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 the extra mile, and likely to recommend the employer to others. 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, corporate culture, and public reviews.

Employee loyalty index measured by one question: "How likely are you to 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 at a company. Culture is what happens when no one's watching. It's shaped by leaders' actions and by what gets rewarded or ignored.

Measurable metrics for tracking progress toward a goal. In HR: turnover, eNPS, time-to-hire, engagement. Critical: KPIs should drive the right behavior, not just look good in a report.

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 turnover 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 to 90 days. Research shows good onboarding increases new hire retention by 82%.

A goal-setting methodology: an Objective (a qualitative, ambitious goal) plus Key Results (2-5 measurable outcomes that prove the goal was achieved). Used by Google, Intel, and Netflix. The difference from KPIs: OKRs set direction and inspire, while KPIs are operational metrics.

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

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

Employees' belief that they can speak up, take risks, ask questions, and make mistakes without fear of punishment or humiliation. Google's research (Project Aristotle) showed psychological safety is the #1 factor in team effectiveness.

A short, regular survey (3-10 questions) for tracking mood and sentiment trends across the team. Unlike an annual engagement survey, pulse surveys run monthly or quarterly and let you see trends in real time.

The practice of noticing and expressing gratitude — publicly or privately — for an employee's contribution. It can be material (bonuses, gifts) or non-material (words, public acknowledgment). Research shows non-material recognition from peers works more powerfully than cash from a manager.

The share of employees who stayed with the company over a given period. Formula: (Headcount at end of period − Hires during period) / Headcount at start × 100%. The benchmark varies by industry: tech 80-85%, retail 60-70%.

The percentage of employees who left the company over a period. Voluntary (the employee's 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 an employee (15-60 minutes, weekly or bi-weekly). The main goal isn't a task status update but supporting the employee: their feelings, blockers, and development. One of the most underrated retention tools.

The employer's value proposition: what the company offers an employee in exchange for their time and talent. It includes salary, career growth, culture, flexibility, and purpose. A strong EVP is the foundation of an employer brand and the main lever for attracting and retaining talent.

An AI system that autonomously supports HR processes: tracking engagement, initiating recognition, analyzing burnout signals, and suggesting actions — without manual management. Unlike a chatbot, it acts on its own rather than just responding to requests.

An HR information system — software for automating HR processes: employee records, payroll, time-off management, and training. Major systems: SAP HCM, Workday, and BambooHR. HRIS typically doesn't solve engagement — you need separate tools for that.

A method for evaluating an employee from all sides: self-assessment, plus feedback from the manager, peers, and direct reports (if any). It gives a fuller picture than top-down evaluation alone. Risk: if implemented poorly, it becomes a tool for settling scores rather than development.

A work model where an employee works partly in the office and partly remotely. The main challenge of hybrid is sustaining culture and engagement when the team is physically split. It requires special tools and practices to keep people connected.

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