Also known as Emotional Quotient (EQ) – is defined as the ability to identify and manage one’s own emotions as well as the emotions of others. Emotional Intelligence has 4 main pillars: Self-Awareness, Self-Management, Social-Awareness, and Relationship Management.
An allowance is an amount of money that an organization provides to an employee on top of the employee’s normal pay for purposes such as transportation, healthcare, or food.
Employee appraisal, also known as Performance Evaluation - Refers to the systematic process of assessing, evaluating, and providing feedback to employees on their job performance based on predefined standards and goals. The appraisal process also aims to identify and track employee strengths and weaknesses, while promoting the best performing employees and providing feedback on areas of improvement.
Employee Assets management
The process of monitoring assets that were handed over to each of the organization’s employees. This process helps keep a clean record of the assets that must be returned every time an employee leaves the organization.
Employee benefits are a form of compensation that may be monetary or non-monetary, which an employer offers an employee on top of the regular benefits package the employee receives
As identified by the World Health Organization, Employee Burnout is a syndrome that results from chronic stress at work that has not been successfully managed, which causes both physical and emotional exhaustion.
Employee Clock In/Clock Out
Employee clock-in, often called check-in, refers to the action in which an employee records his/her arrival time at work. On the other hand, employee clock-out, often called check-out, is when an employee records his/her departure from work.
A digital database that stores all employee data, including employees’ personal information and company-related information such as their personal information, salary data, hiring date, and more.
A list that is used to store employee information such as their names, emails, phone numbers, job titles, direct managers, addresses, etc.. in a single point of access.
A management philosophy that emphasizes the importance of allowing employees to make independent decisions and act on them.
Employee engagement refers to the measurement of how passionate employees feel about their jobs, how committed they are to their organization, and the extent to which they are willing to go the extra mile.
Employee experience is the relationship an organization creates with its employees. It is the culmination of the various interactions and the overall journey and feeling an employee has with your organization.
Feedback refers to the exchange of constructive suggestions, done either formally or informally, regarding an employee’s performance. Feedback is not limited to managers, rather, feedback can also come from peers
Employee Geolocation Time-Tracking
This refers to the process in which organizations utilize the use of location technologies to track their employee’s check-in and check-out times at work. Some attendance software solutions allow organizations to enable geo-restrictions to ensure that their employees can only check-in/out from the right locations.
Employee GPS Geolocations
This refers to the process in which organizations utilize location technologies to track the whereabouts of their employees during working hours.
An employee handbook is a document that guides employees on matters related to the key policies and procedures that must be adhered to at an organization, in addition to providing an insight into the workplace culture.
The organization of employees within an organization that represents how the employees are divided and grouped into departments and the organization's chain of command.
Employee Leaves and Vacations Management
The processes and policies of managing all kinds of employee time-off requests including personal leaves, sick leave, personal vacations, public holidays, paternity leaves, compassionate leaves, and others.
Procedures, strategies, and efforts created by employers to monitor and manage employees in a way that helps them achieve their best performance and contribute to the larger goals of the organization.
Employee misconduct occurs when an employee engages in behavior that is not following their organization’s policies, and are often followed by disciplinary actions.
Employee Net Promoter Score (eNPS)
A scoring system designed to help employers measure employee satisfaction and loyalty within their organizations. It is based on the Net Promoter Score system from Bain & Company, Satmetrix Systems, Inc., and Fred Reichheld, which gauges customer loyalty. The Employee Net Promoter Score (eNPS) system consists of a one-question survey delivered to employees that ensures anonymity so they can provide honest feedback for an effective survey. The standard eNPS question is, “how likely are you to recommend our company as an employer on a scale from 0 to 10.”
The process in which an employee is officially separated from the organization either because of resignation, termination, or retirement. When handled properly, the off-boarding process helps ensure that the departing employee leaves with minimal disruption, prevents legal liabilities, protects against information theft, and provides useful constructive feedback.
The process of welcoming new hires, familiarizing them with the organizational culture, and helping them acquire the necessary skills, knowledge, and behaviors to succeed in the organization. The onboarding process starts the moment an offer is made until the time the candidate becomes an effective member of the organization.
The process of introducing newly hired employees to their new workplace. Employee orientation provides the basic organizational information employees need to feel acquainted with their new team, department, and role within the company.
Employee Referral Program
An effective recruitment tool in which employers encourage their employees, usually through a reward, to utilize their network and recommend candidates for the open positions in the organization.
Employee Relations refers to the ongoing efforts an organization puts into creating and maintaining a positive relationship with its internal stakeholders.
Employee retention refers to an organization’s ability to keep its best-performing employees, consequently, maintaining a low turnover rate.
Also known as Job Satisfaction - This is a term used to measure the extent to which employees are happy and satisfied with elements of their job like, the job they do and the work environment.
Employee self-service (ESS) is an advancement in Human Resource (HR) technology that allows employees to view and handle a wide variety of HR, information technology (IT), and other administrative tasks on their own and at their convenience.
Employee Shift Management
Also known as Rostering - Employee shift management refers to the process in which an organization divides a workday into multiple shifts and assigns employees to work at different periods to ensure the continuation of the organization’s workflow at all times. A work shift may be rotational which means that it’ll vary day to day or week to week, or it may be fixed, meaning that an employee is hired to work a specific shift.
The process in which the employer or the employee ends the employment contract. Employee termination can be voluntary - which means it is initiated by the employee or can be involuntary - which means the employer decides to terminate the employee.
Employee Time and Attendance Tracking
Employee time-tracking refers to the process in which organizations record the working hours of their employees, for matters related to payroll calculations or for assigning working hours to projects.
A timesheet is used to record and track the total amount of time an employee spends working on a particular task, project, or job for payroll calculation purposes. An employee timesheet is recorded on paper, a spreadsheet, or by using cloud HR software.
Employee turnover refers to the number or percentage of employees that leave a certain organization at a point in time. Employee turnover can be the result of resignations, terminations, and retirements.
The process of training employees in necessary skills they may not possess or weaknesses they need growth in. It's a way to close skills gaps and make employees more competent in their current and future roles.
Employer branding refers to an organization’s ability to differentiate and promote its unique identity in its existing and prospective employees’ eyes. All in all, employer branding is how an organization can attract and retain top talent by positioning itself as a top employer to work for.
Employer of Choice
An employer of choice is a company that has managed to position itself as a much sought after employer. Employees usually choose to work for this company when presented with other employment opportunities.
Employer Value Proposition (EVP)
EVP, which is at the core of strong employer branding, represents the set of promises and benefits an organization offers to its existing and prospective employees. The benefits an organization may offer include but are not limited to opportunities for learning, growth, and development.
An exit interview is an interview that usually occurs between an HR employee and/or a direct manager with an employee that is about to leave the organization, to gain insight into the employee’s experience at the organization or to find out the reasons behind their departure.
An expatriate is a foreign employee who possesses certain skills in his/her field. The employee accepts a job outside of his/her native country, either by choice or as part of a work assignment arranged by the company.