HR DICTIONARY
| Applicant Tracking System (ATS): Software for managing the recruitment process. | Absenteeism: Regular or intentional employee absence from work. |
| Appraisal: Assessing and evaluating employee performance. | Benefits Package: Comprehensive perks offered to employees. |
| Behavioral Interview: Assessing a candidate’s past behavior. | Benchmarking: Comparing an organization’s practices with industry standards. |
| Background Check: Verifying a candidate’s employment history and criminal record. | Balanced Scorecard: Performance measurement tool using financial and non-financial metrics. |
| Compensation: Total rewards, including salary, bonuses, and benefits. | Culture Fit: Alignment of an employee with the company’s values and norms. |
| Conflict Resolution: Strategies for addressing workplace conflicts. | Core Competencies: Key capabilities critical for organizational success. |
| Cross-Training: Training employees to perform multiple roles within the organization. | Diversity and Inclusion: Policies promoting a diverse and inclusive workplace. |
| Disciplinary Action: Corrective measures taken for employee misconduct. | Development Plan: A roadmap for an employee’s professional growth. |
| Dual-Career Path: Advancement options for both technical and managerial expertise. | Due Diligence: Investigation process before mergers or acquisitions. |
| Employee Engagement: Emotional commitment and involvement in work. | Exit Interview: Gathering feedback from departing employees. |
| Employer Branding: Cultivating a positive image as an employer. | E-Learning: Training and development through online platforms. |
| Expatriate: An employee working in a country other than their home country. | Exit Interview: Gathering feedback from employees leaving the company. |
| External Recruitment: Hiring employees from outside the organization. | Exempt Employee: Employees exempt from certain labor laws, such as overtime pay. |
| Extended Leave: Longer-than-usual time away from work, often unpaid. | Flexible Work Arrangements: Non-traditional work schedules or locations. |
| Feedback: Communication on performance, behavior, or outcomes. | Fixed-Term Contract: Employment for a specific duration. |
| Fair Labor Standards Act (FLSA): U.S. law setting labor standards. | Goal Setting: Defining objectives and key results for employees. |
| Generational Diversity: Managing a multigenerational workforce. | Green HR: Sustainability initiatives integrated into HR practices. |
| Group Interview: Assessing multiple candidates simultaneously. | Grievance Procedure: Formal process for addressing employee complaints. |
| HRIS (Human Resource Information System): Software for HR process automation. | Harassment Prevention: Policies and training to prevent workplace harassment. |
| Headhunter: External recruiter specializing in executive searches. | Health and Wellness Programs: Initiatives promoting employee well-being. |
| High-Potential Employee: Individuals with potential for leadership roles. | Induction Program: Onboarding process for new employees. |
| Incentive Compensation: Monetary rewards tied to performance. | Internal Mobility: Employee movement within the organization. |
| Integrity Testing: Assessing ethical behavior in job applicants. | Individual Development Plan (IDP): Personalized roadmap for career growth. |
| Job Analysis: Evaluating duties, responsibilities, and qualifications for a job. | Job Rotation: Periodic movement of employees between different roles. |
| Job Satisfaction: Employee contentment with their work. | Job Sharing: Two or more employees sharing responsibilities for one position. |
| Job Shadowing: Learning by observing a colleague in their role. | Key Performance Indicators (KPIs): Metrics measuring organizational performance. |
| Knowledge Management: Systematic handling of intellectual assets within an organization. | Knowledge Transfer: Passing on knowledge from one employee to another. |
| Kickoff Meeting: Launching a project or initiative with stakeholders. | Layoff: Temporary or permanent termination of employees due to business reasons. |
| Leadership Development: Programs enhancing leadership skills among employees. | Learning Management System (LMS): Platform for managing training and development. |
| Labor Union: Organization representing workers for collective bargaining. | Leave of Absence: Approved time away from work, often unpaid. |
| Mentorship: Relationship where experienced employees guide less experienced ones. | Meritocracy: Advancement based on individual merit and performance. |
| Mission Statement: An organization’s core purpose and goals. | Mobility Allowance: Financial support for employees who relocate for work. |
| Maternity/Paternity Leave: Time off for new parents following the birth or adoption of a child. | Non-Compete Agreement: Contract prohibiting employees from working for competitors. |
| Needs Assessment: Evaluating the gap between current and desired employee skills. | Negotiation Skills: Abilities to reach agreements and resolve conflicts. |
| Nominal Group Technique: Decision-making method involving structured group discussion. | Networking: Building professional relationships for career development. |
| Onboarding: Integrating new employees into the organization and its culture. | Outplacement Services: Assistance provided to employees after a layoff. |
| Organizational Chart: Visual representation of an organization’s structure. | Occupational Health and Safety (OHS): Ensuring a safe work environment. |
| Open-Door Policy: Management approach encouraging employees to voice concerns directly. | Performance Appraisal: Evaluation of an employee’s job performance. |
| Policies and Procedures: Written guidelines governing behavior within an organization. | Payroll Processing: Administration of employee salaries and benefits. |
| Probationary Period: Initial period of employment for assessing a new hire. | Promotion: Advancement to a higher-level position within the organization. |
| Quality of Work Life (QWL): Overall well-being of employees in the workplace. | Qualitative Data: Non-numeric information used for analysis and decision-making. |
| Quantitative Data: Numerical information used for analysis and decision-making. | Quid Pro Quo: Something given or received in exchange for something else. |
| Quarterly Review: Assessment of performance and goals on a quarterly basis. | Recruitment: Attracting, sourcing, and hiring qualified candidates for job vacancies. |
| Retention: Strategies to keep employees engaged and prevent turnover. | Remote Work: Performing job duties from a location other than the office. |
| Redundancy: Elimination of job positions due to restructuring or downsizing. | Recognition Programs: Initiatives acknowledging and rewarding employee contributions. |
| Succession Planning: Identifying and developing internal talent for key roles. | SWOT Analysis: Evaluating an organization’s Strengths, Weaknesses, Opportunities, and Threats. |
| Salary Range: The span between the minimum and maximum salary for a particular job. | Sabbatical: Extended leave granted to employees for personal or professional development. |
| Skill Gap: Discrepancy between required and possessed skills in the workforce. | Talent Management: Attracting, developing, and retaining skilled employees. |
| Telecommuting: Working remotely using technology to stay connected. | Training Needs Analysis: Identifying skills gaps to determine training requirements. |
| Time and Attendance System: Tracking employees’ work hours and attendance. | Team Building: Activities to enhance collaboration and communication within teams. |
| Unionization: The process of employees forming or joining a labor union. | Unemployment Insurance: Financial support for individuals who lose their jobs. |
| Underemployment: Employees working below their skill or experience level. | Uniform Guidelines on Employee Selection Procedures: U.S. regulations for fair employment practices. |
| Upward Feedback: Employees providing feedback to their supervisors. | Virtual Teams: Teams collaborating remotely through technology. |
| Vision Statement: An organization’s long-term aspirations and goals. | Variable Pay: Compensation linked to individual or company performance. |
| Workplace Culture: Shared values, beliefs, and behaviors in an organization. | Voluntary Benefits: Additional perks offered to employees beyond mandatory benefits. |
| Whistleblowing: Reporting unethical or illegal behavior within an organization. | Wellness Program: Initiatives promoting employees’ health and well-being. |
| Work-Life Balance: Maintaining a balance between work and personal life. | Workforce Planning: Strategic management of an organization’s human resources. |
| Year-End Review: An annual assessment of an employee’s performance and accomplishments. | Yield Ratio: The ratio of applicants hired to the total number of applicants. |
| Zero-Based Budgeting: Budgeting method requiring justification for every expense from scratch. | Yellow Dog Contract: A contract prohibiting employees from joining a union. |
