Here is list of Human Resource terms or HR glossary. It is a one stop solution to learn HR terms as it includes all the essential and updated terms used by HRs for businesses. Myhrpolicy provides the best HR policies for SMEs and Startups. This comprehensive glossary of human resource (HR) terms defines words and phrases frequently used by HR professionals

HR Terms




When an employee does not report to the work for consecutive days without informing his managers or colleagues or employer about his status or reason of absence, this situation is known as Absconding in HR.

Absolute Ratings

In absolute rating method, rater assigns specific value on a fixed scale to the behavior or performance of an individual instead of assigning ratings based on comparison.

Absenteeism Policy

Absenteeism policy is related to employee attendance policy and procedure at work. Any workplace policy that outlines paid time off, vacation and holidays, sick leave and other leaves is considered as absenteeism policy. It also includes guidelines for procedures and disciplinary actions if an employee misses to come at work for many days beyond the allowed days. The best policy will encourage employees to reduce absent days because missed days cut down on employee productivity. Also, a good absenteeism policy is financially beneficial for organizations.   

Agile HR

It refers to the way of working and organizing HR functions which facilitates responsiveness and adaptiveness of structures, activities and flexibility in matching workforce demand and fluctuations. The focus is shifted from traditional control and alignment to a more agile focus on speed of responsiveness              and customers.

Applicant Tracking System (ATS)

It is a system or type of software which helps to streamline recruitment process from applications to hiring candidate.


It is a formal process and opportunity to analyze your performance at work, it offers you a chance to talk to your employer about your career plans. Appraisals are used to evaluate increase in pay and bonuses. A process in which employers access the employees’ performance and provide pay increase, incentives, bonuses etc.

Appraisal Letter

It is a written document provided by HR department to particular employees to praise them for their performance during the calendar year. Appraisal letters are given to the employees to encourage them for their work and motivate to perform even better.


It is a training program for individuals to become recognized in a specific function or department. The person who undergoes the apprenticeship is known as an apprentice.  This individual learns the necessary skills for a specific duration of time by carrying out common tasks. Training is administered by seasoned and authorized person.

Assessment Centers

Mainly used for management selection and development purposes. An assessment center has often defined as a variety of testing techniques designed to allow candidates to demonstrate under standardized conditions, the skills and abilities that are most essential foe success in a given job. The assessment center process generally consists of a number of performance related exercises that resemble actual work situations and activities to which a candidate should react.

Attendance Policy

Attendance policy is a set of rules related to the attendance of employees. The policy includes the time to report at work, allowed time of break, everyday working hour. It also specifies the rules related to how an employee is eligible for the leaves how he applies for the leaves.         


This term attrition refers to a gradual reduction in staff numbers. It describes voluntary and involuntary terminations, deaths and employee retirements that result in a reduction to the employer’s physical workforce.


Agility is defined as the ability to move quickly and easily. However, in the context of HR, it is the ability to adapt and evolve people and processes in pace to accelerating and unpredictable changes to support individual, strategic and organizational agility.


Background Check

It is a process by which a person or company verifies that a person is who they claim to be and provides an opportunity for someone to check person’s criminal record, employments history, education and other activities that happened in the past in order to confirm validity.

Background Verification

This process is carried out to verify information provided by the candidate while hiring. It involves various checks in which the employer will go through your education records, address checks, resume checks and identity checks. It is carried out once the candidates clear all the interview rounds.

Balanced Scorecard

The Balanced Scorecard, referred to as BSC, is a framework to implement and manage strategy. It helps to link a vision to strategic objectives, measures, targets and initiatives. It balances financial measures with performance measures and objectives related to all other parts of the organization. It is a tool for business performance management.

Basic Salary

It is an amount of money that employees receive before any deductions and extras to be added. Basic salary is fully taxable. It excludes bonus, overtime or any other compensation.

Behavioral Competency

Behavioral Competency is an evaluation of the character traits of an employee. These competencies can be fundamentally around people skills, managerial skills and achievement skills. Certain positions work better for certain behavioral competencies. It helps to identify if a candidate will be successful at the position he applied for.

Behaviorally Anchored Rating Scale

BARS is an appraisal system that requires raters list important dimensions of a particular job and collect information regarding the critical behaviors between successful and unsuccessful Performance. The critical behaviors are categorized and given a numerical value to be used as basis for rating.


It is a process of comparing similar characteristics between businesses, identifying most successful practices and integrating into company procedure. Benchmarking is a process of measuring the performance of an organization through a variety of metrics.


Bonus is a financial compensation beyond the normal payment expectations of its recipient. Sometimes, all employees in a company receive extra money at a certain time of the year.

Business Process Outsourcing

It is a method of subcontracting business-related operations to third-party vendors. Nowadays BPO applies to the outsourcing of services, as well. Companies only outsource non-core activities and do not part with their core competencies.



Career Break

A career break is a time off from employment, the reason can be anything personal, professional or family. Career breaks can be between one month to two years, sometime people take short breaks for a month or so to try out something new and if they enjoy them before committing a longer period of time.

Career Path

An individual works on the path toward their career goals, it comprises of jobs that he does during the career. Career path generally implies vertical growth to higher-level positions, but it can also include lateral movements within the industry.            

Change Management

Change management is a structured approach to transitioning individuals or organizations from the one state to the desired state. Companies think ahead to stay ahead in the market. Starting form introduction to implementation companies manage the consequences of major organizational change.     

Churn Rate

It is a rate at which customers stop doing business with any entity. It is also known as attrition or customer churn. It is calculated as percentage of subscribers who discontinue their subscriptions within a specified time period. It is also a rate at which employees leave jobs within specific period.


Customer Churn Rate: (Customers Lost/Customers Acquired) * 100 


Coaching is a process that aims to improve performance. It unlocks a person’s potential to maximize their own potential.  The coach advises the person on how to tackle and perform a particular task. Then provides constructive feedback and delegates further similar tasks for the individual to complete.

Compensation and Benefits

Compensation and benefits refer to the salary/compensation and monetary and non-monetary benefits offered to employees. Compensation and benefits are an important aspect to keep the workforce motivated. It gives benefit based on performance to bring best out of employees.  

Compensatory Off

When an employee works on a holiday or weekend or extra hours on employer’s request after that, he or she is entitled for leave on any working day, it is called compensatory off. This leave is provided as a reward to an employee for working overtime to fulfill organization’s need.   


Competency is the ability to do something efficiently or successfully. It is a set of characteristics and skills that improve performance of a job. Skills can be learned, while competencies are inherent. Basically, there are three categories of competencies: Behavioral, Technical and Leadership.

Competency-based Pay

Competency based pay is a pay structure which compensates employees based on the depth, breath and types of skills they obtain and experience rather than position or job title. It is known as Skill based pay.

Confidentiality Agreement

It is a legal document entered between two parties (can be employer and employee) that prevents the release of information, transaction details, branded or patented information. Many organizations have protected information which can be devastating for brand if leaked. Confidentiality agreement serves as a legal protection for them.

Confirmation Letter

Confirmation letter is a formal document that verifies employment. It is handed over to the employee confirming his employment in the organization. It should be congratulating, short and crisp.

Cover Letter

A cover letter is a one-page document which a person submits as a part of job application along with the CV. The purpose of cover letter is to introduce yourself and briefly share your professional background.

CTC (Cost to Company)

Cost to Company refers to the yearly expenditure a company does for an employee. Spend on each employee depends on their salary and variable. It calculates salary plus all benefits employee receives like house allowance, PF, Gratuity, medical insurance etc. Employees do not directly receive CTC amount in cash.


Cost per hire is the most used hiring and recruiting metric. It is cost linked to recruiting talent and total cost of bringing new employee to the company.

Cross-functional Team

A cross-functional team is a group of people with different skill set brought together to achieve shared goals. Group members belong to different functional areas of the company like marketing, sales, product etc.



Deferred Compensation

A compensation plan that allows employees to defer compensation earned in one year to a future tax year. These are the parts of compensation employees may choose to defer. It is not considered as taxable income until they receive it.


Delayering is a process which involves removing a layer of management within hierarchical structures. It helps to boost operational efficiency and remove red tape.

Disciplinary Procedure

A disciplinary action is standardized step-by-step procedure that an organization does in situation where an employee has to be warned, dismissed or reprimanded. Any organization must have standard and fair policy otherwise it can face discrimination or other legal charges.


In workplace, downshifting is an attempt to find a more appropriate work-life balance to improve personal relations and reduce stress. It is a social behavior where an individual reduces the responsibility and complexity in their lives.




E-recruitment or online recruitment, refers to the use of web-based technology for the various processes of attracting, assessing, selecting and onboarding job candidates. Through e-recruitment employers reach larger number of potential employees.

Employee Assessments

It is a performance appraisal or review test used to evaluate employee’s performance and productivity.  These tests assess, personality, aptitude and skills. Employee assessments are carried out to review compensation, performance and to promote or terminate etc. HR department conducts employee assessment to improve performance and monitor what the employee does and what they are expected to do.

Employee Benefit Administration

Employee benefits are also known as perks or fringe benefits. It is provided to employees over and above salary. These benefits may include profit sharing, retirement benefits, vacation, medical insurance. The purpose of employee benefits is to provide security to staff members and improve worker retention.

Employee Clearance/F&F

Employee clearance or Full and Final settlement happens when an employee resigns or retires from the job. Clearance or no due have to be obtained from different departments like finance, HR and Admin, it can be for EPF, Gratuity, loan etc. from the company’s side. Also, if employee is using company’s asset like laptop, mobile then it is required to give it back to the concerned authority.

Employee Database

It is a database which contains employee’s personal information and company information like pay scale, joining date, remarks etc. The database contains critical information and fields like name, age, salary, position etc. for an HR to refer.

Employee Empowerment

Organizations provide their employees a certain degree of autonomy and control in their day-to-day tasks. It can be having their views in process improvement, to create and manage new system etc. A key to this is to provide employees the means of making decisions. When this initiative deployed properly, this will result in higher productivity and better quality of employees.

Employee Engagement

Employee Engagement is a workplace method to improve employee’s feelings and emotional attachment to their work, colleagues and company. HR departments can use employee engagement tactics to boost well-being and productivity across all company levels.

Employee Lifecycle

Every employee goes through a series of stages from the day they apply for a job right through a day they leave. These stages sum up the employee lifecycle. Each stage has its challenges, it is important for HR to continuously improve their process for each stage to better the success of employees.

Employee Net Promoter Score

Employer Net Promoter Score is a scoring system designed to help employers measure employee satisfaction and loyalty within their organization. The employees are asked how likely they are to recommend the company as a place to work, an effective eNPS ensures employee anonymity. They are supposed to give rating on a scale 1 to 10.

1.      Promoter- An employee who scores 9 or 10

2.      Neutrals- An employee who scores 7 or 8

3.      Distractors- An employee who score anywhere from 0 to 6

Employee Onboarding

It is a process of onboarding new hires into an organization. It includes filling out forms, on the job training and culture training so that new hires can be effective and contributing team members. Effective onboarding can extend weeks or months beyond the first day.

Employee Orientation

It is process of introducing new hires to their jobs, co-workers, responsibilities and workplace. It helps employee to feel comfortable within new department, role and teams. Effective employee orientation answers query of new hires, it makes them aware of company policies and expectations.

Employee Referral Program

Employee referral program is a recruiting strategy in which employers encourage current employees through rewards to refer qualified candidates. This program is designed to give all employees an equal opportunity to approach their candidates. This is one of the important sources of recruitment.

Employee Relations

It refers to an organization’s efforts to create and maintain a positive relation with employees. By maintaining positive, constructive employee relations, organizations hope to keep employees loyal and more engaged in their work.

Employee Retention

Employee retention refers to organization’s ability to retain its employees. It includes various strategies and practices an organization does to prevent employee turnover. Employee retention takes into account various measures taken so that an individual stays in an organization for the maximum period of time.

Employee Satisfaction

Employee satisfaction means the extent to which an individual is happy for their job and role it plays in life. In the short term it is directly linked to attrition, while in long term if employee continue to work with a company even if he is not satisfied it will be more damaging.

Employee Turnover

Employee turnover is the term applied to cycle of hiring and firing that happens within an organization. While an organization usually measures the total number of employees who leave, turnover can also apply to subcategories within an organization like individual departments or demographic groups.

Employment History

It includes a record of all the previous jobs of an applicant. It includes information like the organization they worked for along with the details about that job, such as the length of employment and the job description.  

Employer Branding

Employer branding is a term referred to describe company’s reputation and popularity from a potential employer’s perspective and describes the values company gives to its employees. Employer branding is the process of which creates and maintains organization’s brand.

Employer Value Proposition

Employee Value Proposition (EVP) as a set of associations and offerings provided by an organization in return for the skills, capabilities and experiences an employee brings to the organization.

The EVP is an employee-centred approach that is aligned to existing, integrated workforce planning strategies because it has been informed by existing employees and the external target audience. An EVP must be unique, relevant and compelling if it is to act as a key driver of talent attraction, engagement and retention.

Enterprise Resource Planning (ERP)

Enterprise Resource Planning (ERP) is a powerful HR software that allows leaders to manage, manipulate and analyse key business information and metrics, from all business units including sales, marketing, manufacturing, finance, accounting, customer relationship management and PR, in one integrated package. A central, powerful database will often be used to store information.

Equity Theory

Equity theory is a theory of motivation that suggests that employee motivation at work is driven largely by their sense of fairness. In other words, an employee gets de-motivated by the job and his employer in case his inputs are more than the outputs.

Exit Interview

Exit interview is conducted with an employee when he leaves the organization. It is a kind of survey and the information from each survey is used to provide feedback on why employees are leaving, what they liked about their employment and what areas of the company need improvement. Exit interviews are most effective when the data is compiled and tracked over time.


An expatriate, or ex-pat are the employee who are sent to work abroad on a long-term job assignment such as employees who need set up a new office or senior managers who need to manage or set up a new branch. Expatriate employees generally receive additional benefits, such as cost of living and hardship allowances as well as housing or education and sometimes even paid education for their children.



Factor Comparison

Factor comparison is systematic and scientific method designed to carry out job evaluation which instead of ranking job as a whole, ranks according to a series of factors. The aim of factor comparison is to assign financial value to the relative parts of each job role.

Five Factor Model

Five Factor Model is a theory based upon the Big Five personality traits, identified as openness to new experiences, conscientiousness, extra version, agreeableness, and neuroticism. These traits represent stable individual differences (an individual may be high or low on a trait as compared to others) in the thoughts people have, the feelings they experience, and their behaviours. Each trait can be broken down into sub-traits, allowing minor variations in personalities to be standardized and tracked.

Floating Holidays

Floating holidays are paid vacation days those employees can schedule themselves. They are mostly used by employees who celebrate cultural or religious holidays not included in the set of ten federally recognized paid holidays. Floating holidays allow for flexibility, promote healthy work-life balance, and boost company morale

Forced Ranking

Forced ranking is a controversial workforce management tool that uses intense yearly evaluations to identify a company's best and worst performing employees, using person-to-person comparisons. In theory, each ranking will improve the quality of the workforce. In forced ranking process employees are divided into three groups: A, B or C.

Functional Job Analysis

Functional job analysis is a method of job analysis that was developed by the Employment and Training Administration of the United States Department of Labour. FJA breaks down job roles into seven areas: things, data, worker instructions, reasoning, people, maths and language. Analysis of worker actions within these areas plays a key part of the Functional Job Analysis process.

Better understanding of the employee and the role are positive benefits of FJA, but it can be harder to standardise the analysis across an organisation due to the emphasis on qualitative rather than quantitative



The meaning of gamification is the process of adding games or game like elements to something such as systems, processes or other employment related elements to encourage and engage employees.

Gender Divide

The gender divide, or gender gap, describes the disparity between different genders in society, and in turn the labour market and business world, including inequality of opportunity, pay, progression, and benefits. It is used in a range of fields including sociology, politics and economics. Within the HR function.

Generation X

A demographic cohort born after the post-war baby boomers – commentators tend to use beginning birth dates from the early 1960s to the early 1980s. Generation X is followed by Generation Y, who were born from around 1985 until the early 1990s

Generation Z

A demographic cohort containing individuals born between the early 2000s and the present day – they follow the Millennial Generation. Less attention has been focused on Generation Z than Generation Y, notably because they haven’t yet entered adulthood and the workforce, but they are often characterised as being highly computer – literate and natural internet users.

GIG Economy

A gig economy comprises of freelancers and independent contractors instead of full-time employees and permanent jobs. In gig market temporary and flexible jobs are common.

Golden Handcuffs

Golden handcuffs are a collection of financial incentives that are intended to encourage employees to remain with a company for a stipulated period of time. It includes financial and non-financial benefits.


Gratuity is given by the employer to his/her employee for the services rendered by him during the period of employment. It is usually paid at the time of retirement but can be paid earlier, provided certain conditions are met. A person is eligible to receive gratuity only if he has completed a minimum of five years of service with an organisation. However, it can be paid before the completion of five years in case of the death of an employee or if he has become disabled due to an accident or disease

Grey Collar

Grey collar refers to the balance of employed people not classified as white or blue collar. It is a worker in an occupation that incorporates some of the elements of both blue- and white-collar jobs. Few examples of grey collar jobs are health care, aged care, child care, food preparation and the catering industry and the like.

Green Collar

It denotes or relates to employment concerned with products and services designed to improve the quality of the environment. With concerns about the environment at an all-time high, green-collar jobs have become the hot new employment sector.


Grievance refers to the employee's dissatisfaction with company's work policy and conditions because of an alleged violation of law. They may or may not be justified and usually represent the gap between what the employee expects and gets from the company. Grievance has to be properly addressed because it lowers the motivation and performance of the employee and affects the work environment.

Gross misconduct

Gross misconduct refers to an employee's negative behavior or action so serious that it calls for the employee's summary dismissal without the usual contractual obligations of a notice period. Often mistaken, summary dismissal does not mean immediate dismissal. It requires employers to follow certain dismissal procedures even if the employee was caught in action. The best practice is the suspension of the employee so that investigation can take place.

Gross Salary

Gross salary is the amount of money paid to an employee before taxes and deductions are discounted. It is the gross monthly or annual sum earned by the employee. The gross salary doesn’t take into account deductions or taxes that are taken out after the payment is issued, because it is the pre-negotiated amount of money stipulated at the job contract. Later on, the gross salary will be reduced by these deductions, to comply with federal or state laws or also, to pay for any other financial commitments taken by the employee that are directly taken off its gross income.



Hawthorne Effect

The Hawthorne effect is a phenomenon observed as a result of an experiment conducted by Elton Mayo. In an experiment intended to measure how a work environment impacts worker productivity, Mayo’s researchers noted that workers productivity increased not from changes in environment, but when being watched. Applied to HR, the concept is that employee motivation can be influenced by how aware they are of being observed and judged on their work - a basis for regular evaluation and metrics to meet.

Hierarchy of Needs

A theory proposed by American psychologist Abraham Maslow that categorises human desires by the force and necessity of the desire. It is most frequently arranged as a pyramid, with the most important needs at the bottom.

HR Audit

A Human Resources Audit is a comprehensive method (or means) to review current human resources policies, procedures, documentation, and systems. This thorough review helps to identify needs for improvement and enhancement of the HR function. In addition, it helps to assess compliance with ever-changing rules and regulations. An Audit involves systematically reviewing all aspects of human resources, usually in a checklist. HR Audit is conducted to identify the lapses, shortcomings, gaps in the implementation of HR functions and suggesting the remedial actions.

HR Business Partner

HR Business Partner are HR professionals who work closely with an organisation’s senior leaders in order to develop an HR strategy that closely supports the overall aims of the organisation. The process of alignment is known as HR business partnering and may involve the HR business partner sitting on the board of directors or working closely with the board of directors and C-suite.

HR Consulting

Specialist advice and services provided by a third-party to help businesses maximise the efficiency of their HR operations and implement appropriate new policies and procedures in the best way possible. They are often valued by companies for their ability to bring an outsider’s objective view.

HR Generalist

A Human Resources (HR) Generalist is a professional who oversees the human resources responsibilities and activities of an organisation. They manage recruitment processes, employee relations, regulatory compliance, and training and development. 

HR Software

It is a software packages designed to automate many of the common HR tasks and free up resources to be spent elsewhere. Packages often involve a high degree of data processing which is time-consuming when performed manually. Increasingly incorporating analytics functionality that allows HR to more easily perform higher-level tasks such as sifting through applicants, conducting performance reviews and tracking training needs.

Human Capital Management

Human capital management (HCM) is the act of systematically recruiting, managing and developing a workforce. An HCM mindset views employees as company assets to be invested in so that their organizational value can be maximized. The important responsibility of HCM often falls on a company's human resources department, as they generally play a crucial role in who's hired, how efficiently talent is managed, and how seriously employee development is taken.

Human Resource Analytics

Human Resources Analytics (HR Analytics) is a field of analytics that refers to implementing an analytics process in an organisation's human resources department in the hope of improving employee performance and return on investment. HR Analytics does more than just collect data about employee efficiency. Instead, its purpose is to provide an understanding of each process by collecting data and making relevant decisions about how to use it to improve these processes.

Human Resource Information System (HRIS)

Human Resource Information System is a software that is used for carrying out HR processes such as data tracking, self-service for employees, analysing data for better understanding and training for employee improvement, and managing benefits and compensations.

Human Resource Management

Human resource management is the organizational function that manages all issues related to the people in an organization. That includes but is not limited to compensation, recruitment and hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, policy administration and training.

Human Resource Management System

Human Resource Management System (HRMS) refers to a suite of software that organizations use to manage internal HR functions. From employee data management to payroll, recruitment, benefits, training, talent management, employee engagement, and employee attendance, HRMS software helps HR professionals manage the modern workforce. Also called a Human Resource Information System (HRIS), HRMS systems put information about a company’s most valuable assets in front of the people who need them. Yesterday’s HR software and HRIS systems have become today’s Human Capital Management Cloud Service.

Human Resource Outsourcing

HR outsourcing is a contractual agreement between an employer and an external third-party provider whereby the employer transfers the management of, and responsibility for, certain HR functions to the external provider. 



Incentive Pay

Incentive pay is financial reward for performance rather than pay for the number of hours workedA cash bonus toward the end of the year for the holidays is a common form of this benefit, and some employees are capable of earning a commission by making sales, which would also fall under incentive pay. Employers can also reward workers for superior performance by offering casual incentives.


Induction means introduction of a new employee to the job and the organization. It is the process of receiving and welcoming an employee when he first joins a company and giving him the basic information he needs to settle down quickly and happily. Companies will typically have an induction programme in place and follow the same processes for all new hires, although the induction process may vary depending on the industry, the job role and the seniority of the new hire.

Informal Communication

Informal communication is casual communication between co-workers in the workplace. Some people refer to informal communication as the ‘grapevine.’ Informal communication can occur in the same setting as formal communication


The position of a student or trainee who works in an organization, sometimes without pay, in order to gain work experience or satisfy requirements for a qualification.  Internships are typically targeted towards students, who work between one-and-four months at their chosen company to gain practical on-the-job or research experience.



Job Analysis

Job analysis is the procedure through which you determine the duties and nature of the jobs and the kinds of people who should be hired for their goal. Job analysis also gives an overview of the physical, emotional & related human qualities required to execute the job successfully.

Job analysis is an important step in ensuring that the right candidate is selected. Job analysis helps the employer in recruitment and selection, performance management, choosing compensation and benefits, etc. It helps the employees to have a clear picture of what is actually required of them.

Job Board

It refers to an online service that employers use to advertise job. Job boards can list open positions with the relevant contact details or include a standardized application platform which allows candidates to apply directly. Recruitment companies use job boards to post open positions as part of their service to HR departments.

Job Classification

Job classification refers to a process of evaluation aimed at job comparison using standardized scale to differentiate between job groups on the basis of tasks, duties and responsibilities involved while performing the job.

Job Description

Job description refers to a written informative documentation that states the duties, tasks, responsibilities and qualifications of a job, based on the findings of a job analysis. Job description is used either in the recruitment process to inform the applicants of the job profile and requirements or in the performance management process to evaluate the employee’s performance.

Job Evaluation

Job evaluation is the rating of jobs in an organization. This is the process establishing the value or worth of jobs in a job hierarchy and compares the relative intrinsic value or worth of jobs within an organization.

Job Rotation

It is movement of employees in different job roles which enriches their skills, ability to work on different roles and experience. It is a useful HR strategy to create awareness among employees about all types of job performed in their vertical.

Johari Window

The Johari window is a technique designed to help people better understand their relationship with themselves and others. It represents a feedback model used in self-help groups and corporate environment to improve individual and team performance.

In the Johari window method, participants are given a list of 56 adjectives with the task to choose five or six they feel best describe their personality. Colleagues are asked to do the same for the participant.



Key Performance Indicator (KPIs)

Key Performance Indicator (KPI) is a measurable value that demonstrates how effectively a company is achieving key business objectives. KPIs provide targets for teams to shoot for, milestones to gauge progress, and insights that help people across the organization make better decisions. From finance and HR to marketing and sales, key performance indicators help every area of the business move forward at the strategic level.

Key Result Areas (KRAs)

Key result areas (KRAs) broadly define the job profile for the employee and enable them to have better clarity of their role. KRAs should be well-defined and easy to measure. It also helps employees to align their role with that of the organisation.

Knowledge Management

Knowledge Management (KM) is the process of generating, accumulating, sharing and using knowledge for improving organisational performance. It is creation of new skills, capabilities, competencies and sharing the use of this knowledge by organisational members. In other words, it is a process of creating an interactive learning environment where people transfer and share what they know, internalize it and apply it to create new knowledge.


Knowledge, skills and abilities, often used in the context of the KSAs candidates need to perform a job role. KSAs are often outlined in the job description in both the personal qualities required and the professional qualities required. Many job applications will ask candidates to show, in a few hundred words, how their knowledge, skills and abilities relate to the requirements of the job.



Labor Union

A labour union is an organization formed by workers in a particular trade, industry, or company for the purpose of improving pay, benefits, and working conditions. Officially known as a “labor organization,” and also called a “trade union” or a “workers union,” a labor union selects representatives to negotiate with employers in a process known as collective bargaining.

Lateral Recruitment

Lateral recruitment is the process of hiring a "skilled and Professional candidate" for the job that needs to be filled. it is also termed as a specialized hiring and the experts are generally from another organization which is well-known as the leader in the field whom it would be to your lead to employ your organisation.


A layoff describes the act of an employer suspending or terminating a worker, either temporarily or permanently, for reasons other than an employee's actual performance.

Learning and Development

Leadership development refers to activities that improve the skills, abilities and confidence of leaders. Programmes vary massively in complexity, cost and style of teaching. Coaching and mentoring are two forms of development often used to guide and develop leaders.

Learning Management System

Learning management system is a platform for businesses and organizations designed to train and educate employees. Components typically include content delivery and other tools needed to administer, measure, track, and report / analyze the effectiveness of a company’s training initiatives. Modern learning management systems (LMS) are often cloud-based solutions, allowing access to training and other LMS content & features online using a standard web browser.



Management by Objective

Management by objectives is a results-driven process that aims to define objectives within an organisation so that behaviours can be aligned with the achievement of these objectives. The theory underlying MBO is that people are more motivated and productive when they clearly understand their roles and responsibilities.

Management Styles

Management styles are the principles that underlie the methods, abilities and techniques managers use in handling situations and expressing leadership within an organisation. Generally speaking, managerial styles are polarised between autocratic and permissive, although each style has its own subtleties.

Autocratic managers make decisions without input from other stakeholders and their interactions with others are based on communicating these decisions – directive autocrats also supervise subordinates closely, while permissive autocrats give employees some degree of freedom in how they work towards a goal.

Management Training

Management training is training activity that focuses on improving an individual's skills as a leader and manager. There may be an emphasis on soft skills, such as communication and empathy, which enable better team work and more progressive relationships with the people they manage.

Matrix Organization

Matrix organization, a system characterized by a form of management with multiple chains of command. Unlike a traditional hierarchy in which each worker has one supervisor, a matrix system requires employees to report to two or more managers, each responsible for a different aspect of the organization’s overall product or service.

Mean Wage

The mean wage is the average wage that employees receive for the same work performed during a given period of time. Adding all the wages of employees in a specific job or industry and dividing that total by the number of employees gives us the Mean wage. This figure is often used as a benchmark for determining salaries to offer new hires or for estimating costs for new business processes. This figure is often used as a benchmark for determining salaries to offer new hires or for estimating costs for new business processes.


Mentoring is a relationship between two people with the goal of professional and personal development. The "mentor" is usually an experienced individual who shares knowledge, experience, and advice with a less experienced person, or "mentee."

Merit Pay

Merit pay is a system, where one is paid on the basis of the achievement of targets by an individual. These are done on a metric basis where the individuals are evaluated on the targets and levels achieved in the metric and are paid or compensated accordingly.


Micromanagement is a management style whereby a manager closely observes and/or controls and/or reminds the work of their subordinates or employees. Micromanagement is generally considered to have a negative connotation, mainly because it shows a lack of freedom in the workplace.


Millennials, also known as generation Y, is a term used to describe individuals born between circa 1985 and 1995. Millennials are the first generation in recorded history which is projected to be worse off than those which came before. Characteristics of this generation include stronger sense of community, bigger tolerance as well as a bigger sense of entitlement. They are often called liberal and tolerant, sceptical about authority and prone to question social and cultural issues. Very technology advanced.



Favouritism to relatives due to the blood relationship rather than making decisions based on standard metrics such as performance, personality, achievements and results. A related term is cronyism, which is favouritism to friends and other non-relatives based on the relationship rather than merit.

Net Salary

Net salary is the “take home” salary of an employee after all the mandatory deductions such as taxes that are made from the total gross salary. It is the actual amount credited to bank account of employees.

Net Salary = Basic + Additions (Bonuses, Allowances) – Deductions

Non-disclosure Agreement

Nondisclosure agreement, also known as confidentiality agreement, refers to a legal contract between multiple parties restricting them to share information about the business of the other party. Mostly used in restricting employees from disclosing confidential or proprietary information of the company.


Occupational Stress

A term commonly used in the professional business industry, occupational stress refers to the ongoing or progressing stress an employee experiences due to the responsibilities, conditions, environment or other pressures of the workplace. There are several types of occupational stress, depending on the individual employee, their job role, the company culture and more.

Offer Letter

An offer letter is a document which is given to a candidate after he has been selected for the position. The letter clearly, mentions the salary package, designation, department and other benefits that he will be entitled to, if he joins the company. Other than this, a statement of at-will employment, list of contingencies, and a confidentiality agreement. A signed offer letter doesn’t mean that you are legally bound to join the company after that. However, that may be possible in very rare circumstances.


The practice of basing a business or part of a business in a different country, usually because this involves paying less tax or other costs. A range of processes are commonly offshored, including manufacturing, IT, customer service and research & development.

Objective and Key Results

The Objective and Key Results methodology is a goal setting framework that helps teams and organisations achieve their goals through identifiable and measurable outcomes. Through design, the OKR framework works to create a specific standard in teams that the whole organisation can adopt. Key results are the metrics that is used to measure the results you accomplished. By defining key outcomes using a metrics that include numbers makes it easy for the organisation to communicate the team their progress towards achieving the goals in a meaningful way. OKR framework was created by Andy Grove who is also known as the “Father of OKRs”.


Onboarding is a human resources industry term referring to the process of introducing a newly hired employee into an organization. Also known as organizational socialization, onboarding is an important part of helping employees understand their new position and job requirements.

Organizational Change

Organisational change refers to the alteration of structural relationships and roles of people in the organization. It is largely structural in nature. An enterprise can be changed in several ways. Its technology can be changed, its structure, its people and other elements can be changed. Organisational change calls for a change in the individual behaviour of the employees.

Organizational Culture

Organizational culture, also known as corporate culture, refers to the values, attitudes, beliefs and behaviours that characterize and contribute to organization's unique social and emotional work environment. Organizational culture is unique for every organization and one of the hardest things to change and consists of written and unwritten rules that have been developed over time.

Organizational Development

Organizational development is a critical and science-based process that helps organizations build their capacity to change and achieve greater effectiveness by developing, improving, and reinforcing strategies, structures, and processes.


Orientation is the process of bringing employees up to speed on organisational policies, job roles and responsibilities and other organisational attributes and concepts that will help them transition efficiently into the position. In larger companies, and for roles with greater responsibilities, the orientation process may include time spent in several departments as well as specialist learning programs.


Outsourcing is the business practice of hiring a party outside a company to perform services and create goods that traditionally were performed in house by the company's own employees and staff. Outsourcing is a practice usually undertaken by companies as a cost-cutting measure. As such, it can affect a wide range of jobs, ranging from customer support to manufacturing to the back office.




Payroll is the compensation a business must pay to its employees for a set period or on a given date. It is usually managed by the accounting or human resources department of a company. Small-business payrolls may be handled directly by the owner or an associate.

Payroll can also refer to the list of employees of a business and the amount of compensation due to each of them. It is a major expense for most businesses and is almost always deductible. It means that the expense may be deducted from gross income lowering the taxable income of the company.

Payroll Software

Payroll software is an on-premises or cloud-based solution that manages, maintains and automates payments to employees. Robust, integrated and properly configured payroll software can help organizations of all sizes maintain compliance with tax laws and other financial regulations and reduce costs. This frees human resources (HR) teams from routine tasks so that they can spend more time on planning, budgeting, and other business-forward initiatives.

People Analytics

People analytics is the use of employee and candidate's data to understand their impact on business goals and assess the effectiveness of hiring and HR initiatives. People Analytics applies math, statistics, and modelling to candidate and employee data, or big data, to identify and predict patterns in all aspects of hiring and management and promotes positive employee experience. People analytics can be used in measuring employee retention rate, compare compensation, performance and attributes of the employees within the same team and gives a competitive advantage to top performing candidates and help in improving the hiring process by identifying the top performing candidates and understanding optimise spend on hiring.

People Operations

People Operations, also known as People Ops, is the management of labour within an organization. It is a business function that falls under the HR umbrella focusing on employee development, engagement, and retention. People operations views employees as talents that deserve transparency and voice in the organisation.

Performance Appraisal

Performance appraisal refers to periodic review and evaluation of an employee’s job performance (skills, achievements etc) and contribution to the company. They can be conducted whenever but tend to be annual, semi-annual or quarterly. Performance appraisals are a way for companies to determine which employees have contributed the most to the company so they can reward them accordingly.

Performance Improvement

Performance improvement is measuring the output of a particular business process or procedure, then modifying the process or procedure to increase the output, increase efficiency, or increase the effectiveness of the process or procedure.

Performance Improvement Plan

A performance improvement plan (PIP), also known as a performance action plan, is a tool to give an employee with performance deficiencies the opportunity to succeed. It may be used to address failures to meet specific job goals or to ameliorate behavior-related concerns. Outcomes may vary, including improvement in overall performance; the recognition of a skills or training gap; or possible employment actions such as a transfer, demotion or termination.

Performance Management

Performance management is a corporate management tool that helps managers monitor and evaluate employees' work. Performance management's goal is to create an environment where people can perform to the best of their abilities and produce the highest-quality work most efficiently and effectively.

Performance Management Cycle

Performance management cycle is a process in which employees are evaluated throughout the year. All employees go through this cycle, starting with goal-setting at the beginning of the year, followed by the monitoring of their progress, helping them develop to do better, and ending with a formal evaluation afterward.

Performance Planning

Performance planning refers to a company's formal process of identifying and planning either an individual's or organization's goals and the best way to reach them. As the first stage of performance management, performance planning involves the setting of goals and targets that will ultimately be used to judge if an organisation has improved its performance over a period of time.

Probationary Arrangements

Probationary arrangement refers to an agreement between employers and usually new employees in which the employees agree to work for a set amount of time on a trial or probationary period.

Initial probationary periods are between three and six months or a year. Once the probationary period is over, if both parties are happy with the employment arrangements, the employee is typically removed from probation.

Probationary Period

Probationary periods are defined periods of time wherein employees are exempt from certain contractual terms, most importantly the notice period required for termination. The probationary period allows both employee and employer to see if they are a ‘good fit’ and to make things easier if they need to terminate the contract. The duration of a probation period varies across businesses and industries. However, generally they last somewhere between 3 months to a year.

Psychometric Test

Psychometric test is a scientific method which organizations employ to analyze the behavior aspect of people. They gauge if a particular person is suited for a job opening based on two core principles, i.e., personality and ability. They are created to map an individual’s skills, personality traits, and attitude required to perform successfully on-the-job. The tests analyze the role fitment of a job prospect. Psychometric profiling assessments measure specific behavioral traits that often get missed out during personal interviews. Thus, psychometric tests provide a more holistic view of a prospect’s personality. Psychometric evaluation is used in recruitment and learning and development (L&D) to improve the quality of hires and make development programs useful and engaging. They assist employers in making the right people decisions.



Quality Management

Quality management is the act of overseeing all activities and tasks that must be accomplished to maintain a desired level of excellence. This includes the determination of a quality policy, creating and implementing quality planning and assurance and quality control and quality improvement. It is also referred 

to as total quality management (TQM).

Queen Bee Syndrome

Queen Bee Syndrome is defined as a situation where high ranking women in positions of authority treat the women who work below them more critically than their male counterparts. The researchers argued, largely because the patriarchal culture of work encouraged the few women who rose to the top to become obsessed with maintaining their authority.




Recruitment is the process of actively seeking out, finding and hiring candidates for a specific position or job. The recruitment definition includes the entire hiring process, from inception to the individual recruit’s integration into the company.

Recruitment Software

It is software tools used by recruiters, talent acquisition professionals, and hiring managers to streamline or automate some part of the recruitment workflow including functions such as sourcing, selecting, screening, and interviewing candidates.


Redundancy is when an employee is asked to leave or laid off if there is no work. Redundancy is one of the reasons for the dismissal of a person's employment under fixed-term contract. When a work does not exist anymore or has got diminished, the employee may be removed of his employment which is under a fixed-contract, called as Redundancy. The non-existence may be attributed to lack of projects or funds for research have stopped flowing into the system etc.

Relieving Letter

Relieving Letter is a formal letter that is issued to an employee at the time of leaving an organization. It is a formal way of communicating to the employee that the resignation has been accepted. A relieving letter is required at the time of joining a new company. It should clearly mention the on board time and that the employee has no dues with the organization.


Remuneration is the payment or compensation received for services or employment. This includes a base salary and any bonuses or other economic benefits that an employee or executive receives during employment. In addition to the regular pay-in hourly wages or annual salary it consists of commissions, bonuses (including those paid in stock), and overtime, holiday, vacation, and sick pay.

Request for Proposal

RFP, is a document that companies use to gather information about services from a potential supplier or vendor.

The RFP will provide detail information about the goals and nature of the project that the company needs completed. In addition, it will detail the number of pages and illustrations that the proposal should contain, what laws the project is subject to, and what qualifications the contractors should have. The company may request the proposal to contain other information as well, depending on the project.

Restricted Holidays

The Restricted holiday is also called an Optional holiday in the Indian leave management policy. It is the type of holiday that is optional for an employee and depends on him whether he/she wants to avail the same. They are allowed to select a particular number of restricted holidays in a financial year that is defined as the maximum limit of restricted holidays. For example, Rakshabandhan is a festival that is celebrated among Hindus, in this case, it is categorized as an optional or restricted holiday, it depends on employees whether to take the leave or not. This type of holiday is to promote the cultural pluralism of the country.

Retention Strategy

Retention strategies are policies and plans that organizations follow to reduce employee turnover and attrition and ensure employees are engaged and productive in long-term. The key challenge for businesses is ensuring that the retention strategy aligns with business goals to ensure maximum return on investment.

Reverse Mentoring

In reverse mentoring, a junior team member enters into a "professional friendship" with someone more senior and they exchange skills, knowledge and understanding. For example, younger employees with a deep understanding of social media may mentor older employees on the use of such technologies.

Rewards and Recognition

Rewards and Recognition is a system where people are acknowledged for their performance in intrinsic or extrinsic ways. Recognition & Reward is present in a work environment where there is appropriate acknowledgement and appreciation of employees’ efforts in a fair and timely manner. This includes appropriate and regular financial compensation, as well as employee or team celebrations, recognition of years served, and/or milestones reached.

Right to Manage

A ‘right to manage’ is a mandate of managers or leaders to govern a company in the way they see fit without influence from external parties. In most situations managers will be influenced by external stakeholders, such as shareholders or pressure groups.

Risk Management

Risk management is a process whereby organisations identify and analyse potential business risk and put in place policies to reduce or mitigate their exposure to these hazards. HR risk management focuses on the specific risks employees pose to the business. This could involve risks around improper employee management, employee behavior, or the way you hire and lose employees.  

Roster Management

Roster or Shift Management refers to managing employees in an organization who have different working hours based on the shift they are in. Roster management is usually done in organisations where there are morning, afternoon and evening shifts. It is done to ensure that each shift has adequate number of employees so that the productivity doesn’t get hampered.

Rotational Training

Rotational training refers to a training and development type of strategy where employees are rotated between departments, jobs and company functions in order to enhance employee's experience, skills and knowledge.

Rotational training aims to diversify an individual’s understanding, knowledge and skills by rotating them between departments, units or divisions. Rotational training can help break down internal silos by connecting individuals from different teams and establishing relationships that may yield opportunities in the future.




Sabbatical Leave

Sabbatical leave is a period in which a person does not report to their job but is still employed by their company. Sabbatical leave is usually taken by employees who want to pursue personal interests, such as studying, traveling, writing, and volunteering. Sabbaticals can be paid or unpaid but are essentially just extended periods of leave. Companies started having this policy so that employees can rejuvenate themselves.

Sensitivity Training

Sensitivity training refers to one of the organizational development techniques which through counselling methods works on increasing employee well-being, self-awareness of an individual's own prejudices and sensitivity to others. Members of different gender, culture and abilities are brought together in a free and open environment, in which participants discuss different issues in an interactive way.

Situational Leadership

A management theory stating that effective leadership varies, but is task-relevant, and the most successful leaders are those that adapt their leadership style to the maturity of their audience.

Skill Gap

Skills gap refers to the difference between the skills required for a job and the skills employee actually possesses. Because of skills gap employee might not be able to perform the complete job.

Social Collaboration

Social Collaboration is the aggregation of processes – typically web-enabled – that are used by businesses and organizations to increase efficiency by facilitating group interaction and information sharing among members of a work team. Social collaboration is the joined-up efforts of multiple stakeholders in pursuit of a common goal.

Social HR

Social HR refers to the use of social media tools/platforms (Facebook, LinkedIn, Twitter, etc.) to conduct and fulfill human resource activities (recruiting, employment branding, employee engagement) with the aim of aligning HR goals to the company’s business goals.

Social Networking

The building of online communities of people who have common interests. LinkedIn, Facebook and Twitter facilitate these interconnected systems. HR departments have begun to incorporate social networking into the recruiting process as a means to attract and evaluate candidates.

Social Recruitment

Social recruiting (social hiring or social media recruitment) is recruiting candidates by using social platforms as talent databases or for advertising. Social recruiting uses social media profiles, blogs, and other Internet sites to find information on candidates.

Software as a Service (SaaS)

Software as a service (or SaaS) is a way of delivering applications over the Internet—as a service. Instead of installing and maintaining software, you simply access it via the Internet, freeing yourself from complex software and hardware management. SaaS is closely related to the application service provider (ASP) and on demand computing software delivery models.


Staffing refers to the continuous process of finding, selecting evaluating and developing a working relationship with current or future employees. The main goal of staffing is to fill the various roles within the company with suitable candidates. Staffing can be done within the company or by contractors at various levels of the staffing process.

Strategic HRM

Strategic human resource management is a proactive process of managing employees in an organization, that includes standard human resource components such as attracting, developing, rewarding, and retaining employees and brings them one step further by taking in consideration the goals and needs of other departments within the organization, and the organization itself.

It's important to analyze organization-wide goals and needs, including all departments, and create a strategy for managing employees that is aligned with the overall vision, mission and values of the particular organization. The end-goal of the strategic human resource management is ensuring a higher chance of organizational success.

Strategic Planning

A coherent planning strategy whereby businesses define their values, objectives and needs and then allocate resources and organised processes to help the business achieve these values and objectives. Strategic planning is a major part of formulating three-year, five-year and 10-year plans. A variety of techniques exist to help businesses plan strategically, including SWOT (Strengths, Weaknesses, Opportunities, Threats) in their Succession Planning definition.

Succession Planning

Succession planning is a strategy for passing on leadership roles—often the ownership of a company—to an employee or group of employees. Also known as "replacement planning," it ensures that businesses continue to run smoothly after a company's most important people move on to new opportunities, retire, or pass away.

Summary Dismissal

Summary dismissal is the immediate termination of an employment contract due to an employee’s behaviour. Employers tend to categorize negative behaviour into misconduct and gross misconduct – gross misconduct typically forms the basis for summary dismissal, and can include things like turning up to work under the influence of drugs, violence against a colleague or client, hijacking client relationships or stealing sensitive corporate materials.


Suspension is when an employee is sent home from work, usually while receiving full pay. Employers are entitled to suspend an employee pending an investigation of gross misconduct or other serious disciplinary matter. The right to suspend will usually be set out in employees' contract of employment or the staff handbook (if any). Whilst a suspension is not a disciplinary action by itself, it often leads to disciplinary proceedings.

System Changeover

System changeover is concerned with the smooth shift from one way of doing things to another and the mitigation of disruption to business activities during the changeover. There are three main methods used: phased implementation, direct changeover and parallel running.

Phased implementation: A staged method whereby one part of the overall system that needs changing is changed. If any problems arise, they are limited in scope and therefore non-critical. Once the system has been successfully changed in one area, the other areas can follow suit, with any lessons learned during the initial changeover used to ensure the success of the changeover as a whole.

Parallel running: Both the old and the new systems run side-by-side, using live data, so that project managers can compare the efficiency and reliability of the new system. Once they’re satisfied, the old system is taken offline and the new system becomes fully active and utilised across the organisation.

Direct changeover: There’s a single, fixed point where one system stops being used and the new one becomes live. This is the cheapest, quickest and easiest form of system changeover but is also the riskiest – if the system is broken or inefficient, the whole organisation suffers.

Systemic Discrimination

Systematic discrimination, also called institutionalized discrimination, refers to a method of discrimination which occurs regularly in the workplace as an inherent part of the company through interactions and processes creating a disadvantage for people with common set characteristics such as race, gender and disability over a long period of time. Systematic discrimination is not apparent at first sight but is actually systematic in its application of policies and practices.



Talent Acquisition

Talent Acquisition refers to the process of identifying and acquiring skilled workers to meet your organizational needs. The talent acquisition team is responsible for identifying, acquiring, assessing, and hiring candidates to fill open positions within a company. Employer branding, future resource planning, diversifying a company’s labor force, and developing a robust candidate pipeline are the cornerstones of talent acquisition.

Talent Management

Talent management is the attraction, selection, and retention of employees, which involves a combination of HR processes across the employee life cycle. It encompasses workforce planning, employee engagement, learning and development, performance management, recruiting, onboarding, succession and retention.

Talent Management Software

It refers to an integrated tool that focuses on different components of managing human resource management. It includes features designed to help all employees reach their full potential, and to keep company leadership well-informed of their performance. Going far beyond traditional, annual reviews, effective talent management software provides solutions that support employee talent’s, day-to-day work, as well as overall career development.

Tangible Rewards

Tangible rewards refer to material rewards which can be financial in the form of cash or in a form of gifts which can be converted into cash. In a business, company or corporation this is typically a salary, bonus, fringe benefits, pay raise, gym or club membership.


Tax are involuntary fees levied on individuals or corporations and enforced by a government entity - whether local, regional or national - in order to finance government activities. In economics, taxes fall on whoever pays the burden of the tax, whether this is the entity being taxed, such as a business, or the end consumers of the business's goods.

Taxable Income

Taxable income refers to the base upon which an income tax system imposes tax. In other words, the income over which the government-imposed tax. Generally, it includes some or all items of income and is reduced by expenses and other deductions. The amounts included as income, expenses, and other deductions vary by country or system

Team Building

Team building is a management technique used for improving the efficiency and performance of the workgroups through various activities. It involves a lot of skills, analysis and observation for forming a strong and capable team. A motivating factor is a must. Team Building activities consist of various tasks undertaken to groom a team member, motivate him and make him perform his best.

Total Compensation

The term total compensation is used to describe all forms of monetary payments to an employee. For existing employees, this can include both base pay as well as incentives. For newly-hired employees, the total compensation in the year hired may also include a sign-on bonus.

Total Quality Management

Total quality management is a management approach founded on a set of beliefs that aim at continuous improvement of product and process integrity. TQM is underlined by the belief that quality is the responsibility of all parties involved in the production process, and so ensuring consistency and quality requires input and buy-in from everyone. Practices and systems include cross-functional product design, process management, supplier quality management, customer involvement, information and feedback, committed leadership, strategic planning, cross-functional training, and employee involvement.

Total Remuneration

Total remuneration refers to a total sum of an employee’s annual compensation package, including both basic pay aka salary and financial (pension plans, bonuses, incentive) and non-financial benefits (gym membership, access to counselling services).

Training and Development

Training and development refers to educational activities within a company created to enhance the knowledge and skills of employees while providing information and instruction on how to better perform specific tasks.

Training is a short-term reactive process meant for operatives and process while development is designed continuous pro-active process meant for executives. In training employees' aim is to develop additional skills and in development, it is to develop a total personality.

In training, the initiative is taken by the management with the objective of meeting the present need fan employee. In development, initiative is taken by the individual with the objective to meet the future need of an employee.

Training Needs Analysis

Training needs analysis is a process that a business goes through in order to determine all the training that needs to be completed in a certain period to allow their team to complete their job as effectively as possible, as well as progress and grow.

Transformational Leadership

Transformational leadership is a leadership style in which leaders encourage, inspire and motivate employees to innovate and create change that will help grow and shape the future success of the company. This is accomplished by setting an example at the executive level through a strong sense of corporate culture, employee ownership and independence in the workplace.


Turnover, commonly known as revenue, is the amount of money taken in by a company in a particular time period from its standard business activities. Monies taken in from other, non-core activities (e.g. land rental) is often recorded as non-operating revenue. In non-profit organisations and charities, turnover is often called gross receipts.



Unconscious Bias

Unconscious biases are social stereotypes about certain groups of people that individuals form outside their own conscious awareness. Everyone holds unconscious beliefs about various social and identity groups, and these biases stem from one’s tendency to organize social worlds by categorizing.

Unconscious Bias influences our background, experiences and environmental conditions can all play a part in shaping our choices, whether we realise it or not. For the most part, this is not a major issue. But we display unconscious bias when we favor or discriminate against people because of these influences without even realising it.



Variable Pay

Variable pay is the portion of compensation determined by employee performance. When employee hit their goals, variable pay is provided as an incentive, commission or bonus. Variable compensation can be communicated in advance as an incentive, or presented as a reinforcement or bonus after the fact. Most employers compensate employees with variable pay in the form of cash, stock, or paid time off from work.

Virtual HR

Virtual HR refers to the process of providing a range of options through the use of various types of technology to employees in order to connect them with HR services. It is managed through self-service platforms where employees can put data directly into them and skip the process of going to a third party for that action. Virtual HR is practiced due to its cost reduction impact, to gain competitive advantage and to share risks with an outsourced organization. Virtual HR functions include virtual recruiting, training and on-boarding.

Voluntary Benefits

Voluntary benefits are employee benefits paid for by the employee rather than the employer, although the employer will pay for the administration of the scheme. The money is often deducted from the employee’s salary for the sake of simplicity, although it isn’t always. Voluntary benefits are often provided by a third-party benefits provider. Voluntary benefits allow employers to provide a greater package of options to employees but without the cost associated with providing paid-for benefits.


Wage Drift

Wage drift refers to a difference between the salary negotiated by a company and the one that is actually paid to an employee by the end of the work period, be it monthly or weekly. Wage drift usually occurs when a company has the un-predicted demand and needs its workers to put in extra work hours. The workers, naturally, receive overtime compensation for this and accumulate a difference over their based negotiated salary over a period of time. This phenomenon mostly occurs in areas or industries where demand is highly unpredictable on a short-term basis, like tourism or high-growth economies.

Wellness Programs

Employee wellness programs are programs undertaken by an employer in order to improve employee health and also to help individual employees overcome particular health-related problems. The employer can offer compulsory employee training, staff seminars, or even work with a third-party provider offering a variety of wellness programs. A wellness program is a comprehensive health initiative designed to maintain or improve well-being through proper diet, exercise, stress management, and illness prevention. Wellness programs can include smoking cessation, weight loss education, fitness challenges, therapy, and many other plans designed to increase the overall health of an individual.

Work-Life Balance

Work life balance is a method which helps employees of an organization to balance their personal and professional lives. Work life balance encourages employees to divide their time on the basis on priorities and maintain a balance by devoting time to family, health, vacations along with making a career, business travel etc.

Work life balance is a method which helps employees of an organization to balance their personal and professional lives. Work life balance encourages employees to divide their time on the basis on priorities and maintain a balance by devoting time to family, health, vacations etc. along with making a career, business travel etc.

Workforce Management

Workforce management (WFM) is the process of strategically optimizing the productivity of employees to ensure that all resources are in the right place at the right time. Typically, a workforce management strategy includes scheduling, forecasting, skills management, timekeeping and attendance, intraday management, and employee empowerment. Complexity increases with the need to ensure that customer service supports omnichannel customer engagement.

Workforce Planning

Workforce Planning is the process of analyzing, forecasting, and planning workforce supply and demand, assessing gaps, and determining target talent management interventions to ensure that an organization has the right people - with the right skills in the right places at the right time - to fulfill its mandate and strategic objectives.

Workplace Bullying

Workplace bullying is a persistent pattern of mistreatment from others in the workplace that causes either physical or emotional harm. Bullying at work involves an abuse of power. Intimidating, humiliating, and degrading an employee are behaviors of bullying. It creates a feeling of helplessness in the bullying target.

Wrongful Termination

Wrongful Termination also known as wrongful dismissal or wrongful discharge, is a situation in which an employee's contract of employment has been terminated by the employer, where the termination breaches one or more terms of the contract of employment, or a statute provision or rule in employment law. Laws governing wrongful dismissal vary according to the terms of the employment contract, as well as under the laws and public policies of the jurisdiction.