115 Human Resources Term [HR Terms] – BT School

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Unlock the world of Human Resources with our comprehensive guide to essential HR terms. From recruitment to performance management, gain expert insights.

Human Resources (HR) plays a crucial role in managing the people within an organization, focusing on various aspects such as recruitment, training, performance management, and employee relations. In this article, we will explore a wide range of terms used in the field of Human Resources, providing you with valuable insights into the key concepts and practices that drive effective people management.

Recruitment and Selection

Recruitment and Selection involve attracting and hiring the right individuals for organizational roles. In this section, we delve into terms such as job analysis, talent sourcing, screening, and interviews, highlighting the processes and strategies involved in acquiring top talent.

  1. Applicant Tracking System (ATS) [ap-li-kant trak-ing sis-tuhm]: A software application that helps organizations manage and streamline their recruitment process by tracking and organizing candidate applications, resumes, and hiring-related data.
  2. Behavioral Interview [bi-heyv-yer-uhl in-ter-vyoo]: An interview technique that focuses on assessing a candidate’s past behaviors and experiences as indicators of their future performance and suitability for a specific role.
  3. Compensation [kom-puhn-sey-shuhn]: The total rewards, including salary, benefits, bonuses, and incentives, provided to employees in exchange for their work, skills, and contributions to the organization.
  4. Job Analysis [job uh-nal-uh-sis]: The process of gathering and analyzing information about the duties, responsibilities, skills, qualifications, and working conditions of a specific job or role within an organization.
  5. Onboarding [awn-bohr-ding]: The process of integrating and orienting new employees into the organization, providing them with the necessary information, tools, and support to become productive and engaged in their roles.

Training and Development

Training and Development focus on enhancing employee skills and capabilities. In this subsection, we cover terms such as training needs assessment, learning and development programs, on-the-job training, and mentoring, showcasing the importance of continuous learning to foster employee growth and organizational success.

  1. Coaching [koh-ching]: A developmental process where a more experienced individual (coach) provides guidance, feedback, and support to help another person (coachee) improve their skills, performance, and personal growth.
  2. Employee Engagement [em-ploi-ee en-geyj-muhnt]: The level of emotional commitment, motivation, and involvement that employees have toward their work, the organization, and its goals, often resulting in higher productivity, satisfaction, and retention.
  3. Leadership Development [lee-der-ship dih-vel-uhp-muhnt]: The intentional and systematic process of enhancing the skills, competencies, and qualities of individuals in leadership positions to drive organizational success and inspire others.
  4. Performance Appraisal [per-for-muhns uh-prai-zuhl]: The formal process of evaluating and assessing an employee’s job performance, usually based on predetermined criteria, goals, and competencies, providing feedback and identifying areas for improvement or recognition.
  5. Training Needs Analysis [trey-ning needs uh-nal-uh-sis]: The process of identifying the gap between desired and existing employee knowledge, skills, and competencies, to determine the training and development interventions required to bridge that gap.

Employee Relations

Employee Relations involve managing the relationship between employees and the organization. In this segment, we discuss terms such as employee engagement, conflict resolution, employee satisfaction surveys, and workplace communication, emphasizing the significance of fostering positive employee relations for a productive and harmonious work environment.

  1. Diversity and Inclusion [dih-ver-si-tee and in-kloo-zhuhn]: The practice of valuing and respecting individual differences and creating an inclusive environment that embraces diverse backgrounds, perspectives, and experiences within the workplace.
  2. Employee Assistance Program (EAP) [em-ploi-ee uh-sis-tuhns proh-gram]: A workplace program that offers confidential counseling, support, and resources to employees to help them address personal and work-related challenges or issues.
  3. Grievance Procedure [gree-vuhns proh-see-jer]: A formal process that allows employees to voice their concerns, complaints, or grievances about work-related matters and provides a structured approach for resolution and fair treatment.
  4. Occupational Health and Safety [ok-yuh-pey-shuhn-uhl helth and seyf-tee]: The policies, procedures, and practices aimed at ensuring the health, safety, and well-being of employees within the work environment, minimizing hazards and preventing workplace injuries or illnesses.
  5. Work-Life Balance [wurk-lahyf bal-uhns]: The equilibrium or harmony between work-related responsibilities and personal life, enabling individuals to effectively manage their time, energy, and commitments in both domains.

Leadership and Management

Leadership and Management play a critical role in guiding and directing the organization. In this section, we explore terms such as leadership styles, managerial competencies, team management, and decision-making, showcasing the essential skills and qualities of effective leaders and managers.

  1. Change Management [cheynj man-ij-muhnt]: The structured approach and set of activities aimed at preparing, facilitating, and supporting individuals, teams, and organizations through a planned change initiative to achieve desired outcomes and minimize resistance.
  2. Emotional Intelligence [ih-moh-shuh-nl in-tel-i-juhns]: The ability to recognize, understand, and manage one’s own emotions and effectively navigate and respond to the emotions of others, often associated with effective leadership and interpersonal relationships.
  3. Knowledge Management [nah-lij man-ij-muhnt]: The process of capturing, organizing, sharing, and utilizing knowledge and information within an organization to enhance learning, innovation, decision-making, and overall performance.
  4. Situational Leadership [si-choo-ey-shuh-nl lee-der-ship]: A leadership model that emphasizes the importance of adapting one’s leadership style based on the specific situation and the needs and development level of the individuals or team being led.
  5. Strategic Planning [struh-teejik plan-ing]: The process of defining an organization’s long-term goals and objectives, identifying the actions and resources required to achieve them, and aligning the organization’s activities and decisions with its overall strategy.

Performance Management

Performance Management involves setting performance goals, providing feedback, and evaluating employee performance. In this subsection, we cover terms such as performance appraisal, key performance indicators (KPIs), performance feedback, and performance improvement plans, highlighting the importance of aligning individual and organizational goals for optimal performance.

  1. Key Performance Indicators (KPIs) [kee per-for-muhns in-di-key-ters]: Quantifiable measures used to evaluate and track progress toward strategic objectives, goals, or desired outcomes, providing a clear focus on performance and results.
  2. Performance Management System [per-for-muhns man-ij-muhnt sis-tuhm]: The set of processes, tools, and practices used to establish performance expectations, monitor and assess employee performance, provide feedback, and support continuous improvement.
  3. Succession Planning [suhk-sey-shuhn plan-ing]: The process of identifying and developing potential internal candidates for key positions or roles within an organization to ensure a smooth transition and continuity of leadership.
  4. Talent Acquisition [tal-uhnt uh-kwuh-zishuhn]: The process of attracting, sourcing, and recruiting skilled individuals who align with the organization’s requirements and contribute to its success and future growth.
  5. Workforce Planning [wurk-fors plan-ing]: The strategic process of forecasting and aligning an organization’s current and future workforce needs with its business goals and objectives, considering factors such as demographics, skills, and talent availability.

Compensation and Benefits

Compensation and Benefits refer to the rewards and remuneration provided to employees. In this section, we discuss terms such as salary structures, incentives, benefits packages, and compensation benchmarking, emphasizing the significance of fair and competitive compensation to attract and retain top talent.

  1. Base Salary [beys sal-uh-ree]: The fixed amount of money that an employee receives for performing their job responsibilities, excluding additional compensation elements such as bonuses or incentives.
  2. Benefits Package [ben-uh-fits pak-ij]: The collection of non-wage compensations provided to employees by an organization, including health insurance, retirement plans, paid time off, and other perks or privileges.
  3. Compensation Survey [kom-puhn-sey-shuhn sur-vey]: A systematic collection of data from various organizations to benchmark and compare salary and benefit structures, ensuring competitiveness in the job market.

Performance Management

Performance management focuses on identifying and implementing strategies to enhance individual and organizational performance. In this section, we discuss terms such as performance metrics, performance coaching, performance feedback, and continuous improvement, highlighting the importance of setting goals, measuring progress, and continuously striving for excellence.

  1. Performance Improvement Plan (PIP) [per-for-muhns im-proov-muhnt plan]: A structured process that outlines specific performance expectations, goals, and actions required to help an employee improve their performance and meet the desired standards.
  2. 360-Degree Feedback [thuh-ree-sik-stee dee-gree fee-dbak]: A feedback process that involves gathering input and assessments from multiple sources, including supervisors, peers, subordinates, and sometimes external stakeholders, to provide a comprehensive view of an individual’s performance and development areas.
  3. Performance Evaluation [per-for-muhns ih-val-yoo-ey-shuhn]: A formal assessment conducted to evaluate an employee’s job performance against predetermined criteria, goals, and expectations, providing feedback and determining rewards, promotions, or developmental needs.
  4. Performance Metrics [per-for-muhns meh-triks]: Quantifiable measures or indicators used to assess and track an individual’s or team’s performance, often aligned with organizational goals and objectives.
  5. Performance Review [per-for-muhns ri-vyoo]: An evaluation or assessment of an employee’s performance, typically conducted on an annual or periodic basis, involving discussions, feedback, and goal setting for future improvement.

Leadership Development

Leadership Development focuses on nurturing and enhancing the leadership skills and capabilities of individuals within an organization. In this subsection, we explore terms such as leadership training programs, succession planning, executive coaching, and leadership assessments, highlighting the importance of developing strong leaders to drive organizational growth and success.

  1. Executive Coaching [ig-zek-yuh-tiv koh-ching]: One-on-one coaching and guidance provided to senior executives or high-potential leaders to enhance their leadership skills, performance, and effectiveness in driving organizational success.
  2. Leadership Styles [lee-der-ship stahylz]: Different approaches or behaviors adopted by leaders to influence and guide their teams, such as autocratic, democratic, transformational, or servant leadership styles.
  3. Succession Planning [suhk-sey-shuhn plan-ing]: The process of identifying and developing potential internal candidates for key positions or roles within an organization to ensure a smooth transition and continuity of leadership.
  4. Talent Management [tal-uhnt man-ij-muhnt]: The strategic and integrated process of attracting, developing, and retaining talented individuals within an organization to meet current and future business needs.
  5. Team Building [teem bil-ding]: Activities or interventions designed to enhance collaboration, communication, and cohesion among team members, fostering a positive work environment and improving team performance.

Employee Relations

  1. Conflict Resolution [kon-flikt rez-uh-loo-shuhn]: The process of addressing and resolving disputes, disagreements, or conflicts between individuals or groups in a constructive manner, promoting positive relationships and maintaining a harmonious work environment.
  2. Employee Engagement [em-ploi-ee en-geyj-muhnt]: The level of emotional commitment, motivation, and involvement that employees have toward their work, the organization, and its goals, often resulting in higher productivity, satisfaction, and retention.
  3. HR Policies [eych-ahr pol-i-sees]: Formal guidelines, rules, or principles established by an organization to govern various aspects of employment, such as conduct, performance expectations, leave policies, and compliance with legal requirements.
  4. Organizational Culture [awr-guh-nuh-zey-shuhn-uhl kuhl-cher]: The shared values, beliefs, attitudes, and behaviors that shape the social and psychological environment of an organization, influencing employee engagement, performance, and overall success.
  5. Performance Recognition [per-for-muhns rek-uhg-nish-uhn]: The acknowledgment and celebration of employee achievements, contributions, and milestones, reinforcing positive behaviors and motivating continued performance excellence.

Recruitment and Selection

  1. Applicant Tracking System (ATS) [ap-li-kuhnt track-ing sis-tuhm]: Software or technology used by organizations to manage and streamline the recruitment process, including job posting, candidate screening, resume management, and interview scheduling.
  2. Behavioral Interview [bi-heyv-yer-uhl in-ter-vyoo]: An interview technique that focuses on gathering specific examples of past behaviors and experiences to assess a candidate’s competencies, skills, and suitability for a particular role.
  3. Job Analysis [job uh-nal-uh-sis]: The systematic process of examining and documenting the tasks, responsibilities, knowledge, skills, and qualifications required for a specific job role within an organization.
  4. Onboarding [awn-bohr-ding]: The process of integrating and orienting newly hired employees into the organization, providing them with the necessary information, resources, and support to start their roles effectively.
  5. Talent Pool [tal-uhnt pool]: A group of potential candidates who possess the desired skills, qualifications, or experience for current or future job openings within an organization, often created through proactive sourcing and talent development initiatives.

Training and Development

  1. Competency Development [kom-pi-tuhn-see dih-vel-uhp-muhnt]: The process of acquiring or enhancing the knowledge, skills, abilities, and behaviors required to perform a job role effectively, aligned with the organization’s competency framework.
  2. Leadership Development Program [lee-der-ship dih-vel-uhp-muhnt proh-gram]: A structured initiative designed to develop and cultivate leadership capabilities in individuals through a combination of training, mentoring, coaching, and experiential learning opportunities.
  3. Learning Management System (LMS) [lur-ning man-ij-muhnt sis-tuhm]: A software platform or system that enables the administration, delivery, tracking, and management of training and development programs, including online courses, resources, and assessments.
  4. Professional Development [pruh-fesh-nl dih-vel-uhp-muhnt]: Activities or programs aimed at enhancing an individual’s knowledge, skills, and competencies in their field of expertise, fostering continuous learning and growth.
  5. Training Needs Assessment [trey-ning needs uh-ses-muhnt]: The process of identifying the gaps between desired and current employee skills and knowledge, determining the training and development requirements to bridge those gaps.

Employee Engagement and Retention

Employee Engagement and Retention encompass strategies and initiatives aimed at creating a positive work environment and fostering employee loyalty. In this section, we discuss terms such as employee satisfaction, recognition programs, retention strategies, and work-life balance, emphasizing the significance of engaging and retaining talented employees for long-term organizational success.

  1. Employee Satisfaction Survey [em-ploi-ee sat-is-fak-shuhn sur-vey]: A survey conducted within an organization to gather feedback from employees on their satisfaction levels, work environment, job expectations, and overall engagement.
  2. Flexible Work Arrangements [flek-suh-buhl werk uh-reynj-muhnts]: Alternative work schedules or arrangements that allow employees to have more control over their work hours or location, promoting work-life balance and employee well-being.
  3. Performance Incentives [per-for-muhns in-sen-tivz]: Monetary or non-monetary rewards, bonuses, or incentives provided to employees based on their individual or team performance, motivating and recognizing high achievers.
  4. Talent Retention [tal-uhnt ri-ten-shuhn]: The strategies, initiatives, and practices implemented by an organization to attract and retain top talent, including competitive compensation, career development opportunities, and a positive work culture.
  5. Workforce Diversity [wurk-fors dih-vur-si-tee]: The presence of a diverse range of individuals within an organization, including differences in gender, race, ethnicity, age, background, and perspectives, fostering inclusivity and innovation.

Employee Relations and Compliance

Employee Relations and Compliance refer to managing the legal and regulatory aspects of employee interactions and ensuring compliance with employment laws. In this section, we discuss terms such as labor relations, disciplinary procedures, workplace policies, and legal compliance, emphasizing the importance of maintaining a fair and compliant work environment.

  1. Disciplinary Action [dis-uh-pluh-ner-ee ak-shuhn]: Formal measures taken by an organization in response to employee misconduct or violation of company policies, ranging from verbal warnings to suspension or termination.
  2. Employee Handbook [em-ploi-ee han-dbook]: A comprehensive document that outlines an organization’s policies, procedures, rules, and expectations, serving as a reference guide for employees regarding their rights and responsibilities.
  3. Equal Employment Opportunity [ee-kwuhl em-ploi-muhnt uh-por-tu-ni-tee]: The principle of providing fair and unbiased employment opportunities to individuals, regardless of their protected characteristics such as race, gender, age, religion, or disability.
  4. Labor Relations [ley-ber ri-ley-shuhnz]: The management of relationships between an organization and its employees or labor unions, including negotiations, collective bargaining, and dispute resolution.
  5. Workplace Harassment [werk-pleys huh-ras-muhnt]: Unwelcome or offensive behavior, such as verbal or physical abuse, discrimination, or bullying, that creates a hostile or intimidating work environment.

Talent Acquisition and Management

Talent Acquisition and Management involve attracting, hiring, and nurturing top talent within an organization. In this subsection, we explore terms such as employer branding, talent pipelines, talent assessment, and succession planning, highlighting the strategies and practices that drive effective talent management.

  1. Employer Branding [em-ploi-er bran-ding]: The process of shaping and promoting an organization’s reputation as an employer to attract and retain top talent, including its values, culture, benefits, and opportunities for growth.
  2. Job Description [job dih-skrip-shuhn]: A written document that outlines the duties, responsibilities, qualifications, and reporting relationships associated with a specific job position.
  3. Recruitment Strategy [ri-kroo-tment strat-i-jee]: A planned approach to attract and hire qualified candidates for job openings, including sourcing methods, selection processes, and employer branding initiatives.
  4. Talent Acquisition [tal-uhnt ak-wuh-zish-uhn]: The process of identifying, sourcing, assessing, and hiring candidates to fill job vacancies within an organization, aligning with workforce planning and strategic goals.
  5. Talent Pipeline [tal-uhnt pyplahyn]: A pool of potential candidates who have expressed interest or demonstrated potential for future job openings, often maintained through networking, referrals, and talent development programs.

Leadership and Management Styles

  1. Change Management [cheynj man-ij-muhnt]: The structured approach to transitioning individuals, teams, and organizations from a current state to a desired future state, ensuring buy-in, minimizing resistance, and maximizing adoption.
  2. Emotional Intelligence [ih-moh-shuh-nl in-tel-i-juhns]: The ability to recognize, understand, and manage one’s own emotions and the emotions of others, influencing effective communication, relationship-building, and decision-making.
  3. Situational Leadership [sich-oo-ey-shuhn-ul lee-der-ship]: A leadership model that emphasizes adapting leadership styles based on the specific needs and maturity level of individuals or teams in different situations.
  4. Strategic Thinking [struh-tee-jik thing-king]: The ability to analyze complex problems, envision future possibilities, and develop innovative strategies to achieve organizational goals, considering internal and external factors.
  5. Team Leadership [teem lee-der-ship]: The skill of guiding and motivating a group of individuals toward a common goal, facilitating collaboration, communication, and optimal team performance.

Performance Management and Appraisal

Performance Appraisal and Feedback involve the evaluation of employees’ job performance and providing constructive feedback. In this subsection, we explore terms such as performance evaluation methods, 360-degree feedback, performance rating scales, and performance improvement plans, highlighting the importance of fair and objective assessments to support employee development and drive organizational growth.

  1. 360-Degree Feedback [three-six-tee dee-gree fee-dbak]: A feedback process that gathers input from multiple sources, including managers, peers, and subordinates, to provide a comprehensive assessment of an individual’s performance and development areas.
  2. Key Performance Indicators (KPIs) [kee per-for-muhns in-di-key-terz]: Quantifiable measures used to evaluate the success or progress of an individual, team, or organization in achieving specific goals or objectives.
  3. Performance Management System [per-for-muhns man-ij-muhnt sis-tuhm]: A structured approach to setting performance expectations, providing ongoing feedback, and assessing employee performance to drive individual and organizational effectiveness.
  4. Performance Review [per-for-muhns ri-vyoo]: A formal evaluation process where managers assess and discuss an employee’s performance, strengths, areas for improvement, and career development opportunities.
  5. Succession Planning [suhk-sesh-uhn plan-ing]: The strategic process of identifying and developing internal talent to fill key leadership and critical roles within an organization, ensuring continuity and minimizing talent gaps.

Compensation and Benefits

Compensation and Benefits Administration focuses on designing and managing employee compensation and benefits programs. In this section, we discuss terms such as salary structures, incentive plans, employee benefits packages, and total rewards, showcasing the significance of aligning compensation and benefits with organizational goals and market competitiveness to attract and retain top talent.

  1. Base Salary [beys sal-uh-ree]: The fixed amount of money paid to an employee for performing their job role, usually excluding additional bonuses, incentives, or benefits.
  2. Employee Benefits [em-ploi-ee ben-uh-fits]: Non-monetary rewards and perks provided to employees in addition to their base salary, such as health insurance, retirement plans, paid time off, and professional development opportunities.
  3. Incentive Programs [in-sen-tiv proh-grams]: Reward systems designed to motivate and incentivize employees to achieve specific performance goals or targets, often linked to financial bonuses or recognition.
  4. Payroll Processing [pey-rohl pros-es-ing]: The administrative function of calculating and disbursing employee wages, salaries, bonuses, and deductions, ensuring accurate and timely compensation.
  5. Total Rewards [toh-tl ri-wawrds]: The comprehensive package of financial and non-financial benefits and incentives offered to employees in recognition of their contributions and to attract, motivate, and retain top talent.

Leadership Development

  1. Coaching and Mentoring [koh-ching and men-tor-ing]: Developmental relationships where an experienced individual (mentor) provides guidance, support, and feedback to another individual (mentee) to foster professional growth and skill development.
  2. Leadership Competencies [lee-der-ship kuhm-peh-ten-seez]: The knowledge, skills, and behaviors required for effective leadership, often defined and assessed within an organization’s competency framework.
  3. Leadership Styles [lee-der-ship stahylz]: Different approaches or behaviors that leaders adopt to influence and guide their teams, such as autocratic, democratic, transformational, or servant leadership.
  4. Succession Management [suhk-sesh-uhn man-ij-muhnt]: The strategic process of identifying and developing a pool of high-potential employees who can potentially fill critical leadership positions in the future.
  5. Visionary Leadership [vizh-uh-ner-ee lee-der-ship]: A leadership style characterized by inspiring and guiding individuals toward a compelling vision of the future, fostering innovation, and driving organizational success.

HR Terms for Organizational Development and Culture

Organizational Development and Culture focus on shaping and enhancing the culture, values, and overall effectiveness of an organization. In this section, we discuss terms such as change management, organizational culture, diversity and inclusion, and organizational learning, emphasizing the importance of aligning organizational values and behaviors for sustainable success.

  1. Cultural Competence [kuhl-chuh-ruhl kom-pi-tuhns]: The ability to effectively interact and work with individuals from diverse cultural backgrounds, recognizing and valuing differences, and promoting inclusion and respect.
  2. Employee Engagement [em-ploi-ee en-geyj-muhnt]: The extent to which employees are committed to their work, motivated, and aligned with the goals and values of the organization, leading to higher productivity and job satisfaction.
  3. Organizational Culture [awr-guh-nuh-zey-shuhn-uhl kuhl-chur]: The shared values, beliefs, and behaviors that shape the social and psychological environment of an organization, influencing how employees interact and work together.
  4. Talent Management [tal-uhnt man-ij-muhnt]: The strategic process of attracting, developing, and retaining top talent within an organization, ensuring a pipeline of skilled individuals who can contribute to the company’s success.
  5. Workforce Planning [wurks-fohrs plan-ing]: The strategic process of forecasting future talent needs, identifying gaps, and implementing strategies to ensure the right people with the right skills are in place to achieve organizational goals.

Employee Development and Training

Employee Development and Training encompass programs and initiatives aimed at enhancing employee skills and knowledge. In this subsection, we explore terms such as skills gap analysis, professional development plans, e-learning platforms, and career development, showcasing the significance of investing in employee growth and fostering a culture of continuous learning.

  1. Career Development [kuh-reer dih-vel-uhp-muhnt]: The ongoing process of acquiring new skills, knowledge, and experiences to enhance one’s career progression and professional growth within an organization.
  2. Leadership Development Program [lee-der-ship dih-vel-uhp-muhnt proh-gram]: Formal initiatives designed to develop and enhance the leadership skills and capabilities of individuals within an organization, often through targeted training, coaching, and experiential learning.
  3. Onboarding [awn-bohr-ding]: The process of integrating and orienting new employees into the organization, providing them with the necessary tools, information, and support to succeed in their roles.
  4. Performance Improvement Plan (PIP) [per-for-muhns im-proov-muhnt plan]: A formal process designed to help employees improve their performance by setting specific goals, providing support, and monitoring progress.
  5. Skill Gap Analysis [skil gap uh-nal-uh-sis]: A systematic assessment of the skills and competencies required for job roles within an organization compared to the current skills possessed by employees, identifying areas for development and training.

Employee Well-being

Employee Well-being focuses on promoting the physical, mental, and emotional health of employees. In this subsection, we cover terms such as wellness programs, work-life integration, stress management, and employee assistance programs, showcasing the importance of prioritizing employee well-being to enhance productivity and overall satisfaction.

  1. Mental Health Awareness [men-tl helth uh-wair-nis]: Promoting understanding, empathy, and support for mental health issues in the workplace, fostering a culture that prioritizes employee well-being and seeks to reduce stigma.
  2. Work-Life Balance [wurk-lahyf bal-uhns]: The equilibrium between work-related responsibilities and personal life, allowing individuals to effectively manage their time and energy in a way that promotes overall well-being and reduces stress.

Recruitment and Selection

Recruitment and Selection Strategies involve the development and implementation of effective approaches to attract and hire the right candidates. In this subsection, we explore terms such as employer branding, applicant tracking systems, interview techniques, and diversity recruitment, highlighting the key strategies and practices to ensure successful talent acquisition.

  1. Applicant Tracking System (ATS) [ap-lih-kunt trak-ing sis-tuhm]: Software used to automate and streamline the recruitment process, including job postings, resume screening, and candidate tracking.
  2. Diversity and Inclusion [dih-vur-si-tee and in-kloo-zhuhn]: A strategic approach to creating a workforce that values and respects individual differences, including factors such as race, gender, age, and background, and fosters an inclusive and equitable work environment.
  3. Job Analysis [job uh-nal-uh-sis]: The process of gathering and analyzing information about a job role, including its tasks, responsibilities, and required skills and qualifications, to create accurate job descriptions and specifications.
  4. Recruitment Strategy [ri-kroot-muhnt strat-uh-jee]: A plan of action outlining how an organization will attract and select qualified candidates for job openings, considering factors such as sourcing channels, branding, and candidate evaluation methods.
  5. Talent Acquisition [tal-uhnt ak-wuh-zish-uhn]: The process of identifying, attracting, and recruiting skilled individuals to meet the talent needs of an organization, often involving sourcing, screening, interviewing, and selecting candidates.
HR Terms Human Resource terms by Business Tenet

Employee Relations and Compliance

  1. Conflict Resolution [kon-flikt rez-uh-loo-shuhn]: The process of addressing and resolving conflicts or disputes that arise between individuals or groups within an organization, fostering effective communication, compromise, and mutual understanding.
  2. Employee Handbook [em-ploi-ee hand-book]: A comprehensive document that outlines an organization’s policies, procedures, and expectations for employees, serving as a reference guide for employee conduct and compliance.
  3. Grievance Procedure [greev-uhns proh-see-jer]: A formal process for employees to voice their concerns or complaints regarding work-related issues, ensuring fair and consistent resolution in accordance with organizational policies and applicable laws.
  4. Occupational Health and Safety [ok-yuh-pey-shuh-nl helth and saf-tee]: The practices and procedures implemented to ensure the health, safety, and well-being of employees in the workplace, including hazard identification, risk assessment, and training.
  5. Workplace Ethics [wurk-pleys eth-iks]: The moral principles and values that guide behavior and decision-making in the workplace, promoting integrity, fairness, and respect for others.

HR Terms for Change Management

Change Management involves implementing and managing organizational changes effectively. In this subsection, we explore terms such as change readiness, change agents, change communication, and resistance management, emphasizing the importance of structured approaches to navigate and adapt to changes within an organization.

  1. Change Agent [cheynj ey-jent]: An individual or group responsible for leading and facilitating organizational change initiatives, driving adoption, and managing resistance to change.
  2. Change Communication [cheynj kuh-myoo-ni-key-shuhn]: The process of effectively communicating and engaging employees throughout a change initiative, providing clear information, addressing concerns, and promoting understanding and support.
  3. Change Management Plan [cheynj man-ij-muhnt plan]: A structured approach to managing the people side of change, including activities such as stakeholder analysis, communication planning, and training and development.
  4. Change Readiness [cheynj red-ee-nis]: The state of preparedness and willingness of individuals and teams within an organization to embrace and adapt to change, including their knowledge, skills, and attitudes.
  5. Change Resistance [cheynj ri-zis-tuhns]: The opposition or reluctance exhibited by individuals or groups when faced with a change, often due to fear, uncertainty, or perceived negative impacts on job roles or routines.

Definitions and pronunciations are for informational purposes only and may vary slightly for different contexts or regions.

To send your feedback, suggestions, or requests for including new words in our HR terms dictionary, please comment below or reach out to us on LinkedIn at BusinessTenet.

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