🤝 HR & People

A document outlining duties, responsibilities, and requirements for a role.

Software that automates the collection and management of job applications.

The process of integrating a new employee into the organization.

A company's reputation as an employer and its value proposition to candidates.

Proactively approaching passive candidates for senior or specialized roles.

A pool of pre-screened candidates ready to fill future vacancies.

The unique set of benefits an employer offers in exchange for employee skills.

The stages a candidate passes through from application to hire.

Engagement activities for new hires between offer acceptance and start date.

A standardized interview format with pre-defined questions for all candidates.

The strategic process of identifying, attracting, and hiring skilled employees.

A multi-exercise evaluation process used to assess candidates for selection or development.

An interview format using past behavior to predict future job performance.

Standardized assessments measuring candidates' cognitive ability, personality, or aptitude.

A structured orientation program introducing new employees to the organization and role.

The total annual expense an employer incurs for a single employee.

Total employee earnings before tax and other deductions are applied.

A mandatory retirement savings scheme with employer and employee contributions.

A statutory lump sum paid to employees upon completing five years of service.

A plan granting employees the right to buy company shares at a fixed price.

A defined salary range for a group of jobs at a similar level.

A variable pay component awarded based on individual or organizational performance.

Comparing internal pay against external market data to ensure competitiveness.

Compensation linked to performance outcomes rather than fixed in the contract.

The complete package of monetary and non-monetary benefits offered to employees.

Ensuring employees are paid fairly regardless of gender, ethnicity, or protected characteristics.

Comparing internal pay levels against external market data by role and level.

India's social security scheme providing medical and other benefits to low-wage workers.

A process identifying gaps between current and required employee skills.

A structured set of behaviors and skills defining success in an organization.

A framework where 70% of learning comes from experience, 20% from others, 10% formal.

A four-level framework for evaluating the effectiveness of training programs.

A learning approach combining online digital content with traditional face-to-face instruction.

A software platform for creating, delivering, and tracking employee training.

Identifying and developing employees to fill key leadership positions in the future.

A developmental relationship where an experienced person guides a less experienced one.

A personalized roadmap outlining an employee's learning and career goals.

An employee identified as having the ability to perform at higher leadership levels.

A structured dialogue process that helps individuals unlock their potential and improve performance.

The ability to learn quickly from experience and apply new insights in novel situations.

A goal-setting framework using Objectives and Key Results to drive alignment.

A measurable metric used to evaluate success in achieving key business objectives.

A feedback process where employees receive input from supervisors, peers, and subordinates.

A forced distribution method where employees are rated across a normal distribution.

A formal plan outlining steps an underperforming employee must take to improve.

Goals that are Specific, Measurable, Achievable, Relevant, and Time-bound.

A process where managers align on performance ratings to ensure consistency.

A formal process of evaluating an employee's performance against set objectives.

An ongoing process of giving and receiving performance feedback throughout the year.

A standardized measurement tool used to assess employee performance levels.

A formal employee complaint about a workplace issue or perceived unfair treatment.

Formal corrective measures taken against an employee for misconduct or policy violations.

A formal body of employee representatives that consults with management on workplace matters.

Negotiation between employer and union representatives on employment terms.

A confidential counseling and support service provided by employers to employees.

The emotional commitment an employee has toward their organization and its goals.

A conversation with a departing employee to understand their reasons for leaving.

The rate at which employees leave an organization over a given period.

A belief that one can speak up, take risks, or make mistakes without fear of punishment.

Reporting illegal, unethical, or unsafe organizational behavior to internal or external bodies.

An employer's holistic approach to supporting employees' physical, mental, and financial health.

Habitual or frequent absence of an employee from work without a valid reason.

Automatic, unintentional stereotypes influencing decisions and judgments about others.

Creating an environment where all employees feel valued, respected, and able to contribute.

An invisible barrier preventing minorities or women from rising to senior organizational levels.

Policies giving preferential treatment to underrepresented groups to address historical inequalities.

Organizational initiatives to ensure fair representation and belonging for all employees.

Voluntary, employee-led groups that foster inclusion for shared identity or interest.

The average difference in earnings between men and women in an organization.

The shared values, beliefs, and behaviors that define how work gets done in an organization.

The experience of feeling accepted, valued, and connected in one's workplace.

Selecting candidates based on alignment with organizational values, not just skills.

India's law mandating prevention of sexual harassment at the workplace.

Adherence to all laws and regulations governing employment in a jurisdiction.

A pre-employment check verifying a candidate's employment history, education, and credentials.

Legal regulations governing the rights and duties of employers and employees.

A legally binding agreement between employer and employee setting out terms of employment.

The time an employee or employer must give before ending the employment relationship.

A legal contract preventing employees from sharing confidential company information.

A systematic review of HR policies, processes, and compliance against standards.

A third-party organization that legally employs workers on behalf of another company.

Application of data protection regulations to employee and candidate personal data.

The number of direct reports a manager is responsible for supervising.

A structure where employees report to both functional and project or product managers.

A responsibility assignment matrix defining Responsible, Accountable, Consulted, and Informed roles.

A visual diagram showing the hierarchical structure and reporting relationships in an organization.

Redesigning a role to add more meaningful responsibilities and autonomy.

A strategic process of aligning workforce supply with future organizational demand.

A systematic process of evaluating and ranking jobs based on relative size or complexity.

Reducing the number of management layers in an organization to increase agility.

Moving employees across different roles or departments to broaden skills and perspective.

The process of determining the number and type of roles required to achieve business goals.

An HR professional embedded with business units to align HR strategy with business needs.

Using data and statistical analysis to inform and improve HR decisions.

A structured approach to transitioning individuals and organizations through change.

The elimination of a position when it is no longer required by the organization.

The formal process of separating an employee from the organization.

An integrated approach to attracting, developing, engaging, and retaining employees.

Work arrangements that allow variation in hours, location, or schedule from the standard.

The sum of all interactions an employee has with their organization throughout their lifecycle.