What is absenteeism?
Absenteeism is the non-presence of an employee at their job.

What are the types of absenteeism?
Absenteeism could be:

1. Authorised and planned – This includes any time off that has been arranged between the employee and employer, such as holiday leave/vacation/PTO, personal leave, paternity or maternity leave, etc. This type of absence shouldn’t be an issue. With the right preparations, any work and tasks can be scheduled around the absence accordingly.

2. Unplanned but with a reason – Sometimes life happens and unplanned time off is needed. These include illness, family emergencies, or accidents.

3. Unplanned but without a reason – When an employee chooses not to go to work without an approved or genuine reason.

How do you calculate absenteeism?

To calculate an employee’s absentee rate, take the number of unplanned absences days during a period and divide them by the total period, then multiply by one hundred to get a percentage.

For example, Sarah has 4 unplanned absences days over the month (22 workdays). To calculate his absentee rate: (4/22)*100 = 18.18%

How does absenteeism affect business and how much is too much?

The effect on the business depends on a lot of factors like company/team size, role of the employee, etc. However, some of the most common ones are:
– Increased workload, stress, and demotivation for the rest of the team which leads to a toxic culture and attrition.
– Decreased quality and productivity.
– Financial losses.

We would advise you to take action the moment you identify an increase in absenteeism. The longer you ignore the problem, the bigger the negative effects will be.

What should I do?
1. Identify the people who are mostly absent unplanned.
2. Analyse and identify the core reasons behind the absence.
3. Take action to remove/decrease the reasons.
4. Train the managers on how to deal properly with absenteeism.
5. Lead by example.
6. Reach out to our experts for advice.

Ageism is the discrimination or prejudice against individuals based on their age, typically targeting older workers. In the workplace, ageism can manifest in biased hiring practices, limited career opportunities, or unfair treatment, often driven by stereotypes that older employees are less adaptable or technologically proficient.

An agile organization operates with a flexible, responsive, and adaptive approach to business, enabling it to quickly respond to changes in the market, customer needs, or technology. Agile organizations emphasize collaboration, iterative processes, and continuous improvement to maintain competitiveness and innovation.

What is Annual leave?

Annual leave is the amount of paid time off (PTO) an employee can take from work each year. In some countries, the minimum amount of Annual leave days is set by law (EU countries). In other, the number of leave days is part of the compensation package (the US). However, the newest trend is for the company (especially in tech) to offer Unlimited days of Annual Leave.

How many days of Annual leave should I offer to my employees?

Get in touch with our experts who will set the Annual leave policy that is the best for your company.

Get in touch with our experts who will set the Annual leave policy that is the best for your company.

Get in touch with our experts who will set the Anti-discrimination environment for your company.

An applicant (also called a candidate) is a person who formally applies for a job, program, or other opportunity. Applicants typically submit required documents, such as resumes or applications, and may undergo evaluations, such as interviews, to determine their eligibility for the position or program.

What is ATS?

A software application that helps organizations manage their recruitment process by automating job postings, application sorting, and candidate tracking.

What to consider when choosing an ATS?

1. Recruitment volume (number of open positions)
2. Company size
3. Where the Hiring team members are located (in one office or remote, in one country or global spread)
4. Language capabilities
5. Automation
6. Integration with other People (HR) systems/tools
7. User-friendly interface
8. Mobile version/app
9. Reporting and analytics
10. Data Privacy and Security
11. Budget
12. Actual demo of how the features work
13. Seek advice from our experts (they have hands-on experience)

An application form is a standardized document used by organizations to collect information from candidates applying for a job, program, or service. The form typically requests details such as personal information, qualifications, work experience, and references, providing a consistent way to evaluate applicants.

An Apprentice is an individual who is undergoing on-the-job training and education in a specific trade or profession. Apprentices work under the guidance of experienced mentors, gaining practical skills and knowledge while often earning a wage. Apprenticeships are a common pathway to skilled careers.

An Apprenticeship is a structured program that combines on-the-job training with classroom instruction, allowing participants to gain the skills and knowledge necessary for a particular trade or profession. Apprenticeships typically last several years and culminate in a certification or qualification recognized by industry standards.

Get in touch with our experts who will set the Apprenticeship that is the best for your company.

A type of employment relationship (most common in the USA) in which either party can terminate the relationship at any time, for any reason, or for no reason, without prior notice, as long as it does not violate specific laws or contractual agreements. While it provides flexibility, it also necessitates clear communication and fair practices to avoid disputes.

What is attrition?

Attrition refers to the employees leaving the company due to terminations, resignations, retirements, or other reasons for leaving and are not replaced. The attrition can be voluntary or involuntarily and is measured by attrition rate.

What’s the difference between attrition and turnover?

Although these terms are often used interchangeably, the main difference is in what happens after the employee leaves. Attrition is when an employee leaves and the position remains unfilled. Turnover is when the employee leaves and they are replaced with a new hire.

How do you calculate the attrition rate?

Take the number of people who have left the company, divide that by the average number of employees over a period of time, and then multiply by one hundred to get a percentage.

Attrition Rate % = (Number of Leavers that are not replaced/ Average number of employees)*100

Back pay is the compensation an employee receives for work they completed in the past but were not properly paid for, due to underpayment, delays, or wrongful termination. It often includes wages, overtime, bonuses, or other earnings that the employee was entitled to but did not receive at the time

A process used by employers to verify the accuracy of a candidate’s employment history, education, criminal record, and other details.

A balanced scorecard is a strategic management tool that helps organizations measure performance across multiple perspectives, such as financial, customer, internal processes, and learning and growth. It provides a comprehensive view of an organization’s progress toward its strategic goals and helps align day-to-day operations with broader objectives.

A bargaining representative is an individual or organization, such as a trade union, that represents employees in negotiations with employers regarding employment terms, such as wages, working conditions, and benefits. The representative’s role is to advocate for the best interests of the employees during collective bargaining.

Base pay refers to the initial salary or wage an employee earns before additional compensation, such as bonuses, overtime, or benefits. It is the fixed amount paid to employees for their work, typically expressed as an hourly rate, annual salary, or weekly wage.

The base rate is the standard rate of pay for a job or role, often determined by factors such as industry standards, geographic location, and the specific duties of the position. It serves as the foundation for calculating total compensation, including any additional pay like bonuses or overtime.

Base remuneration encompasses the fixed part of an employee’s earnings, including base pay and other guaranteed payments, but excluding variable pay such as bonuses or commissions. It is a critical element in compensation packages, providing a stable income for employees.

Basic competencies are the fundamental skills, knowledge, and abilities required to perform a job effectively. These competencies are essential for all employees within an organization and typically include communication, teamwork, problem-solving, and technical skills relevant to the role.

A behavioral competency is a set of behaviors, attitudes, and actions that are necessary for effective job performance. These competencies are often tied to soft skills like leadership, adaptability, and collaboration, and are evaluated through observations or assessments during the hiring process or performance reviews.

Behavioral risk management involves identifying, assessing, and mitigating risks associated with human behaviors in the workplace. This approach focuses on preventing negative behaviors, such as misconduct or poor decision-making, that could harm the organization’s reputation, operations, or culture.

A behavioral-based interview is a method used by employers to assess a candidate’s past behaviors as a predictor of future performance. Interviewers ask candidates to provide specific examples of how they handled situations relevant to the job, focusing on their actions, decisions, and outcomes.

Benefits refer to the various non-wage compensations provided to employees in addition to their base salary. Common benefits include health insurance, retirement plans, paid time off, and wellness programs. Benefits are a key component of an employee’s total compensation package and play a significant role in job satisfaction.

Benefits administration involves managing and overseeing employee benefits programs, including enrollment, communication, compliance, and ongoing support. Effective benefits administration ensures that employees receive the benefits they are entitled to and that the organization complies with relevant regulations.

A benefits package is a collection of benefits offered to employees by an organization, typically including health insurance, retirement plans, paid leave, and other perks. The package is designed to attract, retain, and motivate employees by providing financial security and work-life balance.

Bereavement leave is paid or unpaid time off provided to employees following the death of a close family member. This leave allows employees to grieve, attend funerals, and manage personal affairs related to the loss without the stress of work obligations.

Best practice refers to a method or technique that has been generally accepted as superior to alternatives because it produces optimal results. In business, best practices are often derived from benchmarking and are used to guide decision-making, improve efficiency, and achieve organizational goals.

A best practice policy is a formal set of guidelines based on proven methods and strategies that have consistently yielded successful outcomes. Implementing such policies helps organizations standardize high-quality practices across all levels and departments, ensuring consistent and effective operations.

A blended workforce is a staffing model that combines full-time employees with contingent workers, such as freelancers, contractors, and part-time staff. This approach allows organizations to be more flexible and agile, scaling their workforce up or down based on demand.

Blind engagement is a recruitment practice where candidates are assessed without revealing identifying information, such as their name, age, or gender. This approach is used to eliminate unconscious bias in the hiring process and promote diversity by focusing solely on the candidate’s skills and qualifications.

A bonus is an additional payment given to employees beyond their regular salary as a reward for achieving specific goals, such as meeting performance targets, company profitability, or other criteria. Bonuses are often used to motivate employees and recognize exceptional work.

Broadbanding is a compensation strategy that consolidates multiple pay grades into fewer, wider salary bands. For example, where one pay grade to another may have an increase of 15%, broadbanding may make this jump 100%. This approach provides greater flexibility in employee compensation and career progression, allowing for more movement within the same salary range and encouraging skill development.

Bullying in the workplace involves repeated, harmful behavior directed at an employee by a colleague, superior, or subordinate. It can take the form of verbal abuse, intimidation, exclusion, or undermining work performance. Addressing bullying is essential for maintaining a safe and respectful work environment.

Bumping is a practice in which a more senior employee whose job is being eliminated displaces a less senior employee in a different role. Common in unionized environments, bumping allows senior employees to retain employment by taking over positions occupied by those with less tenure.

Business continuity planning (BCP) involves developing strategies and procedures to ensure that a company can continue operating during and after a disruption, such as a natural disaster, cyberattack, or pandemic. BCP aims to minimize downtime and maintain critical functions, protecting the organization from significant losses.

Business process outsourcing (BPO) is the practice of contracting specific business functions, such as customer service, payroll, or IT services, to third-party providers. BPO allows companies to reduce costs, focus on core activities, and benefit from the expertise and technology of specialized providers.

Deferred compensation is a portion of an employee’s earnings that is paid out at a later date, often upon retirement or after a specified period. This can include pension plans, stock options, or other forms of savings that provide financial benefits in the future, often with tax advantages.

Developmental counseling is a process in which employees receive guidance and support to improve their skills, performance, and career prospects. This type of counseling focuses on identifying strengths, addressing weaknesses, and creating a plan for personal and professional growth.

Disability refers to a physical or mental condition that significantly impairs an individual’s ability to perform one or more major life activities. In the workplace, accommodations may be provided to enable employees with disabilities to perform their job duties effectively.

A disciplinary procedure is a formal process used by organizations to address employee misconduct or performance issues. It typically involves a series of steps, such as warnings, investigations, and potential sanctions, to correct behavior and ensure compliance with workplace policies.

Discrimination occurs when an individual or group is treated unfairly or unequally based on characteristics such as race, gender, age, religion, disability, or sexual orientation. Discrimination in the workplace is illegal and can lead to serious legal and reputational consequences for organizations.

Distance learning is an educational method that allows students to study remotely without being physically present in a classroom. It uses online platforms, video lectures, and digital resources to deliver instruction, making education accessible to a wider audience, regardless of location.

Diversity in the workplace refers to the inclusion of individuals from various backgrounds, including different races, ethnicities, genders, ages, abilities, sexual orientations, and experiences. Promoting diversity enhances creativity, innovation, and decision-making by bringing multiple perspectives to the table.

Diversity training involves educating employees about the importance of diversity, equity, and inclusion in the workplace. The training aims to raise awareness, reduce biases, and promote respectful interactions among colleagues, ultimately fostering a more inclusive work environment.

The process of reducing the number of employees through layoffs, attrition, or other means to improve organizational efficiency and reduce costs.

Reach out to our experts for advice.

Due diligence is the thorough investigation and evaluation of a business or investment opportunity before making a commitment. In the context of mergers and acquisitions, due diligence involves assessing financials, legal matters, operations, and risks to ensure informed decision-making and avoid potential pitfalls.

An Early Return to Work program is designed to help employees who have been injured or are recovering from an illness return to work as soon as medically possible. This program may involve modified duties, reduced hours, or a gradual increase in workload, allowing employees to transition back to full capacity while minimizing the risk of re-injury and maintaining their connection to the workplace.

Emotional intelligence (EI) refers to the ability to recognize, understand, manage, and influence emotions—both in oneself and in others. High emotional intelligence is crucial for effective leadership, teamwork, and communication, as it enables individuals to navigate social complexities, build strong relationships, and make informed decisions.

An employee is an individual who works for an organization under a contract of service, receiving compensation in the form of wages or salary. Employees are typically subject to the employer’s control and direction regarding the work performed and are entitled to various benefits and protections under labor laws.

Employee advocacy involves employees actively promoting their organization, often through positive word-of-mouth, social media, or networking. It enhances the company’s brand reputation and attracts talent and customers.

Employer advocacy, on the other hand, refers to organizations supporting their employees, such as through promoting a positive work culture, offering career development, and advocating for employee well-being.

Employee assessments are tools and processes used to evaluate an employee’s skills, performance, personality, and potential. These assessments can be used during hiring, promotions, and development planning to ensure that employees are well-suited to their roles and aligned with organizational goals.

An Employee Assistance Program (EAP) is a confidential service provided by employers to help employees manage personal issues that may affect their work performance, health, or well-being. EAPs typically offer counseling, stress management, financial advice, and other support services.

The emotional commitment an employee has to their organization and its goals, leading to higher levels of productivity and job satisfaction.

An Employee Engagement Program consists of strategies and initiatives designed to boost employee morale, motivation, and commitment to the organization. This can include recognition programs, professional development opportunities, and regular feedback mechanisms, all aimed at fostering a positive workplace culture and enhancing productivity.

An Employee Exit Survey is a tool used to gather feedback from employees who are leaving the organization. The survey seeks to understand their reasons for departure, job satisfaction, and any issues they faced during their employment. Insights from exit surveys can help organizations improve retention and address workplace challenges.

Employee expense management refers to the process of controlling and reimbursing employee-incurred expenses, such as travel, meals, and office supplies. Effective expense management involves setting clear policies, streamlining approval processes, and using software to track and audit expenses.

Employee management software is a digital solution that helps organizations manage various HR functions, including employee records, attendance, performance, and payroll. This software centralizes HR activities, improves efficiency, and provides analytics to support decision-making.

Employee relations refers to the efforts made by an organization to manage and maintain a positive relationship between employers and employees. This includes handling workplace conflicts, ensuring fair treatment, fostering open communication, and promoting a productive work environment. Effective employee relations contribute to higher morale, reduced turnover, and increased employee engagement.

Employee retention involves strategies and practices aimed at keeping talented employees within the organization and reducing turnover. This can include offering competitive compensation, career development opportunities, a positive work environment, and recognition programs. High employee retention is crucial for maintaining organizational knowledge and reducing recruitment and training costs.

Employee self-service is a feature in HR systems that allows employees to access and manage their personal information, benefits, payroll, and other HR-related tasks independently. Through a web portal or mobile app, employees can update their details, request time off, view pay stubs, and participate in training, reducing administrative burden and empowering employees.

Employer brand refers to an organization’s reputation as an employer and its value proposition to employees. A strong employer brand attracts top talent, retains current employees, and differentiates the organization from competitors by highlighting its culture, values, and benefits.

The Employer Value Proposition (EVP) is the unique set of benefits and rewards that an organization offers to its employees in exchange for their skills, capabilities, and experience. A compelling EVP encompasses salary, benefits, work environment, career development opportunities, and company culture, and is critical for attracting and retaining top talent.

Empowerment in the workplace refers to giving employees the authority, resources, and support they need to make decisions, solve problems, and take ownership of their work. Empowerment leads to increased job satisfaction, innovation, and productivity by fostering a sense of trust and responsibility.

An Exit interview is a meeting conducted with an employee who is leaving the organization, typically on their last day or shortly before. The purpose is to gather feedback on their experience, understand the reasons for their departure, and identify areas for improvement. Insights from exit interviews can help reduce turnover and improve workplace practices.

Get in touch with our experts who will conduct the Exit Interviews for you or will teach you how to do it.

An Expatriate (or expat) is an employee who is temporarily or permanently relocated to a foreign country by their employer. Expatriates are often sent to manage operations, transfer knowledge, or provide specialized skills in the host country. Managing expats involves addressing challenges such as cultural adaptation, compensation, and repatriation.

A Grievance is a formal complaint raised by an employee or group of employees regarding workplace issues, such as unfair treatment, contract violations, or unsafe working conditions. The grievance process allows for these complaints to be addressed and resolved through a structured procedure, often involving management and, in unionized settings, labor representatives.

Harassment refers to unwanted behavior that creates a hostile, intimidating, or offensive work environment. It can be based on race, gender, religion, age, disability, or other protected characteristics. Harassment can take many forms, including verbal abuse, physical intimidation, or unwelcome advances, and it violates workplace policies and laws, leading to disciplinary action and legal consequences.

The Hawthorne Effect is a psychological phenomenon where individuals modify their behavior in response to being observed or studied. Named after a series of studies conducted at the Hawthorne Works factory in the 1920s, it suggests that people tend to improve their performance when they know they are being watched. This effect highlights the importance of attention and recognition in motivating employees.

Maslow’s Hierarchy of Needs is a motivational theory that proposes a five-level pyramid of human needs: physiological, safety, love/belonging, esteem, and self-actualization. According to this theory, individuals are motivated to fulfill basic needs (such as food and safety) before moving on to higher-level needs (such as self-esteem and personal growth). In the workplace, understanding this hierarchy helps in creating environments that meet employees’ varying needs, leading to higher satisfaction and productivity.

The host-country refers to a foreign country where an organization operates, outside of its home country. In international business, the host-country is where multinational companies establish branches, subsidiaries, or joint ventures, and must navigate local regulations, culture, and business practices.

HRaaS (Human Resources as a Service) is a cloud-based model where HR services and solutions are provided as a service through a subscription-based platform. HRaaS allows companies to outsource various HR functions, such as payroll processing, benefits administration, employee onboarding, and performance management, to a third-party provider. This model offers scalability, flexibility, and cost-efficiency, enabling organizations to access advanced HR tools and expertise without the need for significant in-house resources. HRaaS is particularly attractive for companies looking to streamline their HR operations and focus on core business activities.

The process of collecting and analyzing Human Resource (HR) data to improve an organization’s workforce performance.

An HR audit is a comprehensive review of an organization’s human resources policies, practices, and procedures. The audit assesses compliance with laws and regulations, identifies areas for improvement, and ensures that HR functions align with organizational goals. Regular HR audits help mitigate risks, improve efficiency, and support strategic decision-making.

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HR compliance refers to the process of ensuring that an organization’s HR practices and policies adhere to federal, state, and local labor laws and regulations. This includes areas such as employment law, health and safety, anti-discrimination, and wage and hour rules. HR compliance is crucial for avoiding legal issues and fostering a fair and safe workplace.

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An HR generalist is a human resources professional with a broad range of responsibilities across multiple HR functions, including recruitment, employee relations, benefits administration, performance management, and compliance. HR generalists are versatile and play a key role in supporting both employees and management in various aspects of HR.

HR software refers to digital tools that help manage and automate human resource functions, such as recruitment, payroll, benefits administration, performance management, and employee data management. HR software can range from standalone applications to comprehensive HR management systems (HRMS), enhancing efficiency, accuracy, and strategic HR management.

Human capital refers to the collective skills, knowledge, experience, and abilities possessed by an organization’s employees. It represents the value that employees bring to a company through their work, creativity, and problem-solving capabilities. Investing in human capital through training, development, and education is critical for organizational growth and competitiveness.

Human Capital Management (HCM)is a comprehensive approach to managing an organization’s workforce. It involves recruiting, developing, and retaining employees, as well as optimizing their performance and aligning their goals with the company’s strategic objectives. HCM encompasses various HR functions, including talent management, performance management, and compensation, focusing on maximizing the value of human capital.

Human Capital Management Software-as-a-Service (HCM SaaS) refers to cloud-based software solutions that manage HR processes and human capital functions. With HCM SaaS, organizations can access HR tools and data from anywhere, ensuring real-time updates, scalability, and reduced IT costs. This model supports functions such as payroll, talent management, benefits administration, and compliance, all delivered via the Internet.

A Human Resource Information System (HRIS) is a software solution used to manage and streamline HR processes, including employee data management, payroll, benefits administration, and compliance tracking. An HRIS centralizes HR information in one system, making it easier to store, access, and analyze employee data, thereby enhancing decision-making and operational efficiency.

A Human Resource Management System (HRMS) is a comprehensive software platform that integrates multiple HR functions into one system. It typically includes features for recruitment, payroll, performance management, learning and development, and employee self-service. An HRMS enables organizations to manage the entire employee lifecycle, from hiring to retirement, improving efficiency and alignment with strategic goals.

Human Resource Outsourcing (HRO) involves delegating specific HR functions or processes to an external service provider. This can include tasks like payroll processing, benefits administration, recruitment, and employee training. Outsourcing HR allows organizations to focus on core business activities, reduce costs, and access specialized expertise while ensuring compliance and operational efficiency.

Job analysis is the process of systematically studying a job to identify its key components, including duties, responsibilities, required skills, knowledge, and working conditions. The information gathered from a job analysis is used to create job descriptions, determine compensation, and develop training programs. It serves as the foundation for effective HR practices like recruitment, performance appraisal, and workforce planning.

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A job board is an online platform where employers post job vacancies and job seekers can browse and apply for positions. Job boards can be general, covering a wide range of industries, or specialized, focusing on specific fields or job types. They are a critical tool for connecting employers with potential candidates and are often integrated with applicant tracking systems (ATS).

Job classification is the process of categorizing jobs into a structured system based on similarities in duties, responsibilities, and qualifications. This system is used to determine the relative value of different jobs within an organization, establish pay grades, and ensure consistency and fairness in compensation. Job classification helps in managing large and diverse workforces by standardizing job roles across the organization.

Key Performance Indicators (KPIs) are measurable values that indicate how effectively an individual, team, or organization is achieving key business objectives. KPIs are used to track progress toward specific goals, such as sales targets, customer satisfaction, or operational efficiency. They provide a clear, quantifiable way to assess performance, identify areas for improvement, and align efforts with strategic objectives.

Knowledge, Skills, and Abilities (KSA), refer to the essential attributes required for successful performance in a job.

• Knowledge refers to the theoretical or practical understanding of a subject.
• Skills are the proficiencies developed through training or experience.
• Abilities are the inherent talents or aptitudes an individual possesses.

KSAs are often used in job postings and evaluations to identify the qualifications necessary for a particular role, guiding hiring decisions and professional development.

Management by Objective (MBO) is a performance management approach where managers and employees work together to set clear, measurable goals. Progress toward these objectives is regularly reviewed, and success is typically rewarded. MBO aligns individual goals with organizational objectives, fostering accountability and improving overall performance.

A matrix organization is a management structure where employees report to multiple managers—typically, a functional manager and a project manager. This structure allows for greater flexibility, better resource allocation, and enhanced collaboration across departments. However, it can also lead to confusion and conflicts if roles and responsibilities are not clearly defined.

The Mean wage is the average wage calculated by dividing the total earnings of a group of workers by the number of workers. It provides a general overview of income levels within a population but can be skewed by extremely high or low earnings. The mean wage is useful for understanding overall income trends within an industry or region.

The Median wage is the midpoint of a wage distribution, where half of the workers earn more, and half earn less. Unlike the mean wage, the median wage is not affected by outliers, making it a more accurate reflection of the typical earnings in a given workforce. It is often used to assess income inequality and standard of living.

Mediation services involve a neutral third party who helps disputing parties reach a mutually acceptable resolution. In the workplace, mediation is often used to resolve conflicts between employees or between employees and management. It is a voluntary and confidential process aimed at preserving relationships and avoiding the costs and adversarial nature of litigation.

Mentoring is a professional development relationship where a more experienced individual (the mentor) provides guidance, advice, and support to a less experienced person (the mentee). Mentoring helps mentees develop skills, gain confidence, and navigate career challenges. It also benefits mentors by enhancing their leadership skills and contributing to the development of talent within the organization.

Merit pay is a compensation system where employees receive salary increases or bonuses based on their performance. Unlike across-the-board raises, merit pay rewards individuals who meet or exceed performance targets, providing an incentive for excellence. This system is often tied to performance appraisals and is used to motivate employees and retain top talent.

Millennials refer to the generational cohort born between approximately 1981 and 1996. Also known as Generation Y, Millennials are characterized by their familiarity with digital technology, values of work-life balance, and desire for meaningful work. In the workplace, they prioritize flexibility, career development, and a positive company culture, influencing how organizations attract and retain talent.

A mission statement is a brief, powerful statement that defines an organization’s purpose, core values, and goals. It communicates the company’s reason for existence and provides direction for decision-making and strategy. A strong mission statement aligns employees and stakeholders with the organization’s vision, guiding its culture and growth.

A momtrepreneur is a mother who starts and runs her own business, balancing entrepreneurship with motherhood. These women often create businesses that allow them to manage their time flexibly and align their work with their family’s needs. The term highlights the challenges and achievements of women who juggle both business and parenting responsibilities.

Motivational theories explore what drives individuals to achieve goals and perform at their best. Key theories include:

• Maslow’s Hierarchy of Needs (needs-based motivation),
• Herzberg’s Two-Factor Theory (hygiene factors and motivators),
• McGregor’s Theory X and Theory Y (management styles), and
• Vroom’s Expectancy Theory (effort, performance, and reward).

Understanding these theories helps managers create strategies that enhance motivation, satisfaction, and productivity among employees.

The Myers-Briggs Type Indicator (MBTI) is a psychological tool that categorizes individuals into 16 personality types based on four dichotomies:
1. Extraversion (E) vs. Introversion (I),
2. Sensing (S) vs. Intuition (N),
3. Thinking (T) vs. Feeling (F), and
4. Judging (J) vs. Perceiving (P).

The MBTI is widely used in personal development, team building, and leadership training to help individuals understand their preferences, communication styles, and decision-making processes.

Negotiation is the process of two or more parties discussing and compromising to reach a mutually beneficial agreement. It is a critical skill in business, used in various contexts such as salary discussions, contract terms, conflict resolution, and partnerships. Successful negotiation requires preparation, clear communication, understanding of interests, and the ability to find common ground.

Nepotism is the practice of favoring relatives or close friends, especially in hiring or promotions, regardless of their qualifications. Nepotism can lead to unfair practices, reduced morale, and a toxic work environment if it undermines merit-based decision-making. However, in some family-run businesses, nepotism might be more culturally accepted or even expected.

A metric used to gauge the loyalty of an organization’s customers or employees by asking how likely they are to recommend the organization to others.

A contract wherein an employee agrees not to enter into competition with the employer after the employment period is over, within a certain time frame and geographic area.

A Non-Disclosure Agreement (NDA) is a legally binding contract that prevents parties from sharing confidential information with unauthorized third parties. NDAs are commonly used in business to protect trade secrets, proprietary information, and sensitive data during discussions about partnerships, employment, or mergers. Violating an NDA can lead to legal action and damages.

Non-traditional employment refers to work arrangements that differ from the standard full-time, long-term employment model. This includes part-time jobs, freelancing, gig work, remote work, and temporary contracts. Non-traditional employment offers flexibility and autonomy but may lack the stability, benefits, and protections associated with traditional employment.

Traditional employee benefits typically include health insurance, retirement plans, paid time off, and life insurance.

In contrast, non-traditional employee benefits are perks that go beyond these basics to meet the evolving needs of today’s workforce. These might include wellness programs, flexible working hours, remote work options, student loan assistance, mental health support, and even pet insurance.  Non-traditional benefits are increasingly important for attracting and retaining talent, particularly among younger workers who value work-life balance and holistic well-being.

A Performance appraisal is a formal assessment process where an employee’s job performance is evaluated against predefined criteria. Typically conducted annually or semi-annually, performance appraisals review an employee’s achievements, skills, behavior, and overall contribution to the organization. The outcomes of these appraisals are used for making decisions about promotions, compensation, training needs, and career development, as well as for setting future goals.

Performance management is an ongoing process that involves setting goals, monitoring progress, providing feedback, and evaluating employee performance to ensure that organizational objectives are met. It goes beyond annual appraisals, focusing on continuous improvement, employee development, and alignment of individual performance with business goals. Effective performance management helps organizations optimize productivity, retain talent, and foster a culture of accountability and growth.

Performance management software is a digital tool that streamlines the performance management process. It enables organizations to set goals, track progress, facilitate feedback, conduct appraisals, and generate performance reports. This software often integrates with other HR systems to provide a comprehensive view of employee performance, supporting data-driven decisions, and enhancing transparency and communication across teams.

Performance planning is the process of defining employee goals, expectations, and development plans for a specific period, usually aligned with organizational objectives. During performance planning, managers and employees collaborate to set measurable targets, identify key competencies, and outline necessary resources or training. Effective performance planning ensures that employees know what is expected of them and have a clear path to success.

A Performance review is a formal evaluation where an employee’s work over a specific period is assessed. This review typically includes discussions about achievements, challenges, skill development, and future goals. It provides an opportunity for managers to give constructive feedback, recognize accomplishments, and plan for future growth. Performance reviews are essential for aligning employee efforts with organizational objectives and driving continuous improvement.

A Position refers to a specific job or role within an organization, characterized by a set of duties, responsibilities, and requirements. Each position is typically associated with a job title, reporting structure, and compensation level. Positions are created to meet organizational needs and are filled by employees who have the necessary skills and qualifications.

A Position description is a detailed document outlining the duties, responsibilities, qualifications, and expectations for a specific job within an organization. It serves as a guide for both the employer and the employee, ensuring clarity about the role’s purpose, required competencies, and performance standards. Position descriptions are essential for recruitment, performance management, and legal compliance.

A position review is an evaluation of a job or role to ensure it accurately reflects current duties, responsibilities, and organizational needs. This review may lead to updates in the position description, reclassification, or adjustments in compensation. Position reviews are conducted periodically or when there are significant changes in the job’s scope, to maintain alignment with organizational goals and market conditions.

A Positive Culture and Respectful Workplace Survey is a tool used to assess the overall health of an organization’s culture, particularly in terms of respect, inclusivity, and employee well-being. This survey gathers employee feedback on their experiences with workplace behavior, communication, and leadership. The results help organizations identify strengths and areas for improvement, fostering a positive, respectful, and productive work environment.

Probation is a trial period at the start of an employee’s employment, during which their performance, behavior, and suitability for the role are evaluated. During probation, both the employer and employee assess whether the job is a good fit. If the employee meets expectations, their position becomes permanent; otherwise, the employment may be terminated or the probation period extended. Probation periods typically last between three to six months.

A Professional Employer Organisation (PEO) is a firm that provides comprehensive HR services to small and medium-sized businesses by entering into a co-employment relationship. The PEO manages tasks such as payroll, benefits, tax administration, compliance, and employee onboarding. This allows companies to focus on their core business while the PEO handles HR responsibilities, ensuring compliance with regulations and offering competitive benefits.

Protected concerted activity refers to the right of employees to work together to improve their working conditions, wages, or other employment terms. Under U.S. labor law, these activities are protected even if the employees are not part of a union. Examples include discussing wages with coworkers, raising concerns about safety, or collectively protesting company policies. Employers cannot legally retaliate against employees for engaging in protected concerted activities.

Pre-employment screening involves verifying the credentials, history, and qualifications of a job applicant before hiring. This process may include checking criminal records, employment history, education, credit reports, and references to ensure the candidate is suitable and reliable.

Non-numerical information gathered through methods such as interviews, surveys, and observations, used to gain insights into employee behaviors and attitudes.

A metric used to evaluate the value new hires bring to the organization, often assessed through their performance, retention rates, and cultural fit.

Scalability refers to an organization’s or system’s ability to handle increased demand or growth without compromising performance or efficiency. In a business context, scalability means that a company can expand its operations, whether through adding new customers, increasing production, or entering new markets, while maintaining or improving profitability. Scalable systems and processes are designed to support growth without requiring significant changes or investments.

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Scheduled time-off (planned leave) refers to any leave or time-off that an employee requests in advance and is approved by their employer. This can include vacations, personal days, or appointments. Planning leave in advance allows both the employee and employer to manage workloads and ensure that business operations continue smoothly during the employee’s absence.

Self-service HR refers to digital tools and platforms that allow employees to manage various HR-related tasks on their own, without direct involvement from HR personnel. These tasks can include updating personal information, accessing pay stubs, enrolling in benefits, requesting leave, and reviewing company policies. Self-service HR systems improve efficiency, reduce administrative burden, and empower employees by giving them greater control over their HR activities.

Sensitivity training is a type of workplace training designed to increase employees’ awareness of diversity and inclusivity issues, such as cultural differences, gender equality, and respectful communication. The goal is to foster a more inclusive, respectful, and understanding workplace environment. Sensitivity training helps prevent discrimination and harassment, promotes teamwork, and supports the organization’s commitment to a positive culture.

Sex discrimination occurs when an individual is treated unfairly or unequally because of their sex or gender. This can manifest in various workplace scenarios, such as hiring, promotions, pay, job assignments, or termination. Sex discrimination is illegal in many jurisdictions and organizations are required to have policies and practices in place to prevent and address it. Promoting gender equality is a critical aspect of fostering a fair and equitable work environment.

Sexual harassment is unwelcome behavior of a sexual nature that creates a hostile, intimidating, or offensive work environment. This can include unwelcome advances, inappropriate comments, jokes, gestures, or physical contact. Sexual harassment is illegal and can lead to severe consequences for both the perpetrator and the employer if not properly addressed. Organizations must have clear policies, training, and reporting mechanisms to prevent and manage incidents of sexual harassment.

Short-term disability is a type of insurance benefit that provides employees with a portion of their income if they are temporarily unable to work due to illness, injury, or pregnancy. The coverage typically lasts from a few weeks up to six months, depending on the policy. Short-term disability benefits help employees manage financial responsibilities while they recover and are unable to perform their job duties.

Situational leadership is a management style that suggests leaders should adjust their approach based on the situation and the maturity or competency level of their employees. Developed by Paul Hersey and Ken Blanchard, this model outlines four leadership styles: directing, coaching, supporting, and delegating. Effective situational leadership involves assessing the needs of the team and individuals and applying the most appropriate leadership style to achieve the best outcomes.

Six Sigma is a data-driven methodology for improving business processes by identifying and eliminating defects or errors. It uses statistical tools and techniques to measure and analyze performance, aiming for near-perfect quality with a defect rate of fewer than 3.4 per million opportunities. Six Sigma is widely used in manufacturing, healthcare, finance, and other industries to improve efficiency, reduce costs, and enhance customer satisfaction. The methodology follows a structured approach known as DMAIC (Define, Measure, Analyze, Improve, Control).

Succession planning is the process of identifying and developing internal employees with the potential to fill key leadership positions within the organization in the future. This ensures continuity and smooth transitions when current leaders or key employees leave or retire. Effective succession planning involves mentoring, training, and providing career development opportunities to prepare employees for future roles, thus safeguarding the organization’s long-term leadership pipeline.

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Summary dismissal is the immediate termination of an employee without notice, usually due to serious misconduct, such as theft, violence, or gross negligence. This form of dismissal is typically reserved for situations where the employee’s actions have significantly breached the terms of their employment contract or posed a severe risk to the company. Summary dismissal must be handled carefully to comply with legal standards and minimize the risk of wrongful termination claims.

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A supervisor is a managerial role responsible for overseeing the work of a team or group of employees. Supervisors are tasked with ensuring that tasks are completed efficiently and effectively, providing guidance, support, and feedback to their team members. They play a crucial role in maintaining productivity, addressing employee concerns, and serving as a liaison between staff and upper management.

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Suspension refers to the temporary removal of an employee from their duties, often as a result of disciplinary action or while an investigation is conducted. During a suspension, the employee may be paid or unpaid, depending on company policy and the circumstances of the suspension. Suspension is typically used when there is a serious concern that requires further review before making a final employment decision.

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A system of record (SOR) is an authoritative data source or database that serves as the official record for a specific business area, such as HR, finance, or customer relationships. In HR, the SOR might be an HRIS (Human Resource Information System) that stores all employee data, ensuring accuracy, consistency, and compliance. The system of record is essential for maintaining reliable data that supports decision-making and reporting within the organization.

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Systemic discrimination refers to policies, practices, or cultural norms within an organization that, intentionally or unintentionally, result in unequal treatment or adverse impact on certain groups of people, based on race, gender, age, disability, or other protected characteristics. Unlike isolated incidents of discrimination, systemic discrimination is ingrained in the organization’s operations and can perpetuate inequality over time. Addressing systemic discrimination requires comprehensive policy changes, education, and a commitment to diversity and inclusion.

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Talent management is a strategic approach to attracting, developing, retaining, and utilizing employees to meet current and future organizational needs. It encompasses various HR processes, including recruitment, onboarding, performance management, learning and development, and succession planning. Effective talent management ensures that an organization has the right people with the right skills in place to drive business success and maintain a competitive edge.

Talent pooling is the practice of creating and maintaining a database of potential candidates who are qualified and interested in working for an organization. These candidates may not be actively looking for a job but are considered for future openings. Talent pools allow companies to quickly fill positions with pre-vetted candidates, reducing time-to-hire and ensuring a continuous flow of talent.

Tangible rewards are concrete, measurable incentives given to employees in recognition of their performance, such as bonuses, salary increases, gifts, or other financial benefits. Unlike intangible rewards (like praise or job satisfaction), tangible rewards have a direct economic value and are often used to motivate employees, boost morale, and reinforce desired behaviors.

Team building refers to activities, exercises, or initiatives designed to strengthen relationships, improve communication, and foster collaboration among team members. The goal is to enhance team dynamics, increase trust, and improve overall team performance. Team-building activities can range from informal social events to structured workshops and are critical for creating a cohesive, effective work environment.

A temporary employee is someone hired to work for an organization for a limited period, usually to cover short-term needs such as seasonal work, maternity leave, or specific projects. Temporary employees may be hired directly by the company or through a staffing agency. While they perform many of the same duties as permanent employees, their employment terms are generally less stable and they may not receive the same benefits.

Third-country nationals (TCNs) are employees who are working in a country that is neither their home country nor the country where the company’s headquarters is located. For example, an Italian citizen working for a U.S.-based company in Japan would be considered a TCN. TCNs are often used in international assignments to bring specific skills or knowledge to a foreign subsidiary.

Time and attendance software is a digital tool that helps organizations track and manage employee working hours, attendance, and leave. This software automates processes such as clocking in and out, calculating overtime, and managing vacation requests. Time and attendance software improves accuracy in payroll processing, ensures compliance with labor laws, and provides insights into workforce productivity.

Total compensation refers to the complete package of wages, benefits, bonuses, and other financial and non-financial rewards that an employee receives in exchange for their work. It includes base salary, incentives, health insurance, retirement plans, and other perks like stock options or paid time off. Understanding total compensation helps employees see the full value of their employment package beyond just their paycheck.

Total Quality Management (TQM) is a continuous, organization-wide effort to improve the quality of products, services, and processes by focusing on customer satisfaction and reducing errors. TQM involves all employees in the quality improvement process and uses data-driven decision-making to enhance performance. It’s a holistic approach to quality that integrates customer feedback, process optimization, and a commitment to excellence at all levels of the organization.

Total remuneration is the sum of all financial and non-financial compensation provided to an employee, including base salary, bonuses, benefits, and any additional perks or incentives. It represents the full value of what an employee earns from their employer, helping them understand their overall earnings and the value of their compensation package.

Training refers to the organized efforts by a company to enhance the knowledge, skills, and competencies of its employees. Training programs can be focused on technical skills, soft skills, compliance, or leadership development. Effective training improves employee performance, increases job satisfaction, and helps organizations remain competitive by ensuring their workforce is well-equipped to meet current and future challenges.

Training needs analysis (TNA) is the process of identifying the gap between employees’ current skills and the skills required to perform their jobs effectively. TNA helps organizations determine what training is necessary to fill these gaps, ensuring that training programs are targeted and effective. This analysis involves assessing individual, team, and organizational needs, and aligning them with business objectives.

Transformational leadership is a leadership style that inspires and motivates employees to achieve their highest potential by creating a vision for the future, encouraging innovation, and fostering an environment of trust and collaboration. Transformational leaders are characterized by their ability to effect positive change within an organization, engage and empower employees, and drive significant improvements in performance and culture.

Transitional employment refers to temporary or short-term work assignments that help employees, particularly those with disabilities or returning from long absences, reintegrate into the workforce. These positions are designed to provide a bridge back to regular employment, offering individuals the opportunity to rebuild their skills, confidence, and work habits in a supportive environment.

Turnover refers to the rate at which employees leave an organization and are replaced by new hires. High turnover can be costly and disruptive, often indicating underlying issues such as poor job satisfaction, inadequate compensation, or lack of career development opportunities. Turnover can be categorized as voluntary (when employees choose to leave) or involuntary (when employees are terminated or laid off). Managing turnover effectively involves understanding its causes and implementing strategies to improve employee retention.

The rate at which employees leave an organization and need to be replaced, often used as an indicator of organizational health and employee satisfaction.

Compensation that is based on performance and results, including bonuses, commissions, and profit-sharing, as opposed to fixed pay like salaries.

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A video interview is a job interview conducted remotely via video conferencing technology. This method allows employers to interview candidates who are not in the same geographical location, making the hiring process more efficient and cost-effective. Video interviews can be live or pre-recorded, where candidates answer a set of questions on camera. This approach is increasingly popular in recruitment, especially for initial screening stages.

Virtual HR refers to the use of technology to deliver HR services and functions remotely. This includes everything from online recruitment and onboarding to digital training programs and virtual employee support. Virtual HR allows organizations to manage their workforce more flexibly and efficiently, especially in a remote or hybrid work environment. It also facilitates global HR operations by providing consistent services across different locations.

Voluntary benefits are additional perks or insurance options offered by employers but paid for by employees. These benefits are optional and can include offerings such as dental insurance, vision care, life insurance, or wellness programs. Voluntary benefits provide employees with the opportunity to customize their benefits package according to their needs while enhancing the overall attractiveness of the employer’s compensation package.

A wellness program is an employer-sponsored initiative designed to promote the health and well-being of employees. These programs can include activities such as fitness challenges, health screenings, smoking cessation programs, and mental health support. The goal is to improve employees’ overall health, reduce healthcare costs, and increase productivity by fostering a healthier, happier workforce.

A whistle-blower is an individual who exposes illegal, unethical, or harmful practices within an organization. Whistle-blowers may report issues such as fraud, safety violations, or discrimination to authorities or the public. Many jurisdictions offer legal protections to whistle-blowers to prevent retaliation by employers, and some organizations have internal mechanisms to address concerns raised by whistle-blowers.

Work-life balance refers to the equilibrium between an individual’s work responsibilities and personal life. Achieving a healthy work-life balance is crucial for reducing stress, preventing burnout, and maintaining overall well-being. Employers can support work-life balance by offering flexible work arrangements, remote work options, and policies that encourage taking time off when needed.

Work-life employee benefits are benefits designed to help employees balance their work and personal lives. These benefits may include flexible working hours, remote work options, childcare support, paid parental leave, and wellness programs. By offering such benefits, employers can improve job satisfaction, reduce turnover, and attract top talent.

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A workforce refers to the collective group of employees working for an organization or within a specific industry or sector. The workforce includes all individuals, whether full-time, part-time, temporary, or contract workers, who contribute to the operations and goals of an organization. Understanding the composition and dynamics of the workforce is crucial for effective workforce planning and management.

Workforce analysis involves evaluating the current and future workforce needs of an organization. This process includes analyzing workforce demographics, skills, productivity, and turnover rates to ensure that the organization has the right number of employees with the right skills to meet its goals. Workforce analysis helps in identifying gaps, forecasting future staffing needs, and developing strategies to address those needs.

Workforce management (WFM) is a set of processes and tools used by organizations to optimize employee productivity and ensure that staffing levels align with business demands. WFM involves scheduling, time and attendance tracking, forecasting labor needs, and managing employee performance. Effective workforce management helps organizations improve efficiency, reduce labor costs, and maintain high levels of service.

Workforce management software is a digital tool that automates the processes involved in workforce management, such as scheduling, time tracking, and labor forecasting. This software helps organizations manage their workforce more effectively by providing real-time data, improving communication, and ensuring compliance with labor laws. It is particularly useful for businesses with large or distributed teams.

Workforce planning is the strategic process of analyzing and forecasting the workforce needs of an organization to ensure that it has the right talent in place to meet its future goals. This involves assessing current workforce capabilities, predicting future needs based on business objectives, and developing plans to recruit, train, and retain employees. Workforce planning helps organizations address skill gaps, plan for succession, and respond to changes in the labor market.

Wrongful dismissal or Wrongful termination occurs when an employee is terminated from their job in violation of legal rights or contractual terms. This could include being fired without cause, without following proper procedures, or in retaliation for whistle-blowing or filing a complaint. Employees who believe they have been wrongfully dismissed can pursue legal action against the employer, seeking compensation or reinstatement.

A policy that enforces strict consequences for certain behaviors or actions, such as harassment or discrimination, without exceptions.

360-degree feedback is a comprehensive performance evaluation method where an employee receives feedback from multiple sources, including peers, subordinates, supervisors, and sometimes even clients. This approach provides a well-rounded view of an employee’s strengths and areas for improvement, as it captures diverse perspectives on their performance and behavior. The goal of 360-degree feedback is to promote personal and professional development, enhance self-awareness, and improve overall performance by highlighting blind spots that might not be visible through traditional top-down reviews.

360-degree feedback surveys are the tools used to collect feedback from various sources as part of the 360-degree feedback process. These surveys typically include questions or rating scales related to an employee’s competencies, behaviors, and performance. The responses are usually anonymized and aggregated to provide constructive, non-biased feedback that the employee can use for self-improvement. The survey results are often discussed in development meetings or coaching sessions to help the employee create a targeted improvement plan.