HR Glossary

A system for collecting, evaluating, and implementing employee ideas and suggestions. A structured process where each initiative receives a status, owner, and feedback—unlike a suggestion box where ideas get lost.

The degree of emotional and professional commitment of an employee to the company: how interested they are in its success, willing to put in extra effort, and recommend their employer to others. According to Gallup, companies with high engagement are 21% more profitable.

A state of chronic stress and exhaustion leading to reduced productivity, cynicism, and loss of motivation. The WHO recognizes burnout as an occupational phenomenon. Main causes: overload, lack of recognition, role ambiguity, loss of meaning.

Applying game mechanics (points, levels, badges, rankings, challenges) in work processes to increase engagement and motivation. Effective gamification is built on intrinsic motivation—without toxic competition or coercion.

A company's reputation as an employer: how it is perceived by current and potential employees. A strong employer brand reduces hiring costs, attracts top candidates, and decreases turnover. Built through EVP, corporate culture, and public reviews.

An employee loyalty index. Measured by a single question: 'How likely are you to recommend our company as an employer? (0–10).' Promoters (9–10) minus Critics (0–6) = eNPS. Benchmark: >20 is good, >50 is excellent.

A system of values, behavioral norms, traditions, and unspoken rules that define how people work together in a company. Culture is what happens when nobody is watching. It's shaped by leaders' actions and what is encouraged or ignored.

Key performance indicators—measurable metrics to track progress toward a goal. In HR: turnover, eNPS, time to hire, engagement. Important: KPIs should incentivize the right behavior, not just 'look good' in a report.

An environment where each employee's contribution is systematically noticed and acknowledged—by management and colleagues. Not one-off bonuses, but an embedded habit of gratitude. According to Workhuman, recognition reduces turnover by 31% and increases productivity by 14%.

The process of introducing a new employee to the company: meeting the team, learning values, tools, and tasks. Quality onboarding lasts 30 to 90 days. Research shows: good onboarding increases new hire retention by 82%.

A goal-setting methodology: Objective (a qualitative, ambitious goal) + Key Results (2-5 measurable outcomes proving the objective's achievement). Used by Google, Intel, Netflix. Difference from KPI: OKRs set direction and inspire, KPIs are operational metrics.

The process of properly ending employment relationships: handing off work, exit interviews, preserving knowledge and relationships. Good offboarding protects the HR brand—departing employees become ambassadors or critics.

Using data and analytics to make people management decisions. Includes analyzing turnover, engagement, productivity, and hiring results. Transforms HR from 'intuition' to data-driven management.

Employee confidence that they can speak up, take risks, ask questions, and make mistakes without fear of punishment or humiliation. Google's Project Aristotle showed: psychological safety is the top factor in team effectiveness.

A short, regular survey (3-10 questions) to track team sentiment dynamics. Unlike annual engagement surveys, pulse surveys run monthly or quarterly and show trends in real time.

The practice of noticing and expressing gratitude—publicly or privately—for an employee's contribution. Can be tangible (bonuses, gifts) or intangible (words, public acknowledgment). Research shows: peer-to-peer recognition works stronger than manager-to-employee monetary rewards.

The percentage of employees who remained at the company over a specified period. Formula: (Employees at period end − New hires) / Employees at start × 100%. Benchmark varies by industry: IT—80-85%, retail—60-70%.

The percentage of employees who left the company over a period. Can be voluntary (employee choice) or involuntary (termination). High turnover is expensive: replacing one employee costs 50% to 200% of their annual salary (recruiting + onboarding + knowledge loss).

A regular, one-on-one meeting between a manager and employee (15-60 minutes, weekly or biweekly). The main goal is not task status, but supporting the employee: their feelings, blockers, development. One of the most underrated retention tools.

An employer's value proposition: what the company offers an employee in exchange for their time and talent. Includes salary, career growth, culture, flexibility, meaning. A strong EVP is the foundation of employer brand and key to attraction and retention.

An AI-based system that autonomously supports HR processes: tracks engagement, initiates recognition, analyzes burnout signals, and suggests actions—without manual management. Differs from chatbots in that it acts independently, not just responds to queries.

An HR information system—software for automating HR processes: employee records, payroll, leave management, training. Major systems: SAP HCM, Workday, BambooHR. Typically, HRIS doesn't address engagement—separate tools are needed.

A method of evaluating an employee from all angles: self-assessment, manager evaluation, and feedback from peers and direct reports. Provides a fuller picture than top-down evaluation alone. Risk: if implemented poorly, it becomes a tool for settling scores rather than development.

An employment model where employees work partly in the office and partly remotely. The main challenge of hybrid work is maintaining culture and engagement when teams are physically dispersed. Requires special tools and practices to maintain connection.

A company-wide meeting where leadership shares strategy, results, and news with the entire team. The format includes a Q&A session with employees. A good town hall is a moment of transparency and trust. A bad one is a corporate ritual everyone dreads.