HR Glossary

A performance evaluation method where feedback comes from all around an employee (supervisors, peers, subordinates, and self-assessment)

The practice of regularly staying away from work without good reason

The process of recording a new employee’s entry into an organization

Being responsible for decisions, actions, and their consequences

Pay structure based on accomplishments and outcomes rather than time spent

Fully concentrating, understanding, responding, and remembering what is being said in conversations

The ability to adjust to new conditions or requirements in the workplace

An employee’s capacity to adjust their behavior to meet the demands of a new situation or environment

Policies that aim to increase representation of underrepresented groups in areas of employment, education, and business

Applying agile methodology principles to human resources practices

Use of algorithms and data to make or inform management decisions about workers, including scheduling, performance evaluation, and task assignment.

Integration of smart technologies into the workplace environment that operate in the background, responding to employee needs without direct interaction.

Software that manages the recruiting and hiring process

Application of AI technologies to automate and enhance HR functions such as recruitment, onboarding, and employee development.

A process where candidates undergo a series of exercises designed to simulate job scenarios

Work processes where team members contribute at different times rather than simultaneously, enabling flexibility across time zones and schedules.

Work arrangement where team members complete tasks on their own schedules rather than simultaneously, often across different time zones or work hours.

The gradual reduction in workforce due to resignations, retirements, or deaths

Use of AR technology to enhance training by overlaying digital information on the physical environment, creating immersive learning experiences.

Self-managing teams that operate with minimal direct supervision

A strategic planning and management system used to align business activities with vision and strategy

Observable and measurable behaviors, knowledge, skills, abilities, and other characteristics that contribute to individual success

Interview technique where candidates are asked to provide specific examples of past behavior

Measurement assessing the degree to which employees feel accepted, included, and part of the organization’s social fabric.

Comparing one’s business processes and performance metrics to industry best practices

Compensation beyond salary provided to employees (healthcare, retirement plans, etc.)

Employee information related to biological and demographic factors used in HR analytics to understand workforce composition and needs.

Incorporation of natural elements and patterns into workplace design to improve employee wellbeing, productivity, and connection to nature.

An approach to education that combines online education materials with traditional in-person methods

A former employee who returns to work for the company after leaving

Formal guidelines for rehiring former employees, including eligibility criteria, application process, and reintegration procedures.

A state of chronic stress leading to physical and emotional exhaustion, cynicism, and feelings of ineffectiveness

Evaluation tool identifying employees at risk of burnout based on workload, work-life balance, and engagement indicators.

HR approach where professionals work closely with business leaders to achieve goals

Benefit plan allowing employees to choose from various benefits using pre-tax dollars

The perception of a job seeker about an employer, based on the interaction during the recruitment process

Visual representation of all touchpoints and interactions a job seeker has with an organization throughout the recruitment process.

Phenomenon where job applicants suddenly cease all communication during the recruitment process without explanation.

Strategic approach to building and maintaining relationships with potential job candidates, similar to customer relationship management in marketing.

A strategy where employees proactively secure their career by networking, upskilling, and exploring side gigs or alternatives to prepare for job loss or change.

The lifelong process of managing learning, work, leisure, and transitions

A framework for career progression that allows for lateral and diagonal movement

The process of mapping out potential advancement scenarios for an employee

Structured approach to transitioning individuals, teams, and organizations from current state to desired future state

Executive responsible for HR policies, practices, and operations

Process of helping employees develop and achieve their potential

Assessment tools measuring mental capabilities like problem-solving, verbal reasoning, and numerical ability

Digital platforms that facilitate teamwork across distances and time zones

Approach combining human and artificial intelligence capabilities to achieve better outcomes than either could accomplish independently.

Negotiation between employers and a group of employees to determine working conditions

The values, beliefs, and behaviors that contribute to the unique social and psychological environment of an organization

The total cash and non-cash payments provided to employees in exchange for their work

Organizational practice of openly sharing information about pay ranges, structures, and decision-making processes with employees.

A structure that sets out and defines the skills and behaviors required by individuals

Adhering to legal requirements, policies, and regulations related to employment

Temporary or contract-based employee not on the permanent payroll

Ongoing performance discussion rather than periodic formal reviews

Comprehensive approach to gathering employee feedback through multiple channels at various touchpoints throughout the employee lifecycle.

Ongoing approach to performance feedback and development that replaces or supplements traditional annual reviews with regular check-ins and conversations.

Self-regulating business model to be socially accountable

The process of transitioning an employee to a different role within the organization

Training employees to perform different roles or tasks than their primary job

How well a person’s beliefs, behaviors, and values align with an organization’s culture

Hiring approach valuing candidates who bring new perspectives and diversity of thought while still aligning with core organizational values.

Approach using data collection and analysis to inform and improve all aspects of human resources management and decision-making.

Human resources model where HR responsibilities are distributed across business units

Reduction in rank or position within an organizational hierarchy

A human-centered approach to innovation and problem-solving

Human-centered approach to solving HR challenges by understanding user needs, challenging assumptions, and iteratively testing solutions.

Structured approach to help employees improve skills and advance careers

Non-verbal cues and behaviors exhibited in digital communications that convey tone, intent, and emotional state.

Employee capability to adapt to and leverage new digital tools, platforms, and ways of working to drive performance and innovation.

The quality of all digital interactions between an employee and their organization throughout the employment lifecycle.

Using digital technologies and data analytics to transform HR functions

The virtual equivalent of the physical workplace, enabling flexible work

The practice of including people from a range of different social and ethnic backgrounds

Comprehensive approach to creating workplaces where all employees are represented, treated fairly, included in decision-making, and feel they belong.

Educational courses delivered electronically, often through the internet

The ability to understand and manage one’s emotions and those of others

When employees promote their company externally

Workplace program offering free confidential assessments, counseling, and services

Compensation provided to employees in addition to regular salary or wages

Rights and control employees have over their personal and professional data collected by employers throughout the employment relationship.

The process of improving employee skills, competencies, and knowledge

The emotional commitment an employee has to the organization and its goals

The sum of all interactions an employee has with their employer throughout their employment lifecycle

Integrated technology solution designed to manage and enhance all aspects of the employee journey from recruitment to retirement.

Document outlining company policies, procedures, and expectations

Creating a visual representation of an employee’s experience with the company

The various stages an employee goes through during their time with a company

Systematic approach to collecting, analyzing, and acting on employee feedback through various channels to improve workplace experience and engagement.

Metric measuring employee loyalty and satisfaction

The process of integrating new employees into the organization

Fictional character profiles representing different employee segments within an organization, used to tailor HR programs and communications.

Activities concerned with maintaining employer-employee relationships

Voluntary, employee-led group fostering diversity and inclusion by bringing together individuals with shared characteristics, backgrounds, or interests.

Organizational efforts to maintain a working environment that supports current staff

Systems allowing employees to access and update their information

The process of using natural language processing (NLP) and AI to analyze employee feedback and detect emotions, tone, and themes to understand workplace morale.

The unique set of benefits an employee receives in return for their skills and experience

Programs promoting health and well-being among employees

Measurement of how an organization’s reputation as an employer is perceived by current employees, potential candidates, and the broader market.

How an organization markets its identity to desired current and future employees

A legally binding agreement between employer and employee

Policies eliminating discrimination in the workplace

Legal regulations governing the relationship between employers and workers

Giving employees the authority to make decisions and take actions

Providing equal opportunity for employment regardless of race, color, religion, gender, or national origin

Designing the workplace to fit the capabilities and limitations of workers

Fundamental job duties that an employee must be able to perform

Guidelines and principles ensuring artificial intelligence applications in HR are fair, transparent, accountable, and respect employee privacy and rights.

Moral principles governing behavior and conduct in the workplace

Personalized development for senior leaders focused on leadership skills

Meeting conducted with departing employees to gather feedback

Employee sent to work in another country by their employer

Assessment identifying discrepancies between intended employee experience and actual employee perceptions across various touchpoints.

Learning through reflection on doing, such as through simulations or real-world projects

U.S. law allowing eligible employees unpaid leave for family or medical reasons

Organizational environment that encourages open and regular feedback

Employer-sponsored initiative providing education, tools, and resources to help employees manage their finances and reduce financial stress.

Work schedule allowing employees to choose start and end times

Formal guidelines outlining options for when, where, and how employees work, including remote work, flexible hours, and compressed workweeks.

Performance evaluation method requiring managers to rate employees comparatively

Self-employed person offering services to multiple clients

Resume format emphasizing skills and experience rather than chronological work history

Using game design elements in non-game contexts to increase engagement

Demographic cohort born between mid-to-late 1990s and early 2010s

The use of generative artificial intelligence to automate or enhance HR tasks – such as drafting job descriptions, answering employee queries, or creating training content.

When a job candidate or employee disappears without explanation

Labor market characterized by freelance, temporary, or flexible jobs

Strategies and systems for effectively engaging, managing, and optimizing the performance of freelance and contract talent.

Financial incentives that discourage employees from leaving a company

Environmentally friendly HR practices promoting sustainable use of resources

Formal process for addressing employee complaints

Psychological phenomenon where the desire for conformity results in irrational decision-making

Belief that abilities can be developed through dedication and hard work

Organizational environment that embraces challenges, persists through obstacles, values effort, learns from criticism, and finds lessons in others’ success.

Process of collecting and analyzing HR data to improve people performance

Analysis and visualization of HR data to identify patterns, trends, and insights supporting strategic decision-making.

HR professional working closely with senior managers to develop HR strategy

Adherence to laws, regulations, and policies related to human resources

Software that combines HR functions and IT capabilities

Measurements used to determine the value and effectiveness of HR initiatives

The collection of digital tools and platforms HR uses to manage the employee lifecycle, including systems for ATS, onboarding, engagement, and more.

Fundamental change in how an HR function operates

The total number of employees

Medical, dental, vision, and other health-related employee benefits

Employee identified as having the potential, ability, and aspiration for leadership roles

Temporary suspension of hiring new employees

Organizational structure that distributes authority and decision-making

Office organization system where multiple workers use a single workstation during different time periods

The economic value of an employee’s experience and skills

Comprehensive set of practices for recruiting, managing, and developing employees

Approach to problem-solving that involves the human perspective in all steps

Approach to creating HR solutions by focusing on deep understanding of employee needs, motivations, and challenges throughout the design process.

Leadership approach prioritizing empathy, employee wellbeing, and human needs while achieving organizational objectives.

Work arrangement combining remote work and office time

Unconscious attitudes affecting understanding, actions, and decisions

Organizational efforts to ensure all employees feel valued and respected

Metric measuring the degree to which employees feel included, valued, and able to contribute fully in the workplace.

Self-employed individual providing services under terms specified in a contract

Relations between employers and workers, particularly through labor unions

Learning that occurs outside structured educational settings

Meetings to gather information about a career field, industry, or company

Organizational environment that supports new ideas and approaches

Delegating a job to someone within the company

Assessments measuring honesty and trustworthiness of potential employees

Legal rights resulting from intellectual activity in industrial, scientific, literary, or artistic fields

Movement of employees across different roles within an organization

Planned approach to moving talent across different roles, departments, and locations within an organization to develop skills and retain employees.

Filling vacancies with existing employees

Digital platform connecting employees with project opportunities, gigs, mentorships, and job openings across the organization based on skills and interests.

Work experience offered by organizations for a limited period

Abilities used to interact and communicate with others effectively

Standardized evaluation forms used to rate job candidates

Process of studying and collecting information about job responsibilities and requirements

Process where employees redesign their jobs by changing tasks, relationships, and perceptions to align with their strengths, passions, and values.

Formal document listing responsibilities, duties, and requirements of a position

Adding more tasks to a job to increase variety

Enhancing a job by adding more decision-making authority and responsibility

Systematic process to determine the relative worth of jobs

Pattern of changing jobs frequently, typically every 1-2 years

Moving employees between different jobs to enhance skills and reduce monotony

Measure of contentment employees feel about their work

Employment arrangement where two people work part-time to fulfill one full-time position

Minimum qualifications a person must possess to perform a job successfully

Learning provided when and where it is needed

Measurable value demonstrating how effectively objectives are being achieved

Process of creating, sharing, using, and managing organizational knowledge

Technology platform capturing, organizing, and sharing organizational knowledge and expertise to improve efficiency and innovation.

The supply and demand for labor

Field dealing with relationships between management and workers

Leadership style characterized by minimal direct involvement in decisions

Job change at the same organizational level with similar pay and responsibility

Temporary or permanent termination of employment for business reasons

Focused training to enhance leadership capabilities

Skills, behaviors, and attributes that contribute to leadership performance

The emotional and mental force leaders project that inspires, motivates, and energizes others to achieve goals and overcome challenges.

Systematic approach to identifying and developing potential future leaders

Professional development activities designed to enhance employees’ skills and knowledge

Collection, measurement, and analysis of data about learners and their contexts to understand and optimize learning experiences and environments.

Organizational environment supporting continuous learning and improvement

System delivering personalized learning experiences based on user preferences

Software for administering, documenting, tracking, and delivering educational courses

Approach delivering relevant training and knowledge to employees at the moment of need within their regular workflow rather than through separate courses.

Adherence to laws and regulations relevant to HR practices

Continuous, voluntary pursuit of knowledge throughout life

A measure of how well managers support, develop, and engage their teams—often assessed through feedback, performance, and retention metrics.

Organizational structure where some employees report to multiple managers

Process of resolving disputes with the help of a neutral third party

Training program teaching participants how to identify, understand, and respond to signs of mental health challenges and substance use issues.

Relationship where an experienced person guides someone less experienced

Consolidation of companies through various financial transactions

Brief, focused learning modules designed to meet specific learning outcomes

Learning approach delivering content in small, focused units designed for quick consumption and application, typically 3-5 minutes in length.

Management style characterized by excessive control and attention to detail

Managers responsible for implementing strategies developed by top management

Significant point in development marking completion of project phase

Generation born between early 1980s and mid-1990s/early 2000s

Mental state achieved by focusing awareness on the present moment

Lowest remuneration legally required to be paid to workers

Learning across multiple contexts through social and content interactions using personal devices

Movement of employees between different roles or locations

Emotional or mental condition with respect to confidence and enthusiasm

Internal and external factors driving desire and energy to remain interested in a job

Leadership approaches and strategies for effectively engaging and developing employees across different generational cohorts.

Workplace composed of employees spanning different generations

Discussion aimed at reaching an agreement

Practice of favoring relatives or friends in employment

Recently employed individual

Contract restricting an employee from working for competitors for a specific time

Legal contract creating confidential relationship between parties

Application of subtle prompts and positive reinforcement to influence employee behavior and decision-making without restricting choice.

Goal-setting methodology that connects measurable outcomes to ambitious objectives, typically used for strategic alignment and tracking progress toward organizational goals.

Specific results that an individual or organization aims to achieve

Multidisciplinary field concerned with the safety, health, and welfare of people at work

Process of managing an employee’s departure from a company

The process and interactions an employee experiences when leaving an organization, designed to maintain positive relationships and gather valuable feedback.

Relocating business processes to a lower-cost location overseas

Training that takes place while performing actual work

Process of integrating a new employee into the organization

Initiative pairing new employees with experienced colleagues who provide guidance, answer questions, and help integrate them into the organization.

Management practice of leaving doors open for employee communication

Study of human behavior in organizational settings

Diagram showing reporting relationships within an organization

Values, beliefs, and behaviors that contribute to the unique social and psychological environment of an organization

Systematic evaluation of an organization’s values, behaviors, and practices to understand cultural strengths, weaknesses, and alignment with strategy.

Planned, organization-wide effort to increase effectiveness through interventions

Data-driven method of mapping relationships, information flows, and collaboration patterns between individuals and teams within an organization.

Capacity of an organization and its workforce to anticipate, prepare for, respond to, and adapt to incremental change and sudden disruptions.

System outlining how activities are directed to achieve organizational goals

Services provided to help former employees transition to new jobs

Practice of obtaining goods or services from external suppliers

Having more skills, education, or experience than a job requires

Hours worked beyond normal working hours

Policy combining vacation, sick time, and personal days into one bank

Person to whom a particular aspect of a professional task is delegated

Time off work for parents to care for a newborn or newly adopted child

Passives in eNPS rate 7 or 8, somewhat satisfied but unlikely to promote and at higher risk of disengagement or turnover.

Concept that people doing similar work should receive similar compensation

Compensation strategy linking employee pay to performance or contributions

Process where colleagues work together to reflect on current practices

Evaluation of work by individuals of similar competence

Data-driven approach to managing people at work

Framework assessing an organization’s capability to collect, analyze, and apply workforce data for decision-making, from basic reporting to predictive analytics.

A people-first HR approach focused on experience, engagement, and data-driven practices—an evolution of traditional HR.

Integrated technology solution supporting employee development, engagement, performance, and wellbeing throughout the employee lifecycle.

Organizational approach that prioritizes employee well-being and development

System for evaluating job performance

Approach focusing on providing employees with the resources, tools, and environment needed to perform at their best rather than just measuring output.

Formal document designed to help underperforming employees improve

Continuous process of identifying, measuring, and developing performance

Measurements used to quantify results

Regular assessment of an employee’s job performance

Activities improving awareness, identity, developing talents and potential

Tests measuring personality characteristics

Digital system allowing employees to select and customize benefits packages based on their individual needs, preferences, and life circumstances.

Employees of an organization

Gradual reduction of work hours before full retirement

Process of finding employment for job seekers

Work arrangements mediated through online platforms

Specific job within an organization

Scientific study of what makes life worth living

Questionnaire given to employees after they leave an organization

Using data, statistical algorithms, and machine learning to identify future outcomes

Use of data analysis and machine learning to identify employees at risk of leaving and implement targeted retention strategies.

Health insurance arrangement with a network of preferred providers

Additional compensation for work during holidays, weekends, or irregular hours

Practice of coming to work despite illness or injury

Original research conducted by the organization itself

Trial period for newly hired employees

Measure of efficiency of production

Management concern about employee productivity, particularly in remote work settings, leading to excessive monitoring and control measures.

Skills and knowledge attained for career advancement

Compensation plan where employees receive a share of company profits

Employment based on completion of specific projects

In eNPS, promoters are employees who rate 9 or 10, showing high satisfaction, loyalty, and strong advocacy for the company.

Unconscious tendency to favor employees who work physically closer to their managers, particularly relevant in hybrid work environments.

Unwritten set of expectations between employer and employee

Workplace environment where team members feel safe to take interpersonal risks, speak up, and share ideas without fear of negative consequences.

Assessment of personality, intelligence, abilities, and motivations

Managing the spread of information between an organization and the public

Brief, frequent employee surveys to gauge opinions on specific topics

Approach using brief, frequent employee surveys to gather real-time feedback on specific topics, typically administered between comprehensive engagement surveys.

Requirements needed to perform a job

Measurement of how well new hires meet the organization’s needs

The favorability or unfavorability of a job environment for people

When managers deliberately create a hostile work environment to force an employee to quit

Acquiring new skills without hiring new employees, typically by expanding current employees’ responsibilities

Doing the minimum requirements of one’s job and putting in no more time or effort than necessary

Period needed for new employees to reach full productivity

Discrimination based on social rank or position

Modification to a job or work environment that enables a qualified individual with a disability to perform essential job functions

Period of temporary economic decline during which trade and industrial activity are reduced

Formal or informal means of acknowledging employee contributions

Process of finding and hiring qualified candidates

Application of marketing strategies and tactics to attract, engage, and nurture talent before they apply for a job.

Reassigning employees to different roles within the organization

System encouraging employees to refer qualified candidates for open positions

The quality of interactions, support, and engagement remote employees have with their organization, colleagues, and work environment.

Work done outside of a traditional office environment

Organizational approach designing all processes, tools, and practices primarily for remote work, even if some employees work in physical offices.

Significant change to organizational structure

Influencing and controlling an organization’s reputation

Ability to recover quickly from difficulties

Training employees in entirely new skill sets to prepare them for different roles, often in response to technological change or organizational restructuring.

Assignment of available resources to various uses

Legal doctrine holding employers liable for employee actions within scope of employment

Significant modification of debt, operations, or structure of a company

Document summarizing a person’s background, skills, and experience

Efforts to maintain employees and reduce turnover

Financial incentive offered to key employees to remain with a company

Withdrawal from active working life

Off-site meeting designed for teambuilding or strategic planning

Measurement framework evaluating the business impact and value created by investments in employee experience initiatives.

Performance measure evaluating the efficiency of an investment

Structured employment program designed to help professionals restart their careers after an extended break, typically offering training, mentorship, and project work.

When junior employees mentor senior colleagues, often about technology or trends

Identification, evaluation, and prioritization of risks

Training technique where learners act out scenarios to practice skills

Movement between different roles or departments

Framework for setting objectives that are Specific, Measurable, Achievable, Relevant, and Time-bound, providing clear direction and criteria for success.

Evaluation of Strengths, Weaknesses, Opportunities, and Threats

Extended period of leave from work

Shared attitudes, beliefs, and practices concerning safety

Comparing compensation with market rates

Span between minimum and maximum base salary for a position

Formal guidelines governing how compensation information is shared within an organization, from completely open to partially disclosed approaches.

Process of reviewing job applications and resumes

Research using existing data or information

Evaluation of one’s own performance or capabilities

Process where learners take initiative for their learning needs

Group of employees who manage their daily work activities with minimal direct supervision, including planning, scheduling, and problem-solving.

Belief in one’s ability to succeed in specific situations

Method allowing employees to organize and control their own work

Leadership philosophy focused on serving others’ needs

Milestone marking years of employment with an organization

Compensation provided to employees upon termination

Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature

Group of non-executive employees working with senior executives on strategic initiatives

Learning method where one person follows another to learn skills

Consolidation of business operations used by multiple parts of the organization

Work schedule outside the traditional 9-5 workday

Insurance providing income replacement for brief periods of disability

Time off from work that employees can use during periods of illness

Difference between skills needed and skills possessed

Tool displaying skills of team members against required skills

Measure of how closely related different skills are, used to identify potential career transitions and development paths requiring minimal retraining.

Evaluation of a person’s abilities in specific areas

Standardized classification system categorizing skills, competencies, and capabilities used across an organization for talent management purposes.

Recruiting approach focusing on specific skills rather than formal qualifications

Company structure that organizes work around skills and capabilities rather than traditional job roles, enabling greater flexibility and talent mobility.

Networks of relationships among people enabling effective functioning

Learning that occurs through observing others’ behavior

Guidelines for employee social media use related to the organization

Public acknowledgment of employee contributions

Digital system enabling peer-to-peer appreciation and recognition, allowing employees to publicly acknowledge colleagues’ contributions and achievements.

Personal attributes enabling effective interaction with others

Number of subordinates a supervisor can effectively manage

Person concentrating on a particular subject or activity

Strategy of using temporary workers to fill skill gaps

Organizational approach balancing stability and agility, providing secure foundations while maintaining flexibility to adapt to changing conditions.

Person with an interest in an organization’s performance

Tests administered and scored in a consistent manner

Benefits required by law (Social Security, Medicare, etc.)

Structured discussion to learn what keeps employees at the organization

Alignment of HR practices with business objectives

Organizational process of defining direction and allocating resources

Process of analyzing current workforce capabilities, forecasting future talent needs, and developing strategies to build the workforce required for business success.

Techniques to control a person’s stress level

Task designed to “stretch” someone beyond their current knowledge or skills

Interview where candidates are asked the same predetermined questions

Process of identifying and developing future leaders

Formal method for employees to submit improvement ideas

Person who oversees the work of others

Method of gathering information from a sample of people

Condition where employees become overwhelmed by frequent surveys, resulting in lower response rates, less thoughtful answers, and potentially skewed data.

Meeting present needs without compromising future generations’ ability to meet their needs

Approach integrating environmental, social, and governance considerations into HR practices to create long-term value for employees, organization, and society.

Process of finding and acquiring skilled workers

Integrated suite of digital tools supporting the recruitment process, from sourcing and assessment to onboarding.

Integrated technology solution managing the entire talent lifecycle from attraction and recruitment through development, performance, and retention.

Strategic use of data, analytics, and AI to gain insights about talent markets, competitors, and internal workforce for better talent decisions.

Strategic process of attracting, developing, and retaining employees

Internal platform connecting employees with projects, gigs, mentoring, and job opportunities across the organization based on skills and interests.

Pool of candidates qualified to assume open positions

Group of employees being developed for future positions

Strategic approach to talent acquisition and management that applies supply chain principles to workforce planning, sourcing, and development.

Interviewing approach focused on past behavior to predict future performance

Detailed examination of how a task is accomplished

Activities designed to enhance social relations and team effectiveness

Psychological forces operating between people in a group

Collaborative effort of a group to achieve a common goal

Abilities and knowledge needed to perform specific tasks

Working from a remote location using technology to connect to the workplace

Workers hired for a limited time period

Length of time an individual has been in a job or position

Payments made to an employee upon termination of employment

End of employment for any reason

Use of assessments to measure knowledge, skills, or abilities

Period (2021-present) of increased voluntary employee turnover

Contrasting management theories about worker motivation

Organization that processes claims and performs administrative functions

Practice of using time effectively to maximize productivity

Compensatory time off given instead of overtime pay

Systems tracking when employees start and stop work

Time between posting a job and hiring a candidate

Time between when a candidate is first engaged and when they accept an offer

Section of the Civil Rights Act prohibiting employment discrimination

All forms of pay and benefits received by employees

All tools available to the employer to attract and retain employees

Personalized document showing employees the complete value of their compensation package, including salary, benefits, and non-monetary rewards.

Work environment marked by significant drama and infighting

Organization representing workers

Organized activity aimed at imparting information or instructions to improve performance

Process of identifying training requirements

Skills useful across different jobs or career paths

Fundamental change in business operations

Operating in a way that is easy for others to see what actions are performed

Examination of patterns or tendencies

Rate at which employees leave a workforce

Theory identifying factors in the workplace causing satisfaction and dissatisfaction

Social stereotypes about certain groups of people formed outside conscious awareness

Employment situation below the capabilities of the worker

State of not having a job but actively seeking work

Federal guidelines providing framework for employment practices

Workplace requiring employees to join the union after being hired

Teaching employees new skills to help them do their jobs better

Promise of value to be delivered and acknowledgment of the belief in that value

Principles or standards of behavior within an organization

Compensation linked to performance or results

Training conducted in a simulated work environment

Using VR technology to create immersive training experiences

Group of geographically dispersed individuals working together via technology

Declaration of an organization’s objectives

Education focused on specific skills needed for a particular job

A strategic initiative to systematically gather, analyze, and act on employee feedback to improve workplace culture and operations.

Systematic approach to collecting, analyzing, and acting on employee feedback and insights to improve workplace experience and business outcomes.

Optional benefits offered by employers but paid for by employees

When an employee chooses to leave a company

Fixed regular payment for work or services

Regulations governing minimum wage and overtime

Voluntary relinquishment of a right or claim

Group of employee volunteers trained to promote health and wellbeing initiatives, provide peer support, and serve as liaisons between staff and HR.

Collection of integrated digital tools and platforms supporting various aspects of employee wellbeing, from physical health to financial wellness.

Program promoting health and preventing disease among employees

Person who exposes information about illegal or unethical activities

Deliverable-oriented decomposition of a project into smaller components

Physical locations, surroundings, and conditions where work is performed

Principle that hard work is intrinsically valuable and worthwhile

Assessment method requiring candidates to perform job-related tasks

Concept involving prioritization between work and lifestyle

Process of collecting and analyzing data about employees

The sum of all experiences, perceptions, and interactions an employee has throughout their employment journey with an organization.

Integrated set of processes an organization uses to optimize productivity

Process of analyzing current workforce and determining future needs

Data-driven approach to forecasting future talent needs, identifying skill gaps, and developing strategies to build workforce capabilities.

Amount of work assigned to or expected from an employee

Adjustments to a job or work environment enabling individuals with disabilities to perform essential functions

Collection and analysis of data about how employees work, collaborate, and use technology to identify patterns, inefficiencies, and improvement opportunities.

Repeated mistreatment of an employee through abusive conduct

Behaviors showing respect, dignity, and courtesy in the workplace

Character and personality of an organization

Variety of differences between people in an organization

Conditions and surroundings in which employees operate

Alternative work arrangements promoting work-life balance

Unwelcome conduct based on race, color, religion, sex, etc.

Use of power and social networking within an organization

Policies and procedures ensuring the safety and health of employees

Violence or threat of violence against workers

All aspects of working life, from safety to feeling valued

Area where an employee works

Formal documentation of an employee’s unacceptable behavior or performance

Agreement where employees promise not to join a union

Budgeting method where every expense must be justified

Approach requiring all positions and workforce costs to be justified from scratch each planning cycle rather than based on historical headcount.

Employment agreement where employer not obligated to provide minimum working hours

Policy allowing no unacceptable behavior without significant consequences

Tiredness, anxiety, or burnout associated with overusing virtual platforms