Rise Career Glossary | Human Resources & Professional Acquisition Terms and Definitions

Frequently Used Terms in Human Resources and Professional Acquisition

1. Applicant Tracking System (ATS): An electronic system used for managing and tracking job applications and resumes. It helps streamline the recruitment process by automating tasks such as job posting, resume screening, and interview scheduling.
2. Benchmarking: The process of comparing an organization's HR policies, practices, and performance against industry standards or best practices to identify areas for improvement and enhance competitiveness.
3. Compensation: The total rewards, including salary, bonuses, benefits, and incentives, provided to employees in exchange for their time, skills, and commitment to the organization. It is designed to attract, retain, and motivate employees.
4. Discrimination: The unfair or unequal treatment of individuals based on protected characteristics such as race, gender, age, disability, religion, or national origin. It is illegal and against organizational policies.
5. Employee Engagement: The emotional connection and commitment employees have towards their work, team, and organization. Engaged employees are more productive, motivated, and willing to go the extra mile.
6. Flexible Work Arrangements: Non-traditional work schedules, such as telecommuting, compressed workweeks, or flextime, that allow employees to have more control over their work hours and location.
7. Global Mobility: The movement of employees across borders for work assignments, transfers, or international projects. It involves managing visa requirements, cultural integration, and logistical support.
8. Harassment: Unwelcome behaviors, including but not limited to verbal, written, or physical actions, that create an intimidating, hostile, or offensive work environment. It includes sexual harassment, bullying, or discrimination.
9. Onboarding: The process of integrating new employees into the organization and familiarizing them with the company's culture, policies, procedures, and their job responsibilities to ensure a smooth transition.
10. Performance Management: The continuous process of setting expectations, evaluating performance, providing feedback, coaching, and recognizing employees to improve their productivity, development, and contribution to organizational goals.
11. Recruitment: The process of identifying, attracting, and selecting qualified candidates to fill job vacancies within an organization. It involves sourcing, screening, interviewing, and negotiating job offers.
12. Retention: The efforts made by an organization to keep its valuable employees engaged, satisfied, and committed to the organization. It includes implementing strategies to reduce turnover and increase loyalty.
13. Succession Planning: A proactive process of identifying and developing potential internal candidates to fill key leadership and critical positions in the future. It aims to ensure a smooth transition and maintain business continuity.
14. Talent Acquisition: The strategic approach to identifying, attracting, and hiring skilled individuals that align with the organization's business objectives and culture. It encompasses employer branding, sourcing, and candidate assessment.
15. Unemployment Compensation: Payments provided by the government to eligible individuals who have lost their jobs due to no fault of their own. It provides temporary financial support during the period of unemployment.
16. Workforce Planning: The systematic process of forecasting an organization's future talent needs based on business goals, analyzing the current workforce, identifying gaps, and developing strategies to fill those gaps through recruitment, training, or reassignment.