The Ultimate HR Glossary for 2023


Any organisation must have a crucial human resources (HR) division. Recruitment, employee onboarding, training, performance management, and employee engagement are just a few of the many duties that HR professionals handle. Human resource management is expected to undergo some substantial changes in 2023, so it’s crucial for HR professionals to keep up with the most recent terminology and fashions in the business. These common HR terms and topics that every HR practitioner should be familiar with are what this ultimate HR dictionary for 2023 is intended to give you.

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List of Human Resources Terms Every HR Person Needs To Know Of in 2023

Compensation & Recognition- Employee engagement and retention depend heavily on rewards and recognition. Employers are anticipated to focus more and more on providing non-monetary incentives and recognition programmes to full-time employees in 2023. These initiatives are created to honour and reward potential employees for their contributions to the company and to raise morale and engagement.

Timing and Attendance- The recording of an employee’s work hours, including time in and time out, as well as absences and leaves of absence, is known as time and attendance. HR professionals are anticipated to continue using sophisticated time and attendance monitoring software in 2023 to assist in automating these operations and lowering the risk of fraud and errors.

Travel & Expense- The cost of travel Management of employee travel expenses, like housing, meals, and other costs, is referred to as “travel and expense management.” By 2023, it’s anticipated that HR professionals will rely on cutting-edge travel and expenditure management software to automate these procedures and lower the chance of fraud.

Planning Compensation- A comprehensive pay plan for employees is created and implemented through a process known as compensation planning. HR experts should put more of their attention into providing flexible payment plans that are suited to each employee’s needs in 2023, including remote work alternatives, flexible scheduling, and other non-financial benefits.

Suite HRMS- An HRMS (Human Resource Management System) Suite is a collection of software programmes created to assist in automating HR procedures and duties, such as managing employee data, processing payroll, handling benefits administration, and more. HR professionals are anticipated to continue using cutting-edge HRMS suites in 2023 to assist streamline HR procedures and boost productivity.

Suite for Workforce Management- A workforce management suite is a collection of software programmes that include scheduling, time and attendance monitoring, employee performance management, and other tools to help manage and maximise staff productivity. In order to increase staff productivity and efficiency in 2023, HR professionals are predicted to rely on a modern workforce management style.

Behavioural competency- The capacity of an individual to exhibit specified behaviours that are necessary for success in a given job role or function is referred to as behavioural competency. In 2023, it is anticipated that HR professionals will place a greater emphasis on discovering and assessing behavioural competencies throughout the hiring and job performance management processes.

Broad-banding- Organising jobs or positions into broad bands or groups according to their salary and responsibility levels is known as “broad-banding.” HR professionals should continue to rely on broad banding in 2023 to make compensation planning simpler and increase compensation transparency and fairness.

Change Administration- The process of managing organisational change, which may involve putting in place new procedures, procedures, systems, or technologies, is referred to as change management. HR specialists are anticipated to continue to play a crucial role in change management initiatives in 2023, including informing employees of changes and offering assistance and training throughout the transition period.

Compa Ratio- HR experts utilise the compa ratio, also known as the compensation ratio, to compare an employee’s actual pay to the going rate for their particular work position. By dividing the employee’s pay by the midpoint of the market rate for their position, it is determined. The Compa Ratio of a person earning $50,000 and the midpoint market wage for their position being $60,000, for instance, is 0.83. When the comp ratio is 1.0, the employee’s pay is exactly in the middle of the market rate.

Compa Ratio is a tool used by HR professionals to check if their company’s pay is in line with the market and to spot any areas where they might be too high or too low. An employee who has a high compa ratio may be overpaid, while one who has a low compa ratio may be underpaid. HR professionals can see patterns in Compa Ratio data and make changes to their pay plans to keep their company competitive in the labour union.

To attract and keep the best employees in their sector, HR professionals deploy total rewards. Employers may set themselves apart from their rivals and become the employer of choice by providing a comprehensive package of perks and pay. By displaying that the company loves its team and cares for their welfare, total rewards can also be used as a strategy to raise morale and employee engagement.

 Deferred Compensation-A portion of an employee’s salary that is deferred is paid out at a later time, usually following retirement. Included in this can be deferred compensation programmes, such as 401(k)s, that enable employees to accumulate savings over time and receive a lump sum payment at retirement.

Deferred compensation is a tool used by human resource experts to encourage long-term employee loyalty. Employers can show their concern for the long-term financial security of their workforce and incentivize them to stay with the company throughout their careers by providing deferred compensation schemes.

Domain Skill-The term “domain skill” describes the particular knowledge and experience needed to carry out a certain task or function inside an organisation. This can involve both hard skills like leadership, cooperation, and communication as well as soft talents like coding languages, engineering, or financial analysis.

Domain skills are used by HR experts to find qualified applicants for open positions inside the company. HR professionals may make sure they are employing applicants who have the skills and knowledge required to accomplish the job well by evaluating a candidate’s domain skills. Domain skill evaluations are another tool that HR professionals can utilise to pinpoint employee development or training needs.

Employee Engagement- Employee engagement is the degree of dedication and zeal a worker has for their position and the company. While disengaged individuals may be more likely to be absent from work, unproductive, and dissatisfied at work, engaged employees are more likely to be productive, driven, and devoted to the success of their organisation.

Employee assistance programs are used by HR professionals to assess the overall health of their company and pinpoint areas for development. HR practitioners can identify causes causing employee disengagement and take action to remedy them by measuring employment relationships through surveys, interviews, and other techniques.

Employee Lifecycle- The stages that an employee goes through while working for an organisation are referred to as the employee lifecycle. These stages include hiring and onboarding, performance management, professional development, and finally, separation from the company. Managing the employee’s lifetime is essential to HR.

Employee Assessment- The practice of assessing an employee’s performance, abilities, and knowledge to identify their advantages and opportunities for development is known as employee evaluation. Self-assessments, management assessments, and peer assessments are just a few of the different ways that employees might be evaluated. Employee assessments are used by HR experts to pinpoint areas where staff members can benefit from additional training or development as well as to give staff members feedback on their performance.

Employee evaluations can also be a performance management tool that helps with decisions about promotions, increases, and other forms of remuneration. HR experts may make sure that employees are on track for career paths within the company by evaluating their performance and determining whether they are reaching the organization’s goals within the period of time.

Gratuity- In some nations, gratuities are given to workers as a type of retirement income. When an employee has worked for the company for a specific amount of time—usually five or ten years—they are frequently given a lump sum payment known as a gratuity. The amount of the gratuity is usually determined by the employee’s income and the number of years they have worked for the company.

Group Interview- A group interview is a particular kind of job interview when numerous potential candidates are questioned concurrently by a panel of interviewers. Panel interviews, case study interviews, and group discussions are just a few examples of the various group interview formats. Group interviews are a tool used by HR experts to evaluate a candidate’s aptitude for problem-solving, teamwork, and communication.

Qualified Candidates that are a good fit for the culture and values of the organisation can also be found through group interviews. HR professionals can learn about candidates’ personalities and work styles by monitoring how they interact with one another and how they solve problems. This allows them to assess if a candidate will fit in well with the company.

HR Analytics- The practice of using data and statistical analysis to guide HR with employment decisions and initiatives is known as HR analytics. HR analytics can include a wide range of tasks, such as examining employee data to spot trends and patterns, forecasting future labour requirements using predictive analytics, and evaluating the results of HR initiatives and programmes.

(KPI)Key Performance Indicator- A Key Performance Indicator (KPI) is a quantifiable statistic that shows how well a company is performing in relation to its main business goals. KPIs are used to assess an organization’s development towards attaining its objectives and to pinpoint areas in need of improvement. KPIs can be used in a number of departments within an organisation, such as finance, marketing, and human resources. KPIs in HR can be used to monitor worker performance on the rating scale, gauge the success of HR initiatives and programmes, and gauge productivity within the workforce. HR professionals can make sure that their work is in line with the broader objectives of the company and that it is adding value to the business by establishing clear and quantifiable KPIs.

(KSAs)Knowledge, Skills, and Abilities- Organisations employ knowledge, skills, and abilities (KSAs)—three essential factors—to assess a person’s fitness for a given position. KSAs are used to evaluate a candidate’s potential to carry out the important tasks and obligations of the position.

Understanding a subject on a theoretical or practical level that has been attained by education, training, or experience is referred to as knowledge. The precise qualities that a person possesses and may use to carry out a given task or function are referred to as skills. The innate qualities or aptitudes that a person possesses, such as critical thinking or problem-solving, are known as abilities.

KSAs are used by organisations to find eligible applicants for available posts. KSAs are commonly utilised as selection criteria throughout the hiring process and are incorporated in job descriptions. Organisations can assess a candidate’s KSAs to see if they possess the skills and knowledge required to do the job well. KSAs are also used to evaluate a worker’s effectiveness and prospects for professional advancement.

Lateral Hiring- Also referred to as lateral recruiting, lateral hiring is the practice of selecting job seekers from within one organisation who have the necessary knowledge and abilities for a specific post. Lateral hiring, as opposed to traditional hiring, is intended to bring in experienced experts who can contribute right away. Traditional hiring frequently entails hiring people with no prior expertise in the role. As businesses look to acquire a competitive edge in their sectors and swiftly and effectively fill critical roles, lateral hiring is growing in popularity.

Layoff- The process of involuntary termination of employment owing to financial, strategic, or operational reasons is known as a layoff, sometimes known as redundancy or downsizing. Layoffs may happen due to a number of factors, such as cost-cutting initiatives, restructuring, or shifting business goals. Employee layoffs can be a difficult experience, but they may also be an essential step for organisations to stay competitive and meet their goals.

(NCA)Non-Compete Clause- A non-compete clause, often referred to as a non-competition agreement, is a legally binding contract that for a predetermined amount of time after an employee leaves an organisation forbids them from working for a competitor or starting a rival business. Non-compete agreements are made to keep employees from using the knowledge and skills they acquired while working for a company for the benefit of a rival. They also serve to safeguard an organization’s intellectual property, trade secrets, and sensitive information.

Offshoring- Offshoring is the practice of moving corporate operations or services to a nation where labour costs are lower. A variety of tasks, including customer support, production, and software development, can be offshored. Organisations can increase their worldwide reach, save labour expenses, and gain access to specialised talent by offshoring.

(OKR)Objectives and Key Result- Organisations use the goal-setting framework Objectives and Key Results (OKRs) to create and track job duties as well as track their progress in achieving them. In order to align everyone in the organisation in accomplishing shared objectives, OKRs are often set at the organisational, departmental, and individual levels. Objectives, which are explicit, measurable goals, and key results, which are the particular activities or outcomes necessary to accomplish the objectives, makeup OKRs.

Organisational Culture-The shared ideas, attitudes, and behaviours that define an organisation are referred to as its company culture. Organisational culture can affect how customers view the company as well as staff engagement, performance, and retention. By creating and executing policies, programmes, and practises that are in line with the organization’s values and goals, HR professionals play a crucial part in establishing and preserving organisational culture. 

Talent Acquisition– Finding, luring, and employing skilled applicants to fill unfilled jobs within an organisation is the process of talent acquisition. Job listings, applicant tracking, candidate screening and selection, and onboarding are just a few of the processes involved in talent acquisition. HR specialists deploy a variety of strategies and resources, including job fairs, social media, and employee recommendations, to draw in eligible candidates and fill open positions. In order for organisations to have the talent they need to achieve their business goals, effective talent acquisition strategies are essential.

Technical Interview- A technical interview is a particular kind of job interview that evaluates a candidate’s technical expertise and knowledge pertaining to a certain position or industry. In industries like software development, engineering, and IT, technical interviews are typical. Questions about the candidate’s technical knowledge, problem-solving skills, and practical experience are frequently included in technical interviews. An essential tool for determining a candidate’s suitability for the position for which they are applying is a technical interview.

Transferable Skills- Skills that may be used in a variety of various vocations and industries are known as transferrable skills. Skills that are useful in practically any employment include teamwork, communication, and problem-solving. These are examples of transferable skills. In today’s labour market, where individuals may move jobs and industries more frequently throughout their careers, transferrable skills are particularly crucial.

Turnover Rate- The rate at which employees depart from a company during a predetermined time period is referred to as the turnover rate, often known as employee turnover or attrition. High turnover rates can be expensive for businesses since they can result in lower production, more hiring and training expenses, and lower morale among the remaining staff. HR professionals adopt a variety of tactics to lower turnover rates, including putting in place retention programmes, enhancing employee engagement, and providing rewarding pay and employee benefits.

Attrition- Employees departing an organisation for reasons including retirement, resignation, or job transfer constitute attrition, also known as natural attrition. High attrition rates can be concerning even though attrition is a normal element of any organisation. HR specialists keep an eye on attrition rates and put attrition-reduction measures in place, like providing opportunities for career advancement and enhancing workplace culture. It’s critical to manage attrition if you want to keep your personnel steady and effective. These initiatives eventually help in employee retention.

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