Welcome to our HR glossary, a comprehensive resource for anyone involved in the field of Human Resources. This guide covers essential HR terminology, from "Applicant Tracking Systems (ATS)" to "Zero-Hour Contracts," providing straightforward definitions to help you navigate the HR landscape.
It's designed for HR professionals at all levels, offering the clarity needed for effective communication, decision-making, and policy drafting. Whether you're new to HR or looking to refresh your knowledge, this glossary is a practical tool for everyday use.
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360 Degree Feedback: A feedback process involving multiple sources, typically peers, managers, and reports, aimed at providing a holistic view of an employee's strengths and weaknesses.
4 Day Work Week: A workweek consisting of four days instead of five, often implemented to increase productivity, reduce burnout, and promote work-life balance.
9/80 Work Schedule: An arrangement where employees work 80 hours over nine days during a two-week work period. This schedule provides employees with an extra day off every two weeks compared to the traditional 40-hour workweek.
A
Absenteeism Policy: A policy governing employee attendance, setting expectations regarding acceptable absence levels and consequences for excessive absences.
Accessibility: Refers to making websites, applications, documents, and environments usable by people with disabilities, ensuring equal access to information and services.
Acquihire: The practice of acquiring a startup primarily for its talented employees rather than its products or technologies.
Applicant Tracking System (ATS): Software used by companies to assist in recruiting and hiring processes by organizing candidate data.
Agile HR: An approach to human resources that focuses on flexibility, adaptiveness, and continuous improvement, enabling quick responses to changes in the market and organization.
Agile Performance Management: A flexible, iterative approach to performance management focusing on continuous feedback and development.
Appointment Letter: A document issued by an employer confirming the details of an employee's appointment, including start date, job title, and conditions of employment.
Appraisal Letter: A letter summarizing the findings of a performance review, communicating an employee's achievements, areas needing improvement, and potential career growth opportunities.
Aptitude Test: A test measuring an individual's ability to learn and apply concepts, problem solve, and think critically, often used in the hiring process to gauge suitability for a role.
Assessment Centers: Structured evaluation methods used to identify and develop leadership potential, typically involving simulations, interviews, and psychological testing.
Attrition: The natural reduction in the size of a workforce due to voluntary separations, retirements, or deaths.
B
Balanced Scorecard: A strategic management tool that helps organizations monitor their performance against predefined objectives in four perspectives: financial, customer, internal operations, and learning & growth.
Behavioral Competency: Specific behaviors exhibited by employees that demonstrate proficiency in performing their job duties.
Behavioral-Based Interview Questions: Interview questions focused on past experiences and behaviors, intended to reveal an interviewee's capabilities and aptitudes.
Benefits Administration: The process of establishing, maintaining, and managing benefits for the employees of an organization.
Bereavement: Leave granted to employees upon the death of a close relative, allowing time away from work to mourn and attend funeral arrangements.
Blended Workforce: A workforce consisting of both permanent staff and freelancers or contract workers.
Boomerang Employees: Workers who leave a company for personal or professional reasons but are later rehired by the same employer to work in the same or a different position.
C
Campus Recruitment: The process of identifying and attracting top talent among students and recent graduates, often involving on-campus events, networking sessions, and internship programs.
Candidate Experience: The perception of a job seeker about an employer, based on the interaction during the entire recruitment process.
Career Break: Temporary suspension of an employee's career to pursue personal or familial matters, often accompanied by a return-to-work agreement.
Career Pathing: The process by which employers help employees chart the course of their careers within the organization.
Change Management: The process of helping employees to understand, commit to, and work effectively during organizational change.
Coaching Culture: A workplace environment where coaching is a fundamental method of developing employees' skills, performance, and personal growth.
Cognitive Ability Test: A test measuring an individual's reasoning, problem solving, and critical thinking skills, often used in the hiring process to gauge intellectual capacity.
Compensation and Benefits: The monetary and non-monetary remuneration provided to employees, including salary, bonus, stock options, insurance coverage, retirement plans, and paid time off.
Cost Per Hire: The cost associated with filling a single job opening, calculated by dividing the sum of all costs involved in the hiring process by the number of hires made.
Cost to Company (CTC): The total expense incurred by an employer for employing an individual, taking into account salary, benefits, taxes, and other expenses.
Cross-Functional Team: A team composed of members from diverse functional departments, collaborating to address complex issues requiring expertise from multiple fields.
Culture Fit: The alignment of an individual's beliefs, behaviors, and personality with the core values and culture of an organization.
D
Deduction: The amount subtracted from an employee's salary for items such as taxes, insurance, or retirement contributions.
Deferred Compensation: Earnings set aside to be paid at a later date, often used as a retirement savings strategy.
Digital HR: The process of transforming HR services and processes through technology to improve business operations.
Digital Onboarding: The process of integrating new employees into the organization using digital tools and platforms.
Disciplinary Action: Measures taken by an employer to address employee misconduct, typically following a formal process and ranging from verbal warnings to termination.
Diversity: The presence of differences such as race, ethnicity, gender, gender identity, sexual orientation, age, social class, physical ability, religious beliefs, national origin, and political beliefs within a given setting.
Domain Skill: Expertise and knowledge specific to a particular field or industry.
E
Employee Advocacy: Encouraging employees to support and promote the company's goals and brand.
Employee Assessments: Processes used to evaluate an employee's performance, skills, and potential for development.
Employee Engagement: The level of an employee's commitment, passion, and loyalty towards their organization.
Employee Experience (EX): The sum of all interactions an employee has with their employer, from recruitment through to exit.
Employee Handbook: A document outlining an organization's policies, procedures, and expectations for its employees.
Employee Lifecycle: The different stages an employee goes through with an organization, from hiring through to exit or retirement.
Employee Net Promoter Score (eNPS): A metric used to measure employee satisfaction and loyalty.
Employee Referral Program: A recruitment strategy that incentivizes existing employees to recommend qualified candidates for open positions.
Employee Retention: Strategies and practices aimed at keeping talented employees within the company to reduce turnover and maintain a skilled workforce.
Employee Satisfaction: The extent to which employees are content and fulfilled in their roles within an organization.
Employee Self-Service (ESS): Online systems that allow employees to manage their own HR-related tasks.
Employee Turnover: The rate at which employees leave a company and are replaced over a certain period.
Employee Value Proposition (EVP): The balance of the rewards and benefits that are received by employees in return for their performance at the workplace.
Employer Branding: The process of promoting an organization as an attractive employer to potential and current employees.
Employment Contract: A legally binding agreement between an employer and an employee, outlining the terms and conditions of the employment relationship.
Equality: The state of being equal, especially in status, rights, and opportunities.
Equity: Ensuring everyone has access to the same opportunities and resources, taking into account their unique needs and circumstances. For example, closing wage gaps, considering experience, education, and specific needs, to provide equitable pay across diverse workforce groups.
Exempt vs. Non-Exempt Employees: Classification of employees based on eligibility for overtime pay under the Fair Labor Standards Act (FLSA).
Exit Interview: A meeting between an outgoing employee and a representative of the organization to discuss the reasons for the employee's departure and gather feedback.
Expatriate: An individual who resides in a country different from their native country due to employment, often abbreviated as “expat”.
F
Feedback Culture: The practice of regularly and constructively providing feedback to employees to foster personal and professional development.
Flexible Benefits Plan: An employee benefits plan that allows employees to choose from a range of options to create a package that best suits their needs.
Flexible Work Arrangements: Work schedules that allow employees flexibility in how, when, and where they work.
Freelancer: A self-employed individual who offers services to multiple clients on a contractual basis.
Fresher Hiring: The process of recruiting individuals who have recently graduated and have minimal or no prior work experience.
Front Pay: Compensation awarded to an employee for lost wages between the date of an unlawful termination and the date of judgment.
Full-Time Hours: The standard number of hours considered as a full-time workload by an employer, often around 35-40 hours per week.
G
GDPR Compliance: Adherence to the General Data Protection Regulation (GDPR), a set of data protection rules for companies operating in the European Union.
Generation X: Individuals born between 1965 and 1980. They are often described as independent, resourceful, and keen on maintaining work-life balance.
Generation Y: Also known as Millennials, refers to individuals born between 1981 and 1996. They are often characterized as digital natives, ambitious, and demanding consumers.
Generation Z: Individuals born between 1997 and 2012. They are known for being tech-savvy, independent, and the first generation to grow up with the internet and social media.
Gig Economy: A labor market characterized by the prevalence of short-term contracts or freelance work as opposed to permanent jobs.
Glass Ceiling: An invisible barrier that prevents certain employees from advancing beyond a certain level in a hierarchy. Historically used in reference to the barriers that sexism causes that impair the advancement of women to executive roles. Has spun off a number of related ‘ceiling’ terms for the barriers faced by other marginalized groups in the workplace.
Gratuity: A sum of money paid by an employer to an employee in gratitude for services rendered, often provided upon retirement or resignation.
Group Interview: An interview format where multiple candidates are assessed simultaneously by one or more interviewers.
Gross vs Net Income: Gross income is the total employee earnings before deductions, while net income is the amount remaining after deductions.
H
Headhunter: A professional who specializes in finding and recruiting top talent for companies. They typically work on a commission basis and are hired by companies to fill specific job openings.
Health Savings Account (HSA): A tax-advantaged savings account that is used to pay for qualified medical expenses. It is available to individuals who have a high-deductible health plan.
HR Analytics: The data-driven approach to making HR decisions and improving employee performance and retention.
HR Business Partner: An HR professional who works closely with an organization’s senior leaders to develop and implement HR strategies that align with the organization’s goals and objectives.
HR Compliance: Adherence to laws, regulations, and policies that govern employment practices and labor relations.
HR Information System (HRIS): Software that provides a centralized repository of employee data and HR processes.
Holistic Wellness Programs: Initiatives that address multiple aspects of wellness, including physical, mental, and financial health.
Human Capital Management (HCM): A set of practices related to people resource management, focusing on acquiring, managing, and optimizing the human resources of an organization.
Human Resource Audit: A comprehensive review of an organization’s HR policies, procedures, and practices to ensure compliance with legal requirements and best practices.
Human Resource Outsourcing (HRO): The practice of contracting a third-party organization to handle HR functions.
I
Implicit Bias: Unconscious attitudes or stereotypes that affect an individual's understanding, actions, and decisions. Also known as Unconscious Bias.
Inbound Recruiting: A recruitment strategy that focuses on attracting and engaging candidates through content marketing, social media, and other digital channels.
Inclusion: The practice of ensuring all employees feel valued and integrated into the workplace, regardless of their differences.
Inclusive Leadership: Leadership practices that ensure all team members feel valued and respected, and have equal access to opportunities.
Independent Contractor: A self-employed individual who provides services to a company on a contract basis. They are not considered employees and are responsible for paying their own taxes and benefits.
Insubordination: Refusal to follow orders or comply with company policies or procedures. It is a serious offense that can result in disciplinary action, up to and including termination.
Internship: A temporary position that provides on-the-job training and experience to individuals who are typically students or recent graduates. It is often used as a way to recruit and evaluate potential future employees.
Internal Mobility: Encouraging employees to apply for new roles within the organization to retain talent and support career development.
Interview Scorecard: A tool used by hiring managers to evaluate candidates during the interview process. It typically includes a list of criteria and a rating system to help ensure consistency and objectivity in the hiring process.
J
Job Analysis: The process of studying and collecting information about the content and the human requirements of jobs, as well as the context in which jobs are performed.
Job Board: A website or platform that lists job openings from various employers. Job seekers can search and apply for jobs directly through the site.
Job Crafting: Employees’ ability to mold and redesign their job to better fit their skills and interests.
Job Description: A written document that outlines the duties, responsibilities, and requirements of a specific job. It is used to communicate expectations to employees and to attract qualified candidates during the hiring process.
Job Enrichment: Increasing the depth of a job to provide greater responsibility, recognition, and opportunities for growth.
Job Posting: An advertisement for a specific job opening. It typically includes information about the job duties, requirements, and how to apply.
Job Requisition: A formal request to fill a specific job opening. It typically includes information about the job duties, requirements, and qualifications.
Job Rotation: A strategy where employees rotate between different jobs to gain experience and skills.
Job Shadowing: A learning experience that allows an employee or student to follow and observe a professional for a set period.
K
Key Performance Indicator (KPI): A measurable value that demonstrates how effectively a company is achieving its key business objectives. KPIs are used to track progress and identify areas for improvement.
Knowledge, Skills, and Abilities (KSAs): Competencies required to perform a job successfully. KSAs are often used to evaluate candidates during the hiring process.
Knowledge Management: The process of capturing, distributing, and effectively using knowledge within an organization.
Knowledge Transfer: The process of sharing critical knowledge between employees to ensure continuity of operations.
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L
Labor Market: The supply and demand for labor, where employers find the employees they need, and employees find jobs.
Labor Relations: The management of relationships between the organization and its employees, particularly around negotiating labor contracts, resolving disputes, and ensuring workplace rights.
Lateral Hiring: The process of hiring an employee for a position that is at the same level as their current position. It is often used as a way to retain top talent and provide career growth opportunities.
Layoff: A temporary or permanent termination of employment due to a reduction in workforce or other business reasons. It is often used as a way to cut costs during difficult economic times.
Leadership Development: Training programs or strategies intended to improve leadership skills and abilities across all levels of an organization.
Leadership Succession: The strategy of identifying and developing future leaders to ensure leadership continuity.
Learning and Development (L&D): Focuses on continuous educational improvement of employees' skills and knowledge to drive personal and professional growth.
Learning Culture: An organizational culture that supports and encourages continuous learning, development, and personal growth.
Learning Management System: A software platform used to manage and deliver training and development programs to employees.
M
Management Styles: Different approaches that managers use to lead and motivate their employees. Common styles include autocratic, democratic, and laissez-faire.
Maternity Leave: A period of time that is granted to new mothers or birthing parents to recover from childbirth and bond with their newborn. It is typically unpaid, but some employers offer paid maternity leave as a benefit.
Mental Health Support: Programs and practices in place to support employee mental health, including counseling services and stress management workshops.
Mentorship Programs: Initiatives to pair less experienced employees with more experienced colleagues for career guidance.
Merit Increase: A raise given to employees based on their performance evaluation.
Microlearning: Short, focused learning units designed to meet a specific learning outcome.
Mindfulness Training: Programs designed to enhance focus, performance, and well-being in the workplace through mindfulness practices.
Minimum Wage: The lowest hourly rate that employers are legally required to pay their employees. It is set by federal and state laws and varies depending on the location and industry.
N
Neurodiversity: Recognizing and valuing the diverse range of human brains and neurocognitive functioning within the workforce.
New Hire Orientation: A process that is used to introduce new employees to the company culture, policies, and procedures. It is typically conducted during the first few days or weeks of employment.
Non-Compete Agreement/Non-Compete Clause (NCA): A contract where an employee agrees not to enter into competition with the employer after the employment period is over.
Non-Disclosure Agreement (NDA): A legal contract that prohibits individuals from sharing confidential or proprietary information with others.
Non-Discrimination Testing: A process used to ensure that employee benefit plans do not discriminate against certain groups of employees based on factors such as age, gender, or race.
O
Objectives and Key Results (OKR): A goal-setting framework that is used to align individual and team goals with the overall objectives of the organization.
Occupational Safety and Health (OSH): Practices and policies in place to ensure the physical and mental well-being of employees in the workplace.
Occupational Stress: Physical and emotional strain that is caused by work-related factors such as long hours, high workload, and job insecurity.
Offboarding: The process of separating an employee from the company. It typically includes tasks such as collecting company property, terminating access to systems and data, and conducting exit interviews.
Offer Letter: A formal document that outlines the terms and conditions of a job offer. It typically includes information about the job duties, salary, benefits, and start date.
Offshoring: The practice of moving business operations to a foreign country in order to take advantage of lower labor costs or other benefits.
Onboarding Process: The mechanism through which new employees acquire the necessary knowledge, skills, and behaviors to become effective organizational members.
Open Door Policy: A management approach that encourages employees to bring their concerns and ideas directly to their supervisors or higher-level managers.
Organizational Agility: The ability of an organization to rapidly adapt and evolve in response to changes in the market.
Organizational Culture: Shared values, beliefs, and behaviors that shape the way employees interact with each other and with customers.
Organizational Development (OD): A field of research and practice focused on expanding the knowledge and effectiveness of people to accomplish more successful organizational change and performance.
Organizational Network Analysis (ONA): The study of informal networks within an organization to improve communication, collaboration, and leadership.
Orientation: The process of introducing new employees to the company culture, policies, and procedures. It is typically conducted during the first few days or weeks of employment.
Outplacement Services: Support services provided to laid-off employees to help them find new employment.
Overtime: The additional time that employees work beyond their regular hours. It is typically paid at a higher rate than regular hours.
P
Paid Time Off (PTO): A benefit that provides employees with paid time off from work for vacation, sick leave, or personal reasons.
Parental Leave: A period of time that is granted to new parents to care for a newborn or newly adopted child. It is typically unpaid, but some employers offer paid parental leave as a benefit.
Part-Time Hours: A work schedule that is less than full-time. Part-time employees typically work fewer than 40 hours per week.
Pay Equity: The principle of equal pay for work of equal value, regardless of gender, race, or other characteristics.
Payroll Management: The process of managing the payment of wages by a company to its employees, including the calculation of salaries, tax withholdings, and other deductions.
People Analytics: The use of data analysis techniques to understand and improve organizational outcomes related to human capital.
Performance Improvement Plan (PIP): A tool used to give struggling employees the opportunity to succeed while ensuring that performance standards are met.
Performance Management: The continuous process of setting goals, assessing progress, and providing ongoing coaching and feedback to ensure employees meet their objectives and career goals.
Performance Review: A process used to evaluate an employee’s job performance over a specific period of time. It is typically conducted annually or semi-annually.
Probation: A period of time during which new employees are evaluated to determine if they are a good fit for the job and the company. It is typically a few months long and may include additional training or mentoring.
Psychological Safety: A workplace environment where individuals feel safe to take risks, voice their opinions, and express their thoughts without fear of punishment or ridicule.
Psychometric Test: A standardized test that is used to measure an individual’s cognitive abilities, personality traits, or other psychological characteristics.
Q
Quality of Life Programs: Initiatives aimed at improving the overall work-life balance for employees, including health and wellness programs, flexible working hours, and recreational activities.
Quality of Hire: A metric used to evaluate the value a new hire adds to the organization.
Quiet Quitting: The act of employees doing no more than the minimum required by their jobs, disengaging from extra effort.
R
Recruitment Software: A software platform used to manage and automate the recruitment process. It typically includes features such as applicant tracking, resume parsing, and candidate communication.
Recruitment: The process of identifying, attracting, and hiring qualified candidates for job openings within an organization. It typically involves activities such as job posting, resume screening, interviewing, and candidate selection.
Reference Check: A process used to verify a candidate’s employment history, education, and other qualifications. It typically involves contacting the candidate’s previous employers or other references provided by the candidate.
Resume Parsing: The process of extracting relevant information from a candidate’s resume and populating it into a database or applicant tracking system.
Remote Work Policy: Guidelines and practices that govern employees' ability to work from a location other than the office, often involving technology to stay connected.
Remote Team Building: Activities and strategies designed to enhance team cohesion and collaboration among remote or virtual teams.
Reskilling and Upskilling: Initiatives to teach employees new skills or improve their current skills to meet changing job demands.
Retention Strategy: Approaches and initiatives aimed at keeping key employees within the organization to reduce turnover.
Returnship: A program designed to help individuals who have taken a career break to re-enter the workforce. It typically includes training, mentoring, and other support to help individuals update their skills and transition back into the workforce.
Return to Work Agreement: A formal agreement between an employer and an employee who is returning to work after a leave of absence. It typically outlines the terms and conditions of the employee’s return, including any accommodations or adjustments that may be necessary.
Rewards and Recognition: Programs and initiatives designed to acknowledge and reward employees for their contributions to the organization. They can include bonuses, promotions, awards, and other forms of recognition.
Rightsizing: Adjusting an organization’s workforce to align with its business needs and objectives. It can involve layoffs, hiring freezes, or other measures to reduce or expand the workforce.
S
Sabbatical: A period of time during which an employee takes an extended leave of absence from work for personal or professional development. It is typically unpaid, but some employers offer paid sabbaticals as a benefit.
Sensitivity Training: Designed to increase awareness and understanding of diversity and inclusion issues in the workplace. It typically includes activities such as role-playing, group discussions, and other interactive exercises.
Situational Interview: An interview technique that is used to assess a candidate’s ability to handle specific job-related situations. It typically involves asking the candidate to describe how they would handle a hypothetical scenario.
Situational Leadership: A leadership style that involves adapting one’s leadership approach to the specific needs and abilities of individual employees or teams.
Skills Gap: The difference between the skills required for a job and the skills possessed by potential employees.
Skills Inventory: A database or list of employee skills that helps an organization understand its collective capabilities.
Skill Test: Used to assess a candidate’s ability to perform specific job-related tasks or activities. It can be used to evaluate technical skills, problem-solving abilities, or other competencies.
Social HR: The use of social media and other digital platforms to support HR functions such as recruitment, employee engagement, and learning and development.
Social Recruiting: Using social media platforms to attract, engage, and hire candidates.
Staffing: The process of identifying and hiring employees to fill specific job openings within an organization. It can involve activities such as job posting, resume screening, interviewing, and candidate selection.
Staff Augmentation: An outsourcing strategy where a company temporarily hires external personnel to supplement its in-house staff, allowing for flexibility in resource allocation without the long-term commitments associated with traditional hiring.
Stakeholder Engagement: The process of involving individuals who may be affected by the decisions made by an organization or project.
Stay Interviews: Conducted with current employees to identify factors that contribute to their job satisfaction and engagement. They are typically used as a way to retain top talent and improve employee retention.
Structured Interview: An interview technique that involves asking all candidates the same set of questions in a standardized format. It is used to ensure consistency and objectivity in the hiring process.
Succession Planning: Identifying and developing future leadership within an organization to ensure a smooth transition for critical positions.
Sustainable HRM: Human resource management practices that consider the long-term impacts on both organizational and societal well-being.
Strategic Workforce Planning: Analyzing current workforce, determining future workforce needs, and implementing strategies to meet those needs.
Strategic HR Management: Aligning HR strategies and practices with the overall business strategy to achieve organizational goals.
T
Talent Acquisition: The process of finding and acquiring skilled human labor for organizational needs and to meet any labor requirement.
Talent Analytics: The analysis of data on human capital to inform HR strategy and business decisions.
Talent Management: The commitment of an organization to recruit, retain, and develop the most talented and superior employees available in the job market.
Talent Marketplace: An internal platform that connects employees with short-term projects, gigs, or learning opportunities within the organization.
Talent Pool: A database of candidates qualified to fulfill positions that may open up in an organization.
Targeted Recruiting: A recruitment strategy that focuses on identifying and engaging specific groups of candidates who are likely to be a good fit for a particular job or organization. It can involve activities such as targeted job postings, social media outreach, and networking events.
Team Building: A process used to improve communication, collaboration, and teamwork among employees. It typically involves activities such as team-building exercises, group outings, and other team-building activities.
Technical Interview: An interview technique that is used to assess a candidate’s technical skills and knowledge. It typically involves asking the candidate to solve technical problems or answer technical questions related to the job.
Termination Letter: A formal document that notifies an employee that their employment has been terminated. It typically includes information about the reason for termination and any severance or other benefits that may be available.
Time-to-Hire: The amount of time it takes to fill a job opening from the time it is posted to the time a candidate is hired. It is typically used as a metric to evaluate the efficiency of the recruitment process.
Transferable Skills: Skills and abilities that can be applied to different jobs or industries. They are often used to evaluate candidates who may not have direct experience in a particular job or industry.
Total Rewards: The complete package of compensation, benefits, work-life balance, and development opportunities offered to employees.
Turnover Rate: The percentage of employees who leave an organization over a specific period of time. It is typically used as a metric to evaluate employee retention and engagement.
U
Unconscious Bias: The unconscious attitudes and stereotypes that can influence our perceptions and decisions. It can impact the hiring process and other HR functions, and is often addressed through diversity and inclusion training.
Unstructured Interview: An interview technique that allows the interviewer to ask open-ended questions and follow-up questions based on the candidate’s responses. It is used to gain a deeper understanding of the candidate’s personality, values, and work style.
Upskilling Initiatives: Programs focused on training employees in new skills to keep pace with changing job requirements.
Upward Mobility: Ability of employees to advance their careers within an organization. It is often used as a way to retain top talent and provide career growth opportunities.
V
Vacancy: A job opening that is currently unfilled. It typically refers to a position that has been posted and is actively being recruited for.
Vacation Pay: A benefit that provides employees with paid time off from work for vacation or personal reasons.
Value Proposition: The unique set of benefits and values an organization offers to attract and retain talent.
Virtual HR: The use of technology and remote work arrangements to support HR functions such as recruitment, employee engagement, and learning and development.
Virtual Reality Training: The use of virtual reality technology for immersive learning experiences in training and development.
Voluntary Benefits: Additional benefits that employers offer to employees at group rates, which employees may choose to pay for, out of pocket, at lower rates than they could get on their own.
Voluntary Time Off (VTO): A benefit that provides employees with paid time off from work to volunteer for charitable or community organizations.
W
Wellness Programs: Initiatives aimed at improving the health and well-being of employees, often including activities like health screenings, exercise programs, and stress management seminars.
Whiteboard Interview: An interview technique that is used to assess a candidate’s problem-solving and analytical skills. It typically involves asking the candidate to solve a technical problem on a whiteboard or other visual medium.
Work-Life Balance: The balance between work and personal life. It is often a priority for employees and is supported by HR policies and programs such as flexible work arrangements and paid time off.
Workforce Analytics: The use of data analysis techniques to understand, improve, and optimize the workforce within an organization.
Workplace Diversity: The acknowledgment and appreciation of differences among employees in terms of age, gender, ethnicity, religion, disability, sexual orientation, education, and national origin.
Workplace Ethics: The moral principles that guide behavior and decision-making in the workplace.
Workplace Sustainability: Initiatives aimed at creating environmentally and socially responsible practices within the workplace.
Y
Year to Date (YTD): The period of time from the beginning of the current year to the present date. It is often used as a way to track progress and performance over time.
Yield Ratio: The percentage of candidates who successfully move from one stage of the recruitment process to the next. It is typically used as a metric to evaluate the effectiveness of the recruitment process.
Z
Zero-Hours Contract: A type of contract where the employer is not obliged to provide any minimum working hours, while the employee is not obliged to accept any work offered.
