Glossary

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…

Time to hire is a recruiting metric that measures the number of days it takes to find and hire a new employee. It spans from the day the recruiting manager advertises the job until job acceptance.  The formula for time to hire: day of job acceptance - day job is advertised = time to hire Time to fill encompasses time to hire. It measures the number of days from job requisition, the formal request for a new candidate, to job acceptance.  Why should HR leaders care about time to hire/time…

COVID-19 workplace policy emphasizes cleanliness, hygiene, health, and social distancing and aim to prevent the spread of COVID-19 in shared office settings. COVID-19 workplace policy is based upon standard recommendations established by each country. The U.S. and U.K. guidelines promote personal hygiene and social distancing in the workplace and remind employees to monitor their health before arriving at work. The workplace rules encourage employees to: Wash hands regularlyWear a protective mask over the nose and mouthWear disposable gloves when in a public areaFollow recommendations for social distancingCheck temperature before going…

Mental health in the workplace refers to employees' psychological, emotional, and social well-being within a shared work environment. Employees with sound mental health have respect for themselves and others, build positive relationships with coworkers, and cope with the daily challenges and responsibilities involved in the workplace.  Why should HR leaders care about mental health in the workplace? Unfortunately, mental health issues are highly prevalent among today's adults, both globally and in the U.S. According to the CDC, 1 in 5 American adults (18.3%) suffer from mental illnesses, and 71% of…

E-recruitment is the automated process of identifying, attracting, screening, and hiring candidates using online platforms and HR software. This internet recruitment method enables businesses to establish an online presence to connect with candidates. E-recruitinginvolves different sourcing methods such as: Attracting candidates through a company career page Using job boards to advertise vacanciesIncorporating job aggregator sites (job search engines) to consolidate job advertisements from throughout the web   Advertising on social media sitesFinding relevant online resumes through search engine optimization (SEO)  Cloud-based HR software also contributes to effective e-recruitment through selecting and tracking candidates…

An HR business partner (HRBP) is a senior HR professional who collaborates with executives to facilitate alignment between business objectives and HR strategy.  An HR business partner represents the HR department to executives, contributing valuable people solutions to drive positive business outcomes. HR influencer Josh Bersin discusses the essential competencies of a high-caliber HRBP, which include:  IntegrityAgilitySocial networking skillsKnowledge of the business and its jargon Digital competency and data analysisCourage and leadership Empathy Critical thinkingProblem-solving Sandy Allgeier, SPHR, refers to HR business partners as “internal consultants” because they advise managers and executives on…

Employee wellbeing refers to mental and emotional health, a positive attitude, and contentment concerning work. Employees who embody wellbeing hold a bright and optimistic perception of their work lives. According to research from Gallup, the five pillars of wellbeing are:  Career: Satisfaction with daily tasks and responsibilities Social: Healthy relationships with friends and loved onesFinancial: Successfully managing finances Physical: Basic health for energy and daily functionality Community: Connecting with others in one’s area of residence Why should HR leaders care about employee wellbeing? Wellbeing is fundamental to mental stamina, emotional intelligence, and resilience…

Company perks are perquisites that employers provide employees to assist them in maintaining high productivity and performance levels. Benefits, such as health care, retirement, and investment plans, are essential components of compensation. Perks, in contrast, encompass the non-essential, supplementary aspects of the job to improve the employee experience and boost productivity. Popular company perks include:  A company car that doubles as a personal vehiclePaid time off or sabbatical leave Weekly happy hourOnsite childcare Shopping, cinema, or travel discountsFlexible working conditionsOnsite catering or lunch vouchers Why should HR leaders care about company perks?…

Redundancy pay is the financial compensation that employers offer employees when removing their positions from the organizational structure.  Ideally, organizations will always need all their employees-- recruiting, hiring, and training new people is a significant investment, after all. However, external circumstances, such as company restructuring, job obsoletion, merging or transferring company ownership, relocation, or a downturn in business, can cause role redundancy.  While the United States Department of labor leaves redundancy pay up to the employee-employer agreement, UK law includes basic redundancy regulations for employers to adhere to, in addition…