The Comprehensive Dictionary of HR Terms To Know [In 2024]
HR terminology is constantly changing as practitioners find themselves with increasing responsibilities each month, and the role of HR continues to change too. This makes it all the more essential to add new terms to your professional vocabulary, and learn more about your field of expertise.
Just like HR acronyms and abbreviations, knowing how to employ HR terms is an integral part of working in human resources.
This article unpacks 93 HR terms, including a usage example for each. It’s a handy reference to refer to the next time you encounter an unfamiliar term.
Contents
Compensation & Benefits terms
Digital HR terms
Diversity, Equity, Inclusion & Belonging terms
HR Generalist terms
HR Metrics and People Analytics terms
Learning & Development terms
Organizational Development terms
Talent Acquisition & Recruitment terms
Talent Management terms
[HR]: Human Resources
The Shoulder to Cry On, the Welcoming Ambassador, the Strategic Navigator, the Growth Coach, and the Policy Pro. These are just a few of the many roles HR plays in organizational success.
HR might not always be seen as the main character, but if you look behind the scenes, you will undoubtedly see and recognize HR’s business impact and contribution to the workplace.
In order to effectively play all of these roles and more, HR practitioners need to stay on top of the latest developments in their field and keep fine-tuning and building their skill set. This can take many forms, from taking a course or certificate program like the ones we offer at AIHR to simply brushing up on their knowledge of (the latest) HR terms.
As for the latter, this article is a great place to start.
HR terms list
Compensation & Benefits terms
1. Broadbanding
Broadbanding combines several similar job categories into the same pay band. This gives organizations a wider range of payment options and creates space for lateral moves and horizontal career growth.
- HR term example: “Broadbanding offers flexibility in employee compensation and encourages people to develop new skills to move higher within the pay range.”
2. Compa ratio
Compa ratio, also known as a comparative ratio, is a metric that compares an individual’s or group’s salary to the midpoint of a defined salary range.
- HR term example: “The HR department analyzed the compa ratio to assess the fairness of our salary distributions.”
3. Compassionate leave
Compassionate leave is a type of absence granted by the employer to give employees the time they need to deal with a personal or family emergency.
- HR term example: “Compassionate leave is not the same as bereavement leave. It can include personal health issues, emotional recovery, or challenges in the employee’s family life.”
4. Discretionary benefits
Discretionary benefits are benefits that employers choose to offer their employees, although they are not legally required to do so. Offering discretionary benefits aims to attract, retain, and engage people beyond the basic legal requirements.
- HR term example: “Examples of discretionary benefits include remote work options, employee discounts, employee wellness programs, educational assistance, and commuter benefits.”
5. Garden leave
Garden leave refers to a period during which an employee is paid to stay away from work, typically after resignation, to prevent them from starting a similar job or sharing sensitive company information.
- HR term example: “After he resigned as a derivatives trader in a large American investment bank, Jayden used his 2-month garden leave to travel and do a yoga teacher training.”
6. Internal equity
Internal equity refers to the fairness of pay and benefits within an organization, ensuring that compensation is consistent with the value of each role and employee contribution.
- HR term example: “The HR team reviewed salaries to address concerns regarding internal equity among departments.”
7. Paid time off
Paid time off (PTO) is the personal time employees take and spend while in employment while still getting paid for the days taken. PTO policies can be structured in many ways but typically combine vacation, sick, and personal days.
- HR term example: “In France, employees get a minimum of 30 PTO days per year while most people in the US only get 15 paid-off days per year on average.”
8. Payroll audit
A payroll audit is an analysis of a company’s payroll data, documents, and processes to ensure accuracy. Most payroll audits are internal checks and, depending on the size of the organization and the extent of the audit, can take a few minutes to a few weeks.
- HR term example: “While the payroll department is responsible for running the payroll audits, HR still needs to be involved to ensure accuracy.”
9. Salary range penetration
Salary range penetration is a compensation metric that looks at an employee’s salary in relation to the entire pay band, not just the midpoint (like the compa ratio).
- HR term example: “Salary range penetration helps HR understand and manage pay differences in their organization.”
10. Supplemental pay
Supplemental pay is pay that employees receive in addition to their regular base salary. It includes overtime pay, bonuses, sick leave payments, tips, commissions, and anything else paid in addition to someone’s regular earnings.
- HR term example: “HR practitioners need to be aware of the key role supplemental pay can play in motivating employees.”
Digital HR terms
11. Digital HR
Digital HR is a form of process optimization that is cloud-first, mobile-first, data-driven, and collaborative and that aims to make HR more effective, efficient, and connected.
- HR term example: “Digital HR aligns culture, talent, structure, and processes to create a balance between innovation and efficiency.”
12. Employee listening strategy
An employee listening strategy is an orchestrated effort to collect regular feedback from employees to understand their desires and needs and to identify and tackle potential issues proactively.
- HR term example: “An effective employee listening strategy ideally involves a continuous conversation between managers and their team members.”
13. HR automation
HR automation is a way of digitalizing, automating, and streamlining repetitive and laborious HR tasks using software.
- HR term example: “HR automation can free up time for HR practitioners to focus on more strategic work while improving efficiency and security.”
14. HR Chatbot
An HR chatbot is an AI-driven virtual assistant that handles various HR functions, such as offering support, answering basic questions, and performing simple tasks.
- HR term example: “There are different types of HR Chatbots, including recruitment chatbots, onboarding chatbots, HR analytics chatbots, and (many) more.”
15. Human Resources Information System
A Human Resources Information System (HRIS) is a type of people management software that collects, manages, stores, and processes employee data.
- HR term example: “An HRIS helps organizations manage and automate key HR processes such as payroll, benefits administration, employee self-service, and more.”
16. HR tech stack
An HR tech stack is a collection of strategically integrated software, platforms, and apps that improve and expand various HR functions.
- HR term example: “Common software categories of an HR tech stack include core HR solutions, recruiting technology, and software related to employee experience.”
17. Voice of the Employee
Voice of the Employee (VoE) refers to a structured process for detecting and assessing employee concerns or issues.
- HR term example: “Voice of the Employee forms the basis of an organization’s employee listening strategy. It gives employees the opportunity to share their opinions freely.”
Discover more HR terms
The AIHR HR Glossary provides over 200 definitions of HR terms that you can refer to whenever you need to look up a new (or unknown) HR word.
Diversity, Equity, Inclusion & Belonging terms
18. Adverse impact
Adverse impact, also known as disparate impact, in the workplace, refers to employment policies and practices that seem neutral but disproportionately negatively affect certain groups of people.
- HR term example: “Adverse impact can occur in, for example, hiring, promotion, learning and development, and performance appraisals.”
19. Affinity bias
Affinity bias is the unconscious human tendency to naturally like people with similar beliefs, backgrounds, and interests.
- HR term example: “Affinity bias may look like a manager promoting someone on their team simply because they share the same passion for playing golf.”
20. Ageism
Ageism in the workplace refers to employee discrimination based on age. While older workers are more likely to have encountered ageism at work, it happens to younger employees, too. This is called reverse ageism.
- HR term example: “Examples of ageism in the workplace include marginalization, reduced training opportunities, (semi) forced retirement, and unequal pay.”
21. Disparate treatment
Disparate treatment is a form of intentional discrimination against certain groups of people in an organization.
- HR term example: “The difference between disparate treatment and disparate impact is that the former is intentional while the latter is neutral in its description but has a disproportionate impact on protected groups.”
22. Horn effect
The horn effect is a type of unconscious bias that refers to the human tendency to judge someone based on a single negative trait and have that determine our perception of that person, hence overlooking their positive qualities.
- HR term example: “HR can mitigate the horn effect in the organization by, for example, providing bias awareness training for recruiters and hiring managers.”
23. Inclusive communication
Inclusive communication in the workplace is an approach to communication that seeks to make all employees feel heard, respected, and able to participate fully.
- HR term example: “Inclusive communication aims to meet the various needs of all the employees in the organization.”
24. Intercultural competence
Intercultural competence is the ability to develop knowledge, skills, and attitudes to effectively collaborate with people from different cultural backgrounds.
- HR term example: “According to the Intercultural Competence Model, there are five components of intercultural competence: skills, knowledge and comprehension, attitudes, internal outcomes, and external outcomes.”
25. Microaffirmations
Microaffirmations are small gestures anyone can make to show respect for their co-workers daily. Examples include nods, word choices, and facial expressions.
- HR term example: “Microaffirmations can play an important role in creating an open and inclusive work environment.”
26. Proximity bias
Proximity bias, also known as distance bias, is the penchant leaders tend to have for the people who are physically present or (working) close to them.
- HR term example: “Proximity bias can lead to a situation in which remote employees, in particular, are overlooked and hence put at a significant disadvantage.”
27. Undue hardship
Undue hardship refers to a situation that may occur when a company needs to take extraordinary measures to accommodate an employee with a disability or other specific needs.
- HR term example: “Factors to consider to determine whether or not a situation qualifies as one of undue hardship includes the nature, cost, and impact of the modification on the organization’s operations.”
HR Generalist terms
28. Employee life cycle
The employee life cycle covers the entire employee journey at a company, from attraction to offboarding and beyond.
- HR term example: “Understanding the employee life cycle and knowing how to engage with people in every stage of that cycle improves the employee experience, increases performance, and leads to better retention.”
29. Job dissatisfaction
Job dissatisfaction refers to a state where employees feel discontented with their roles, often due to factors like poor working conditions, inadequate pay, or misalignment with their career goals.
- HR term example: “High job dissatisfaction led many employees to seek positions at companies with better work-life balance.”
30. Employment contract
An employment contract is a formal legal document that outlines the terms of employment and the duties of both the employee and the employer.
- HR term example: “Before starting their new job, the candidates signed the employment contract outlining their role and salary.”
31. Onboarding
Onboarding is the process through which new hires get familiar with the job, the company, the people, and the organization’s culture where they have just started working.
- HR term example: “Onboarding is a key element in creating the foundation for a lasting employee-employer relationship.”
32. Employment status
Employment status defines a worker’s classification—like full-time, part-time, or freelance—and determines their workplace rights and benefits.
- HR term example: “Your employment status affects eligibility for health benefits and other workplace protections.”
HR tip
Print out this article once so that you have a handy, fun guide with ‘HR terms to know’ available for everyone in the office. If you’re working remotely, bookmark this page so that you can quickly peek at the list in this article.
HR Metrics and People Analytics terms
33. Application completion rate
The application completion rate is a recruitment metric that indicates how many candidates who started the application process completed it.
- HR term example: “Factors that influence the application completion rate include the complexity of the application, its length, and whether or not it is optimized for mobile.”
34. Attrition rate
The attrition rate is an HR metric that indicates how many employees leave the company – voluntarily or involuntarily – without an immediate replacement.
- HR term example: “The employee attrition rate is usually shown as a percentage. If the percentage is high, the organization is shrinking.”
35. Employee lifetime value
Employee lifetime value (ELTV) is another important HR metric. It measures the expected future value an employee brings to the company during their entire time there.
- HR term example: “Employee lifetime value is a relatively new concept, but its principles are similar to those of a well-known business metric, namely customer lifetime value.”
36. Dysfunctional turnover
Dysfunctional turnover occurs when an organization’s high-performing people leave faster than its employees with a weaker performance.
- HR term example: “Dysfunctional turnover is a voluntary type of turnover that negatively impacts a company’s end profit.”
37. Headcount planning
Headcount planning involves strategizing to ensure your organization has the appropriate number of skilled individuals to meet both short-term and long-term organizational needs.
- HR term example: “HR practitioners, together with the organization’s business leaders and managers, drive the headcount planning process.”
38. Human Capital Analytics
Human Capital Analytics (HCA) can be considered a classical approach to assessing the return on investment that an organization’s people bring to the business. Over the years, HCA has evolved into People Analytics.
- HR term example: “There are three levels of data examination in Human Capital Analytics: descriptive, predictive, and prescriptive.”
39. Human capital ROI
Human capital ROI (HCROI) is an HR metric that measures the value an organization’s employees – individually or collectively – contribute as a result of the money spent on their recruitment, compensation, training, etc.
- HR term example: “Regularly calculating the organization’s human capital ROI will help HR teams gain new insights and see opportunities for improvement for their HC initiatives.”
40. HR scorecard
The HR scorecard is a well-known HR tool that helps measure, manage, and improve the strategic role of the HR function within a company.
- HR term example: “The biggest advantage of using an HR scorecard is that it becomes easier to align HR strategies and objectives with those of the business.”
41. Interview-to-hire ratio
The interview-to-hire ratio is a recruitment metric that measures the number of conducted interviews in relation to the number of candidates hired within a certain period.
- HR term example: “Factors that affect the interview-to-hire ratio include the complexity of the role, labor market conditions, and the company’s reputation as an employer.”
42. New hire turnover
New hire turnover is a recruitment metric that measures how many employees leave the company within the first year, for example. This period may be shorter depending on the company and the industry.
- HR term example: “New hire turnover is an important indicator of the effectiveness of an organization’s hiring and onboarding processes.”
43. Promotion rate
The promotion rate is an HR metric that indicates how frequently employees are promoted within the company and within which timeframe.
- HR term example: “A high promotion rate suggests that the organization offers plenty of opportunities for growth and development.”
44. Revenue per FTE
Revenue per FTE (full-time equivalent) is an HR metric that measures the revenue an organization generates per full-time equivalent employee.
- HR term example: “Revenue per FTE converts the hours that part-time and contingent workers make into full-time equivalents.”
45. Selection ratio
Selection ratio is a metric that measures the number of people hired in relation to the total number of candidates who applied for a particular position.
- HR term example: “Factors influencing the selection ratio include job attractiveness, the application process, and the organization’s employer brand and reputation.”
46. Source of hire
Source of hire (SoH) is a recruitment metric that tracks via which sourcing channel people originally learned about the vacancy or where they were sourced.
- HR term example: “Common source of hire channels include employee referrals, job boards, the company’s careers page, professional networks, and social media.”
47. Workforce analysis
Workforce analysis refers to a process that uses employee data and ROI data to make informed decisions about recruitment, retention, and people management.
- HR term example: “Conducting a workforce analysis helps companies to better understand their strengths, weaknesses, and future staffing needs.”
48. Yield ratio
The yield ratio is a recruitment metric that measures the percentage of applicants who succeed in passing from one stage of the hiring process to the next and the percentage of candidates who end up being hired.
- HR terms example: “Calculating the yield ratio enables organizations to pinpoint bottlenecks and identify bias in their recruitment process.”
Learning & Development terms
49. ADDIE model
The ADDIE model is a well-known instructional design tool that helps HR and L&D professionals design, develop, and serve effective learning content.
- HR term example: “The ADDIE model is often used to develop courses and streamline the production of training material.”
50. Group mentoring
Group mentoring in the workplace is a type of mentoring in which one or more mentors collectively provide guidance, support, and advice to a group of mentees.
- HR term example: “Group mentoring fosters teamwork, builds relationships across different levels and departments within the company, and encourages peer-to-peer learning.”
51. Job shadowing
Job shadowing is a form of on-the-job training where a person learns from a more experienced colleague by observing them during their work day.
- HR term example: “Job shadowing can lead to higher employee engagement and productivity, improved knowledge sharing, and better retention.”
52. Learning agility
Learning agility in the workplace refers to people’s ability to do three things: i) learn, unlearn, and relearn; ii) apply freshly learned skills and information to changing workplace conditions; and iii) use feedback to continuously improve.
- HR term example: “Learning agility enables people to deal with and work through new and unknown situations when they occur without actually knowing what to do.”
53. Performance coaching
Performance coaching is a tailored process that aims to enhance an individual’s skills and effectiveness in a specific area through guidance, goal-setting, and feedback from a coach.
- HR term example: “Performance coaching in the workplace is a form of on-the-job learning that cultivates strengths and addresses weaknesses.”
54. Professional development plan
A professional development plan (PDP) is like a roadmap for employees on how to achieve their career goals. It helps them identify where they currently are, where they want to go, and the steps they need to take to get there.
- HR term example: “A professional development plan aligns (or should align) individual employee goals with organizational objectives.”
55. Reverse mentoring
Reverse mentoring is a type of workplace mentoring where younger, less experienced employees mentor their older, and often more skilled co-workers.
- HR term example: “Reverse mentoring acknowledges that skills and knowledge don’t solely depend on age or experience; every generation brings its own unique strengths and perspectives.”
56. Skills gap
A skills gap is the difference between the skills an organization’s workforce needs to achieve the company’s business goals and the capabilities employees currently have.
- HR term example: “To assess how big or small a company’s skills gap is and what knowledge and skills they are currently missing, they can conduct a skills gap analysis.”
57. Training needs analysis
A training needs analysis (TNA) identifies and bridges gaps in knowledge, skills, and abilities (KSA) in the workforce. When a lack of knowledge, skills, or abilities causes a problem in the organization, conducting a TNA can be a suitable solution.
- HR term example: “A training needs analysis points out the reasons for the gaps in KSA and helps identify the various ways to remove those gaps.”
HR tip
Quizz your HR colleagues! Refer to this list of HR terms every month with your HR buddy and test each other’s knowledge. Also, use this as an opportunity to see if there are specialist topics you want to learn more about and enroll in an HR certificate program to learn more and gain practical knowledge.
Organizational Development terms
58. Boundaryless organization
A boundaryless organization actively eliminates barriers to innovation. It is characterized by reduced hierarchy and functional divisions, resulting in greater integration.
- HR term example: “The idea of a boundaryless organization is that removing barriers will allow for a free flow of ideas, information, and innovation.”
59. Culture change
Culture change or cultural transformation is when a company embarks on a process to realign its culture with its mission, vision, and core values to reach its strategic goals.
- HR term example: “Culture change starts with the organization’s leadership recognizing that its current culture no longer reflects the company’s vision and core values.”
60. Customer-centric culture
A customer-centric culture is an organizational culture that emphasizes creating an excellent customer experience.
- HR term example: “In a customer-centric culture, every decision is made based on a deep understanding of the customer’s needs and desires.”
61. Emerging work models
Emerging work models are (futuristic) work models that suggest various innovative approaches to how and where work is done, as well as the integration of modern technology.
- HR term example: “Examples of emerging work models are Microsoft’s triple peak days, top sharing (similar to job sharing but at the leadership level), and Unilever’s U-Work model (an assignment-based work model).”
62. Formalization
Formalization refers to the extent to which an organization’s employees’ behavior is dictated by rules and procedures.
- HR term example: “Companies with a high level of formalization have explicit job descriptions, lots of organizational rules, and clearly defined procedures to structure work processes.”
63. Intergroup development
Intergroup development involves initiatives and strategies that enhance communication, understanding, and cooperation among different groups within an organization.
- HR term example: “Intergroup development is an example of an organizational development (OD) intervention.”
64. Job characteristics model
The job characteristics model is a practical tool managers and HR practitioners can use to analyze an employee’s job and make it more engaging, leading to happier and more productive employees.
- HR term example: “The job characteristics model consists of five core job characteristics: skill variety, task variety, task significance, autonomy, and feedback.”
65. Job evaluation
Job evaluation is the systematic process of assessing the relative value of jobs in an organization by comparing them to one another. The goal of job evaluation is to ensure people are paid fairly for their work.
- HR term example: “Common job evaluation methods are the ranking method, job classification, the point-factor method, and the factor comparison method.”
66. Market culture
Market culture is a type of organizational culture characterized by a strong emphasis on (financial) results, outperforming the competition, and customer satisfaction.
- HR term example: “Market culture is often found in large corporations across various industries.”
67. Network organization
A network organization is a decentralized company structure where autonomous business units are responsible for their own profit and losses while sharing the common goal of maximizing the value of the network as a whole.
- HR term example: “In a network organization, business units share resources and collaborate whenever it makes sense commercially.”
68. Organizational restructuring
Organizational restructuring is a process in which an organization changes its processes, systems, and structure to enhance its competitiveness or efficiency or adapt to new market demands.
- HR term example: “The organizational restructuring process involves redefining roles and responsibilities, realigning departments, and oftentimes, also downsizing.”
69. Strategic initiatives
Strategic initiatives act as a roadmap for organizations to achieve specific objectives or long-term visions for improvement. They are action-oriented and measurable goals.
- HR term example: “An example of a strategic initiative can be creating and implementing a social media campaign to boost awareness about the employer brand.”
Talent Acquisition and Recruitment terms
70. Applicant screening
Applicant screening is a systematic multi-step method of assessing candidates.
- HR term example: “Applicant screening typically involves reviewing résumés and job applications, conducting initial phone screenings, and assessing culture fit and interpersonal skills.”
71. Boomerang employees
Boomerang employees are people who return to work for a company they’d resigned from before.
- HR term example: “Boomerang employees come back for various reasons, including disappointment in their new organizations, familiarity with their previous companies, better advancement opportunities, and financial incentives.”
72. Candidate experience
Candidate experience is how an organization’s applicants feel about the company’s recruitment and selection process, from the first moment they interact with the organization (usually via a job advert or careers page) to their onboarding.
- HR term example: “A company’s candidate experience gives applicants a taste of how the organization treats its employees.”
73. Culture add
Culture add is the new, updated version of culture fit. Instead of simply hiring people whose skills, qualifications and experience match the company’s mission and values, organizations that hire for culture add look for candidates who bring new perspectives and skills that can enrich the company culture.
- HR term example: “Culture add aims to enhance and evolve the company’s culture, while culture fit focuses on maintaining the status quo.”
74. Employer brand
A company’s employer brand refers to its reputation as an employer, especially among potential employees. It’s the perceived identity of an organization and is experienced daily by its employees, customers, and the wider public.
- HR term example: “Every company has an employer brand, whether they’ve consciously created one or not.”
75. Hiring process flowchart
A hiring process flowchart is a clear visual layout of an organization’s entire recruitment and selection journey.
- HR term example: “A hiring process flowchart provides clarity for everyone involved and helps maintain consistency, responsibility, and compliance.’
76. Recruitment funnel
A recruitment funnel is a framework that defines the various stages of an organization’s recruitment process, from beginning to end.
- HR term example: “The goal of a recruitment funnel is to build an effective, scalable, and systematic process to attract and hire the right people.”
77. Recruitment ROI
Recruitment ROI (return on investment) is a metric that measures the effectiveness and value of an organization’s recruitment strategies.
- HR term example: “Calculating recruitment ROI allows companies to make informed decisions on which hiring strategies, methods, or tools are the most (cost) effective and which ones aren’t.
78. Staffing plan
A staffing plan, often called a staffing model, is essentially a roadmap for aligning a company’s talent with its business goals.
- HR term example: “A staffing plan provides a detailed illustration of a company’s talent pool. It indicates the required roles, skills and competencies, training and development needs, etc.”
79. Talent pipeline
A talent pipeline is a pool of (passive) candidates an organization has previously engaged and who are ready to fill specific positions when needed.
- HR term example: “Maintaining a talent pipeline gives companies access to high-quality candidates they may not have been able to reach via traditional job adverts.”
80. Transitional employment
Transitional employment refers to temporary job placements for people who have, for example, been out of the workforce or faced considerable barriers to employment. It allows them to gain the skills, experience, and confidence needed to (re)enter the workforce.
- HR term example: “Companies that offer transitional employment opportunities can benefit from access to a wider pool of candidates, improved employee morale, and in some cases, tax incentives.”
81. Hiring freeze
A hiring freeze is when an organization decides to temporarily stop hiring new employees for open roles.
- HR term example: “A hiring freeze is often used to avoid layoffs and maintain financial stability.”
Talent Management terms
82. 360-degree feedback
360-degree feedback, also called a 360 review or multi-rater feedback, is a type of employee performance evaluation that collects ratings and input from direct reports, managers, and peers.
- HR term example: “While 360-degree feedback has so far been used mainly for managers and leaders, it is becoming increasingly popular as a feedback system for all employees.”
83. Agile performance management
Agile performance management is a collaborative and continuous approach to employee evaluation and supporting them in their professional growth.
- HR term example: “Agile performance management has four key pillars: continuous learning, frequent check-ins, building trust, and a sense of connection to the work community.”
84. Career lattice
A career lattice is a type of career progression framework in which employees can move not only vertically but also horizontally and diagonally, both inside and outside their organization.
- HR term example: “As non-traditional career paths become increasingly common, the career lattice is gaining traction in modern work environments.”
85. Competency mapping
Competency mapping is the process of identifying and defining the skills, competencies, knowledge, and personal attributes needed to perform a particular role effectively.
- HR term example: “Competency mapping is commonly used by managers and HR in performance management.”
86. Employee resource group
An employee resource group (ERG) is a voluntary, employee-led group seeking to foster a diverse and inclusive workplace aligned with the company.
- HR term example: “Employee resource groups often involve and are led by employees who share a particular characteristic, such as ethnicity, religion, gender, or lifestyle.”
87. Graphic rating scale
A graphic rating scale is a performance evaluation method that identifies the desired behaviors and traits for a specific role, then uses a scale to rank employees on these traits and behaviors.
- HR term example: “One benefit of the graphic rating scale method is it is easy to understand and use, and inexpensive to develop.”
88. GRPI model of team effectiveness
The GRPI model of team effectiveness is a comprehensive framework consisting of four key elements teams must get right to function effectively.
- HR term example: “GRPI is an acronym that stands for Goals, Roles and Responsibilities, Processes and Procedures, and Interactions/Interpersonal Relationships.”
89. Multi-rater feedback
Multi-rater feedback is a type of performance appraisal that collects input from various sources, such as coworkers, managers, customers, and direct reports.
- HR term example: “The most well-known type of multi-rater feedback is the 360-degree feedback method.”
90. Performance appraisal
A performance appraisal, or performance review, is a periodic and systematic process of assessing and documenting an employee’s overall performance and contribution to the organization.
- HR term example: “In many companies, performance appraisals take place once or twice a year.”
91. Performance improvement plan
A performance improvement plan (PIP) is a document that outlines how an employee may be falling short of their job expectations. It includes concrete steps they should take to improve their performance, as well as a timeline for them to do so.
- HR term example: “An effective performance improvement plan should always be made together with the employee.”
92. Succession planning
Succession planning refers to the process of identifying and developing key (internal) talent to ensure the continuity of leadership and business-critical positions in the future.
- HR term example: “Succession planning helps organizations prepare for the future, based on various scenarios.”
93. Talent mapping
Talent mapping gives organizations insights into the talent and skills they currently have, and the gaps they may need to address in the (near) future.
- HR term example: “One way to use talent mapping is to ensure the company can access the right skills at the right time to achieve its business objectives.”
Key takeaway
- HR terminology is essential for those who work in Human Resources. It ensures that everyone knows what they are discussing and helps avoid misunderstandings.
- Bookmark this page so you can quickly look it up whenever you’re unsure what a particular HR term means.
Weekly update
Stay up-to-date with the latest news, trends, and resources in HR
Learn more
Related articles
Are you ready for the future of HR?
Learn modern and relevant HR skills, online