HR Glossary

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

The degree of emotional and professional commitment an employee has to the company: how invested they are in its success, willing to go extra, and likely to recommend it. Gallup data shows highly engaged companies 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 a professional phenomenon. Main causes: overload, lack of recognition, unclear roles, loss of purpose.

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

A company's reputation as an employer: how current and prospective employees perceive it. A strong employer brand reduces hiring costs, attracts top talent, and lowers turnover. Built through EVP, culture, and public reviews.

Employee loyalty index measured by one question: 'How likely would you recommend our company as an employer? (0–10)'. Promoters (9–10) minus Detractors (0–6) = eNPS. Target: >20 is good, >50 is excellent.

A system of values, behavioral norms, traditions, and unwritten rules that define how people work together. Culture is what happens when no one's watching. It's shaped by leaders' actions and what gets rewarded or ignored.

Measurable metrics to track progress toward goals. In HR: turnover, eNPS, time-to-hire, engagement. Critical: KPIs should drive the right behavior, not just look good in reports.

An environment where each employee's contribution is systematically noticed and acknowledged by leadership and peers. Not one-off bonuses, but a built-in habit of gratitude. Workhuman data shows recognition reduces churn by 31% and boosts productivity by 14%.

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

A goal-setting methodology: Objective (qualitative ambitious goal) + Key Results (2-5 measurable outcomes proving achievement). Used by Google, Intel, Netflix. OKRs inspire direction; KPIs are operational metrics.

The process of correctly ending an employment relationship: handing off work, exit interviews, knowledge retention, and maintaining relationships. Good offboarding protects your employer brand — departing employees become ambassadors or detractors.

Using data and analytics for people management decisions. Includes analyzing turnover, engagement, productivity, and hiring outcomes. Transforms HR from 'gut feel' to data-driven management.

The belief that you can speak up, take risks, ask questions, and make mistakes without fear of punishment or humiliation. Google's Project Aristotle research showed it's the #1 factor in team effectiveness.

A short, frequent survey (3-10 questions) to track mood and sentiment trends in real-time. Unlike annual engagement surveys, pulse surveys run monthly or quarterly, revealing trends as they happen.

The practice of noticing and expressing gratitude for an employee's contribution, publicly or privately. Can be material (bonuses, gifts) or non-material (words, public acknowledgment). Research shows peer recognition works better than cash from managers.

The percentage of employees who stayed through a period. Formula: (End headcount − Hires in period) / Start headcount × 100%. Varies by industry: Tech 80-85%, Retail 60-70%.

The percentage of employees who left in a period. Voluntary (by choice) or involuntary (termination). High churn is expensive: replacing one employee costs 50-200% of their annual salary (recruiting + onboarding + knowledge loss).

A regular one-on-one between manager and employee (15-60 min, weekly or bi-weekly). It's not a status update—it's about supporting the employee: their feelings, blockers, development. One of the most underrated retention tools.

What the company offers an employee in exchange for their time and talent. Includes salary, growth, culture, flexibility, purpose. A strong EVP is the foundation of employer brand and your strongest hiring and retention lever.

An AI system that autonomously supports HR processes: tracks engagement, initiates recognition, spots burnout signals, and suggests actions—without manual intervention. Different from a chatbot because it acts proactively, not just reactively.

Software that automates HR processes: employee data, payroll, time-off, training. Major systems: SAP HCM, Workday, BambooHR. Note: HRIS typically doesn't solve engagement—you need separate tools for that.

Evaluating an employee from all sides: self-assessment, manager, peers, and direct reports. Gives a fuller picture than top-down only. Risk: if mishandled, it becomes a revenge tool instead of a development tool.

A work model where employees work partly in-office, partly remote. Main challenge: sustaining culture and engagement when the team is physically split. Requires special tools and practices to keep connection strong.

An all-hands meeting where leadership shares strategy, results, and news with the whole company. Includes a Q&A. A good town hall builds transparency and trust. A bad one is a ritual everyone dreads.