The A–Z
HR Glossary

A performance appraisal method where an employee receives structured feedback from managers, peers, direct reports, and sometimes customers.

The abandonment rate refers to the percentage of candidates who begin an application or interview process but leave before completing it.

Adverse impact happens when a seemingly neutral employment process or decision ends up disadvantageous to a protected group, whether based on race, gender, age, or another category.

An agile organization is a flexible, fast-moving company that adapts quickly to change through decentralized decision-making, cross-functional teams, and continuous learning.

Paid time off that employees are entitled to take each year for rest, personal needs, or vacation.

Back pay is the compensation owed to employees for work previously completed but unpaid or underpaid, often due to payroll errors, missed overtime, salary adjustments, or legal settlements.

Basic salary is the fixed amount an employee earns before any overtime pay, bonuses, deductions, or employee benefits are added or subtracted from the total compensation.

A state of chronic work stress that leads to physical and emotional exhaustion, detachment, and reduced effectiveness.

An employee climate survey is a structured method for collecting feedback from employees about how they perceive their work environment.

Cloud-based HR software is a digital system that helps you manage all your human resources tasks through the internet—no downloads, installations, or desktop-only access.

Co-employment is a business arrangement that exemplifies a co-employment relationship where two companies share legal responsibilities and obligations for the same employee.

A cognitive test is an assessment designed to evaluate a person's mental capabilities, such as reasoning, memory, attention, and problem-solving.

Contingency recruiting is a hiring model where recruiters are compensated only when they successfully place a candidate.

A disciplinary procedure is a formal process that an organization follows to address issues related to employee behavior, performance, or conduct.

Downshifting is a career choice where individuals intentionally reduce their workload, responsibilities, or hours to achieve a better balance between their personal and professional lives.

E-Recruitment refers to using digital platforms and technology to attract, assess, and hire candidates.

Employee benefits administration, overseen by benefits administrators, is the structured process of managing and delivering workplace benefits like health insurance, retirement plans, paid time off, and wellness programs.

The emotional commitment and discretionary effort employees invest in their work and organization.

A single-question metric that measures how likely employees are to recommend their workplace to others.

Featherbedding is the practice where a union insists that an employer hire more employees than necessary, or pay for services not needed, often to preserve jobs and protect workers against changing work rules or automation.

A floating holiday is a paid day off that employees can take at their own discretion, usually outside the standard list of company holidays.

Global human resource management (GHRM) involves managing a diverse, multinational workforce across different cultures, legal systems, and business environments.

A horizontal organization is a structure where authority is distributed more evenly, eliminating multiple layers of middle management.

A Human Resources (HR) Generalist is the Swiss Army knife of the HR world—versatile, resourceful, and essential for any business.

HR analytics is the practice of collecting, analyzing, and interpreting workforce data to make informed decisions.

A hybrid organization is a type of company or institution that blends multiple models of operation, governance, or work environments to meet evolving business and employee needs.

Incentive pay is a form of additional compensation tied directly to performance.

Informal communication refers to the casual, unstructured exchange of information between employees outside official channels.

Job enrichment is a strategy to make a role more engaging by adding meaningful tasks, autonomy, and variety.

Job evaluation is a systematic process used by employers to make pay ranges determine the relative value of different roles within an organization.

A key employee is someone who holds a critical role in an organization; someone whose skills, responsibilities, or influence have a direct and measurable impact on business success.

Knowledge management is the process of capturing, organizing, storing, and sharing knowledge within an organization.

KSA stands for Knowledge, Skills, and Abilities, a structured way of evaluating what an individual brings to a job beyond just their resume titles.

Manager training is a structured program designed to equip managers with the skills, knowledge, and strategies they need to lead teams effectively.

A matrix organization is a company or management structure where employees report to multiple managers instead of just one.

A new hire report is a mandatory filing that employers must submit to the state when they bring on a new employee.

Open-book management is a business philosophy where employees at all levels are given access to key financial and operational data to help them understand how the organization is performing.

Organizational development specialist jobs focus on improving a company's overall efficiency, culture, and employee performance through strategic planning and change initiatives.

The performance management cycle is a continuous process used by organizations to guide, assess, and improve employee performance in alignment with organizational goals and business objectives.

Phased retirement is a structured transition where employees gradually reduce their working hours or responsibilities before fully exiting the workforce, rather than opting for immediate retirement.

A probationary period is a defined timeframe during which a new hire is assessed by the employer to determine if they're a good fit for the role, team, and company.

A relieving letter is an official document issued by an employer confirming that an employee's resignation has been accepted and that they have been formally relieved of their duties, effective on their last working date.

Reverse mentoring is a structured relationship where younger or less tenured employees mentor more experienced or senior leaders.

The right to manage refers to an employer's fundamental authority to direct work, set schedules, and make operational decisions — within the limits set by labor law, employment contracts, and collective agreements.

A sabbatical leave is an extended period of paid or unpaid time off granted to employees for personal development, professional growth, or simply to recharge—without severing ties with their existing job.

Social HR refers to the integration of social media platforms and social technologies into human resources practices, spanning recruitment, employer branding, employee engagement, and real-time communication.

Strategic Human Resource Management (Strategic HRM) is the intentional alignment of human resource policies and practices with the long-term goals of an organization.

Training needs analysis is a structured process used by organizations to identify gaps between current employee capabilities and the required skills needed to achieve organizational goals.

Unfair labor practice refers to actions by employers or unions that violate employee rights under labor laws, including the ability to organize, bargain collectively, and act together for mutual benefit.

Wrongful termination refers to the unlawful dismissal of an employee in violation of legal protections, contractual obligations, or public policy.