of giving employees the authority, resources, and opportunities to take initiative and make decisions within their roles.

Employee Engagement

A workplace approach resulting in the right conditions for all members of an organization to give their best each day, committed to their organization’s goals and values.

Employee Lifecycle

The stages an employee goes through during their time with an organization, from recruitment and onboarding to development, retention, and separation.

Employee Recognition

Programs and practices designed to acknowledge and reward employees for their contributions, efforts, and achievements within the organization.

Employee Relations

Efforts to manage the employer-employee relationship to ensure employees are treated fairly, feel valued, and are engaged, while also protecting the interests of the organization.

Employee Self-Service (ESS)

A system that allows employees to handle many job-related tasks (such as updating personal information or accessing company documents) that would otherwise need to be done by HR personnel.

Employee Surveys

Tools used to gather feedback from employees on various aspects of their work experience, job satisfaction, and organizational culture.

Employee Turnover

The rate at which employees leave an organization and are replaced by new hires, which can be voluntary or involuntary.

Employee Value Proposition (EVP)

The unique set of benefits that an employee receives in return for the skills, capabilities, and experience they bring to a company.

Employer of Choice

An organization that is highly attractive to potential employees due to its positive work environment, culture, benefits, and career opportunities.

Employment Branding

The process of promoting a company as an employer of choice to a desired target group, one which a company needs and wants to attract, recruit, and retain.

Exit Interview

A structured conversation that takes place when an employee leaves a company, aiming to gain insights into their experience and reasons for leaving.

F

Flexible Work Arrangements:

Work schedules that allow employees to vary their arrival and departure times, work remotely, or work compressed workweeks to better balance work and personal life.

H

HR Analytics

The application of data analysis techniques to human resources data in order to improve decision-making and organizational effectiveness.

HR Audit

A comprehensive method to review current HR policies, procedures, documentation, and systems to identify needs for improvement and ensure compliance with changing rules and regulations.

HR Business Partner (HRBP)

An HR professional who works closely with an organization’s senior leaders to develop an HR agenda that supports overall business goals.

HR Policy

Formal guidelines and rules that dictate how certain matters should be addressed in the workplace, providing a framework for consistent decision-making and actions.

HR Shared Services

A centralized hub that provides administrative HR services to various parts of an organization, aiming to improve efficiency and service quality.

HR Technology

The use of software and tools designed to automate and optimize HR processes, such as recruitment, performance management, and employee engagement.

HR Transformation

A comprehensive change in the HR function’s roles, structures, and processes to improve its ability to support the organization’s overall strategy and goals.

HRIS (Human Resource Information System)

A software or online solution for the data entry, data tracking, and data management needs of an organization’s human resources operations.

I

Inclusion Strategies

Initiatives aimed at creating an inclusive workplace where all employees feel valued, respected, and have equal access to opportunities.

J

Job Analysis

The process of studying and collecting information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job.

Job Crafting

The process by which employees actively alter the boundaries of their job to better fit their strengths, passions, and motives, thereby improving job satisfaction and performance.

Job Design

The process of organizing tasks, duties, and responsibilities into a productive unit of work, considering factors such as job satisfaction, performance, and employee engagement.

Job Enlargement

The process of increasing the scope of a job by adding more tasks and responsibilities, which can enhance job satisfaction and reduce monotony.

Job Bidding

An internal process where current employees can apply for open positions within the organization, typically involving a formal application and selection process.

Job Mapping

A detailed analysis of job roles and career paths within an organization, used to implement effective talent management and succession planning strategies.

L

Leadership Development

Programs and practices designed to improve the leadership skills and capabilities of current and future leaders within an organization.

Learning and Development (L&D)

A function within HR aimed at improving the skills, knowledge, and competencies of employees through training programs, courses, and development activities.

Learning Management System (LMS)

A software application for the administration, documentation, tracking, reporting, and delivery of educational courses or training programs.

M

Mentorship Programs

Structured initiatives where experienced employees (mentors) provide guidance, support, and knowledge to less experienced employees (mentees).

O

Onboarding

The process of integrating a new employee into an organization, providing them with the necessary information, training, and support to become effective members of the team.

Organizational Alignment

The process of aligning the goals, processes, and practices of an organization with its mission, vision, and values to achieve strategic objectives.

Overtime Pay

Programs implemented by the organization to support employees who are exiting the company, providing services such as career counseling, resume writing, and job search assistance.

Organizational Development (OD)

A deliberate and systematic effort to increase an organization’s effectiveness and viability through interventions in its processes, systems, and structures.

P

Pay Equity

The practice of ensuring that employees are compensated fairly based on their job role, skills, experience, and performance, without discrimination.

Performance Management

A continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning their performance with the organization’s goals.

R

Recruitment Process Outsourcing (RPO)

A form of business process outsourcing where an employer transfers all or part of its recruitment processes to an external service provider.

Remote Work Policy

Guidelines and rules that govern the terms and conditions under which employees are allowed to work from locations other than the company’s premises.

Retention Strategies

Plans and initiatives designed to keep talented employees engaged and employed within the organization, reducing turnover and maintaining stability.

S

Skill Gap Analysis

A process of identifying the difference between the skills required for a job and the skills possessed by employees, guiding training and development efforts.

Strategic HRM (Strategic Human Resource Management)

The proactive management of people, aligning HR strategies and practices with the overall business strategy to gain a competitive advantage.

Succession Planning

A process for identifying and developing new leaders who can replace old leaders when they leave, retire or die.

T

Talent Acquisition

The process of finding and acquiring skilled human labor for organizational needs, including activities such as recruitment, interviewing, and hiring.

Talent Management

A strategic approach to attracting, developing, retaining, and utilizing people with the required skills and aptitudes to meet current and future business needs.

Tuition Reimbursement

An employee benefit in which an employer pays all or part of an employee’s tuition for courses related to their job or career development.

Termination

The end of an employee’s duration with an employer, which can be voluntary (resignation) or involuntary (dismissal or layoff).

W

Workforce Analytics

The application of statistical methods and technologies to analyze employee data, improving decision-making and strategic workforce planning.

Workforce Diversity

The inclusion of individuals with a wide range of characteristics and experiences, such as different genders, races, ages, sexual orientations, and cultural backgrounds, in the workforce.

Workforce Planning

A process used to align the needs and priorities of the organization with those of its workforce to ensure it can meet its objectives.

Workforce Segmentation

The process of dividing the workforce into distinct groups based on characteristics such as skills, roles, demographics, or work patterns to tailor HR strategies.

Work-Life Balance

The equilibrium between personal life and work commitments, ensuring that employees have time for personal activities and family while meeting their work responsibilities.