HR Glossary

360-Degree Feedback

A comprehensive performance evaluation method where an employee receives confidential feedback from multiple sources — managers, peers, direct reports, and sometimes clients — providing a well-rounded view of strengths and development areas.

Absenteeism

A pattern of habitual absence from work without valid reason. Chronic absenteeism can impact team productivity, increase workload for other employees, and signal deeper issues such as low engagement or personal challenges.

Applicant Tracking System (ATS)

Software that automates the recruitment process by managing job postings, collecting and sorting applications, tracking candidates through hiring stages, and facilitating communication between recruiters and hiring managers.

At-Will Employment

A legal doctrine that allows employers to terminate employees for any reason (that is not illegal) at any time, and similarly allows employees to quit their job at any time without cause.

Benefits Administration

The process of managing and overseeing employee benefit programs such as health insurance, retirement plans, paid time off, and wellness programs, including enrollment, compliance, and communication.

Candidate Experience

The overall perception and feelings a job applicant has about an organization's hiring process, from the initial job posting through application, interviews, and final decision communication.

Compensation Package

The total combination of pay and benefits an employer offers to an employee, including base salary, bonuses, equity, health insurance, retirement contributions, and non-monetary perks.

Employee Engagement

The emotional commitment and enthusiasm an employee has toward their organization and its goals. Engaged employees are more productive, deliver higher quality work, and are less likely to leave.

Employee Offboarding

The structured process of managing an employee's departure from an organization, including knowledge transfer, exit interviews, return of company assets, and access revocation.

Employee Onboarding

The process of integrating new employees into an organization, helping them understand their role, company culture, policies, and providing necessary training to become productive team members.

Employee Retention

An organization's ability to keep its employees over time, measured as a retention rate. High retention reduces recruiting costs, preserves institutional knowledge, and maintains team cohesion.

Employee Self-Service (ESS)

A system that allows employees to access and manage their own HR information, such as personal details, pay stubs, benefits enrollment, and leave requests, without requiring HR assistance.

Equal Employment Opportunity (EEO)

A federal principle and set of laws that prohibit workplace discrimination based on race, color, religion, sex, national origin, age, disability, or genetic information, enforced by the EEOC.

Family and Medical Leave Act (FMLA)

A US federal law that entitles eligible employees to take up to 12 weeks of unpaid, job-protected leave per year for specified family and medical reasons, including childbirth, adoption, or serious health conditions.

Gross Pay

The total amount of money an employee earns before any deductions such as taxes, insurance premiums, retirement contributions, and other withholdings are applied.

Human Capital Management (HCM)

A comprehensive approach to managing an organization's workforce that treats employees as assets whose value can be maximized through strategic investment in recruitment, development, compensation, and engagement.

Human Resources Information System (HRIS)

An integrated software solution that combines HR processes and information technology to manage employee data, streamline HR operations, and provide analytics for strategic decision-making.

I-9 Verification

A mandatory employment eligibility verification process required by US law. Employers must verify the identity and work authorization of every person hired by completing Form I-9 within three days of the employee's start date.

Job Description

A formal document that outlines the responsibilities, qualifications, skills, reporting relationships, and working conditions for a specific position, serving as the foundation for recruitment and performance expectations.

Key Performance Indicator (KPI)

A measurable value that demonstrates how effectively an employee, team, or organization is achieving key business objectives. KPIs are used to evaluate success and guide strategic decisions.

Learning Management System (LMS)

A software platform used to create, deliver, manage, and track employee training and development programs, including onboarding courses, compliance training, and professional development.

Net Pay

The amount of money an employee takes home after all deductions — including federal and state taxes, Social Security, health insurance, and retirement contributions — are subtracted from gross pay.

Non-Disclosure Agreement (NDA)

A legally binding contract that establishes a confidential relationship between parties, preventing employees or contractors from sharing proprietary information, trade secrets, or sensitive business data.

Overtime

Hours worked beyond the standard workweek (typically 40 hours in the US), which must be compensated at a premium rate — usually 1.5 times the regular hourly rate — under the Fair Labor Standards Act (FLSA).

Paid Time Off (PTO)

A policy that provides employees with a bank of hours or days that can be used for vacation, personal time, or sick leave, offering flexibility in how time off is used.

Payroll Software

A digital solution that automates the process of paying employees, including calculating wages, withholding taxes, processing direct deposits, generating pay stubs, and filing tax reports.

Performance Improvement Plan (PIP)

A formal document outlining specific performance deficiencies, measurable goals for improvement, a timeline for achieving them, and the consequences of failing to meet expectations.

Performance Review

A formal assessment process where employees and managers evaluate job performance, discuss achievements, identify areas for improvement, and set goals for future development.

Succession Planning

A strategic process of identifying and developing internal candidates to fill key leadership and critical roles when they become vacant, ensuring business continuity and reducing disruption.

Talent Management

A holistic approach to attracting, developing, motivating, and retaining high-performing employees through integrated HR strategies including recruiting, learning, performance management, and succession planning.

Talent Pipeline

A pool of qualified candidates who have been identified and nurtured for current or future open positions, enabling faster hiring by maintaining relationships with potential hires before roles become available.

Time-to-Hire

A recruitment metric measuring the number of days between when a candidate enters the hiring pipeline (or a job is posted) and when they accept the offer, used to evaluate recruiting efficiency.

Workforce Analytics

The use of data analysis and statistical methods to understand workforce trends, predict outcomes, and make evidence-based HR decisions about hiring, retention, engagement, and productivity.

Workforce Planning

A strategic process of analyzing current workforce capabilities, forecasting future talent needs, and developing plans to bridge gaps through hiring, training, or restructuring.

Workplace Harassment

Unwelcome conduct based on protected characteristics — such as race, sex, religion, or disability — that creates a hostile, intimidating, or offensive work environment, or results in adverse employment decisions.