Human Resources Glossary

The systematic process of tracking and managing employee leaves of absence, including sick leave, vacation, and other forms of time off.

Ensuring that all employees, regardless of physical or cognitive abilities, have equal access to workplace resources, information, and facilities.

A set of policies and practices aimed at promoting equal opportunities in employment, particularly for underrepresented or disadvantaged groups.

Discrimination or bias based on an individual's age, often directed towards older employees in the workplace.

Software tools used by HR departments to automate the recruitment process, including job posting, resume screening, and candidate tracking.

The natural reduction in the size of an organization's workforce due to resignations, retirements, or other voluntary departures.

A thorough investigation into an individual's criminal, financial, and personal history to assess their suitability for a particular job.

Paid or unpaid time off granted to employees to cope with the loss of a family member or close loved one.

A negotiation tactic where parties push a situation to the brink of disaster in an attempt to gain an advantage.

A dress code in the workplace that allows for more relaxed and comfortable clothing, but still maintains a professional appearance.

The process of planning and advancing one's career within an organization, typically involving training, education, and skill development.

A structured approach to career development that helps employees identify and navigate their potential career progression.

A specialized team or department within an organization that focuses on a specific area of expertise, such as HR, finance, or IT.

An executive responsible for promoting diversity and inclusion within an organization, often reporting directly to top leadership.

The highest-ranking HR executive in an organization, responsible for overseeing HR strategies and initiatives.

The negotiation process between employers and labor unions to determine the terms and conditions of employment.

Perks or incentives provided by employers to help employees with transportation costs, such as public transit or parking.

A legal document that employees may be required to sign, which obligates them to keep company information and trade secrets confidential.

The process of identifying, addressing, and resolving conflicts and disputes within the workplace.

A situation in which an employee's personal interests or activities may interfere with their professional obligations or duties.

The system of rules, practices, and processes by which a company is directed and controlled.

Employees with unique skills or expertise that are crucial to an organization's success.

A deliberate and systematic transformation of an organization's culture, often to align it with new goals, values, or strategies.

The process of discovering patterns, trends, and insights from large datasets to inform business decisions and strategies.

A portion of an employee's earnings set aside to be received at a future date, often used as a retirement benefit.

A retirement plan in which employees receive predetermined, fixed benefits based on factors like years of service and salary history.

A retirement plan where both the employer and employee make regular contributions, with the ultimate benefit depending on investment performance.

An educational method that allows students to learn remotely, often through online courses or virtual classrooms.

Organizational functions to ensure that the organization is comprised of diverse individuals, and to foster a work environment in which all employees feel respected, accepted, supported and valued.

The deliberate reduction of an organization's workforce to streamline operations, improve efficiency, or cut costs.

A benefit program that provides employees with counseling and support for personal and work-related challenges.

The sum of all interactions, relationships, and experiences an employee has with their employer, from recruitment to departure.

The management of relationships and interactions between employees and the organization, often focusing on conflict resolution and engagement.

A voluntary, employee-led group that promotes diversity, inclusion, and employee engagement within an organization.

Organizational policies and practices that are designed to encourage employees to remain employed by the company.

A system or portal that allows employees to manage their HR-related tasks and information, such as benefits and payroll.

The unique combination of benefits, rewards, and opportunities that an organization offers to attract and retain employees.

A psychological theory that explains how individuals perceive fairness in the workplace, particularly in terms of compensation and rewards.

A temporary, unpaid leave of absence for employees, often due to economic or organizational reasons.

The evolving landscape of work, influenced by technology, remote work, automation, and changing workforce demographics.

The use of game elements and principles in non-gaming contexts, such as employee training and engagement.

The disparity in earnings between male and female employees, often attributed to various factors, including discrimination.

A labor market characterized by short-term contracts or freelance work, where individuals work on a project basis rather than as traditional employees.

Individuals who engage in temporary,seasonal, or freelance work, often in the gig economy.

A lucrative financial package or benefits offered to top executives in the event of their termination, often in the context of a merger or acquisition.

A professional recruiter or agency hired to find and attract qualified candidates for specific job openings, often for executive or specialized roles.

A tax-advantaged account that allows individuals to save money for qualified medical expenses, often linked to high-deductible health insurance plans.

An employee identified as having exceptional potential for leadership and advancement within the organization.

The use of data analysis and metrics to make informed HR decisions and optimize workforce management.

The process of aligning HR initiatives and goals with the overall strategic objectives of the organization.

Software that streamlines HR processes, including payroll, benefits administration, and employee data management.

A holistic approach to managing and optimizing an organization's workforce, encompassing recruitment, development, and retention.

The practice of overseeing all aspects of an organization's workforce, including recruitment, training, and employee relations.

A work model that combines in-office and remote work, providing employees with flexibility and a mix of work environments.

A self-employed individual who provides services to a company under a contract, typically without the benefits and protections of an employee.

The refusal to comply with a supervisor's or employer's legitimate and reasonable directives.

A written document that outlines the responsibilities, qualifications, and expectations for a specific job role within an organization.

A learning and development method in which an employee observes and learns from a more experienced colleague.

A model used to improve self-awareness and interpersonal relationships by categorizing information about oneself into four quadrants.

The process of identifying, training, and nurturing individuals with leadership potential within an organization.

A management model that emphasizes setting specific, measurable goals and objectives for employees to improve performance.

A management structure where employees report to multiple managers or supervisors, often based on projects or functions.

A management style characterized by excessive control and involvement in employees' work, often to a counterproductive degree.

The practice of favoring or showing preference to family members or close friends in hiring or promotion decisions.

The practice of outsourcing business functions or operations to a foreign country, often to reduce costs.

The values, beliefs, and behaviors that shape the identity and working environment of an organization.

The delegation of specific business functions or processes to third-party service providers.

The process of calculating and disbursing employee wages and salaries, including tax withholdings and deductions.

Software designed to automate and manage payroll processes, ensuring accuracy and compliance.

The use of data and analytics to understand and optimize various aspects of the workforce, including recruitment, retention, and performance.

A structured evaluation of an employee's job performance to provide feedback and set development goals.

A formal plan to help underperforming employees improve their performance and meet expectations.

The idea that employees are promoted based on their performance in their current role, rather than their abilities in the new role, leading to incompetence in higher-level positions.

A workplace environment where employees feel comfortable sharing ideas, asking questions, and taking risks without fear of negative consequences.

A discreet or confidential hiring process where an organization fills job openings without widespread public announcements or external advertising.

The phenomenon where employees disengage from their jobs and leave an organization without explicitly resigning, often due to dissatisfaction or burnout.

A legal framework that allows employees to work in a unionized workplace without being required to join or financially support the union.

A leadership approach that adapts to the needs of different situations and individuals, emphasizing flexibility and context-aware leadership styles.

The number of subordinates or employees that a manager or supervisor is responsible for overseeing.

The process of identifying, recruiting, and hiring individuals to fill job roles within an organization.

A structured approach to identifying and developing potential leaders within an organization to ensure continuity and leadership growth.

The process of identifying, attracting, and hiring qualified candidates to meet an organization's talent needs.

The strategic process of attracting, developing, and retaining skilled employees to meet an organization's current and future needs.

Activities and strategies aimed at improving the cohesiveness, collaboration, and effectiveness of teams within an organization.

A management philosophy and approach that focuses on continuous improvement, customer satisfaction, and quality in all aspects of an organization.

The combination of compensation, benefits, and recognition programs offered to employees in exchange for their work and contributions.

Initiatives that provide employees with the knowledge, skills, and opportunities for professional growth and career advancement.

A skill or ability that can be applied to various job roles or industries, making an employee more adaptable and versatile.

A leadership style that inspires and motivates employees to achieve their full potential and exceed their own expectations.

The equilibrium between an employee's work responsibilities and personal life, with a focus on reducing stress and maintaining well-being.

A system that provides benefits and medical care to employees who are injured or become ill in the course of their work.

The use of data and analytics to gain insights into workforce trends, performance, and HR-related metrics.

The presence of a variety of backgrounds, demographics, and characteristics among an organization's employees.

Software solutions that assist in HR processes such as scheduling, time tracking, and workforce optimization.

Repeated, aggressive, and harmful behavior directed at an employee or group of employees within the workplace.

The unlawful dismissal of an employee, often in violation of employment laws or contracts.