Glossary

An employee performance evaluation is an assessment process that tracks an employee's work progress throughout the employment period.  Like performance reviews, employee performance evaluations document the employee’s journey-- their accomplishments, setbacks, strengths, and weaknesses-- to provide a big picture of the overall work performance.  Depending on the company, its structure, and the industry, organizations may use different criteria and metrics for their evaluation system. Some organizations may prefer to incorporate the 360-degree review or staff review, while others may rely heavily on self-assessment and manager observation.   Why should HR leaders…

Workforce planning is the process of building a robust organization through attracting, hiring, and training suitable candidates within each department. Businesses use workforce planning to avoid under or overstaffing and to support hiring employees with appropriate levels of knowledge, skills, and experience. Incorporating a workforce planning strategy enables companies to carefully respond to emerging economic or technological trends disrupting the workplace. Just as individuals meal plan to avoid routine consuming fast food and support optimal health, companies “workforce plan” to maintain a healthy and functioning staff and successful organization.   Why…

An employee resource group (ERG) is a social circle of employees who voluntarily join together based on shared identity, values, interests, perspectives, or goals. The purpose of employee resource groups, or affinity groups, is to strengthen workplace relationships, foster a sense of belonging, promote personal and professional growth, and ultimately, nurture the entire company community.  Employee resource groups first began in the 1960s to bolster the voice of minorities in the workplace. Today, ERGs represent general demographic groups, such as a woman’s ERG or a Latino ERG, or, more specific…

Talent management is a holistic method of recruiting, hiring, and engaging high-performing employees to achieve company objectives. An offshoot of HR management, talent management offers a strategic, integrated approach to attracting quality employees and optimizing their competencies.  HR influencer Josh Bersin explains the evolution of talent management. Known as the Personnel Department in the 1970s, it focused on the rudimentary functions of hiring, paying, and offering basic benefits. In the 1990s, the department transformed into Strategic HR, aiming to attract and engage desirable employees. Today, talent management strives to increase…

Predictive HR analytics is a tech tool that HR uses to analyze past and present data to forecast future outcomes. Predictive HR analytics digitally digs through data to extract, dissect, and categorize information and then identify patterns, irregularities, and correlations. Through statistical analysis and predictive modeling, analytics enables data-driven decisions regarding HR functions.  Predictive HR analytics systems are reminiscent of the earthworm. The worm ingests natural waste and residue and excretes nutrient-rich, fertile soil material. Predictive analytics, too, intakes unused, raw data to transform it into applicable information that supports…

Employee management software is an integrative tech system that assists in tracking, monitoring, recruiting, hiring, and communicating with employees. Usually, cloud-based employee management software aids HR professionals in overseeing every step of the employee lifecycle, providing a variety of automated services such as: OnboardingPayrollPerformance review evaluationsTwo-way employee-manager feedback Employee recognition functionsCompany policy communication  Why should HR leaders care about employee management software? Employee management software offers a cost-effective way to: Streamline HR processes Maintain accuracy and efficiency while reducing human errorBoost understanding of and compliance with company policiesIncrease retention and engagement through,…

An employee satisfaction survey is a questionnaire that measures the contentment level of personnel regarding the various components of their job. The purpose of the employee satisfaction survey is to provide actionable data to improve the employee experience. An employee satisfaction survey can include various answer types, such as checkbox, rating scales, and open-ended answers. Why should HR leaders care about employee satisfaction surveys? An employee satisfaction survey can provide valuable insights into how the organization can enhance the employee experience and nurture business growth. By strategically designing the survey,…

Parental leave is time off for mothers and fathers to take care of a child for medical or non-medical reasons. Employees can use parental leave following the birth, adoption, or fostering of a child or to ensure a child's welfare. In the United States, the FMLA enables eligible parents to take twelve weeks of unpaid time off, while federal employees can receive up to 12 weeks of paid time off.  In the U.K., the government allows 18 weeks per child of unpaid parental leave, up to the child's 18th birthday. …

Workforce management (WFM) is the strategic organization of labor to achieve optimal productivity and company objectives. Workforce management typically includes: Employee schedulingTime tracking and attendanceForecastingCompliance trackingPayroll and benefits Time off and vacation planning  A basic form of workforce management has always existed-- for example, businesses would track work hours or plan employee vacation times. Today workforce management has evolved into an integrated part of HR software systems, automating and streamlining HR processes to create highly efficient, precise, and reliable results.     Why should HR leaders care about workforce management? WFM software removes…

Employee benefits are a form of compensation that employers provide (along with a salary) to create a well-rounded, attractive payment package. Employee benefits vary, depending on the relevant government labor laws. In the United States, each state has its own regulations regarding employee benefits. Government-mandated benefits include: Social SecurityHealthcare or Medicare FMLA or time off for family In addition to government benefits, employers often offer: Paid time off for holidays, vacation days, and sick leaveHealth and life insurancePersonal leaveDisability insuranceRetirement plans Generous employers may add complementary benefits to create a more…

Cultural safety is the appreciation and protection of employee individuality, enabling employees to fulfill their roles and express themselves freely. Cultural safety encompasses both physical and psychological safety. Physical safety means that the material work environment must be free of harmful toxins and hazardous conditions and conducive to productivity. Psychological safety implies that the company encourages employees to take risks, voice their opinions, ask questions, and make mistakes through valuing honesty, courage, and humility. Why should HR leaders care about cultural safety? An organization that prioritizes cultural safety ideally empowers…

Compassionate leave is time off from work for employees to deal with a family emergency. Compassionate leave generally encompasses: Caring for an ill dependent such as a parent, child, or spouseMaking arrangements for the funeral of a dependent  It's incumbent upon each organization to determine its compassionate leave policy. Essential components to include:  Length of leavePaid or unpaid time offOptions to receive additional time off or take leave for a non-dependent family member Classification of bereavement or compassionate leaveWhen to report the emergency and to whomAdministration of employee return to work…

Employee recognition is the acknowledgment of an individual's work accomplishment by expressing gratitude or praise. Employers often recognize employees for: Working for an extended period (generally beyond five years)Exemplary work performanceInnovation or achievementsNotable personal developmentWorkforce or system improvement According to Gallup research, employees find these methods of employer recognition highly impactful:  Publicly acknowledging employees through praise, an award, or a certificate Private acknowledgment from a boss, coworker, or customerReceiving an extremely positive evaluation regarding accomplishmentsReceiving a monetary award or compensation Earning a promotion, greater autonomy, or increased work responsibilities Why should HR…

Succession planning is the process of preparing employees for future roles to support continuous business functioning. Succession planning is a long-term, strategic investment that buffers both large and medium-sized businesses against inevitable future disruptions or sudden job vacancies. Usually spanning one to three years, succession planning involves training and educating employees so they can assume new positions with confidence and poise. Succession planning is like training a competitive basketball team. When a first-string player gets injured or needs a break, a bench-player can jump in as a replacement, so the…

A merit increase process is a method of determining how frequently to offer merit increases, the percentage of increase, and who qualifies for the merit increase. To implement a data-driven merit increase process, HR leaders must assess employees' merit eligibility, internal and external value, and establish a merit allocation strategy.   Why should HR leaders care about the merit increase process? A thorough merit increase process is an essential element of a smoothly-functioning company ecosystem. Properly planning the merit increase process enables companies to reward high-performing employees with competitive salary increases…