Today transforms the HR profession: no longer hard-core administration but with a desire for strategic leadership. As the HR teams grow in responsibility, so too has the understanding of key words and HR terminology that define modern-day HR practices become pertinent. Whether you’re an experienced HR manager or just stepping into the field, this handy HR glossary simplifies some pertinent (and yet mostly ignored) HR terminologies you need to confidently navigate your role.
Being one of the leading HRMS software providers in India, our goal at Doinsights is to work towards making your HR no longer a headache but, at the same, make you go out there, armed with knowledge. Hence, this is a newly sprouting HR glossary that is rather easy, pertinent, speaking, and impactful.
1. Talent Acquisition Strategy
While “recruitment” is a more or less common HR glossary, talent acquisition goes further than just filling jobs. It is a long-term process that involves attracting and retaining the best talent, linking workforce planning to the strategic goals of the company, including branding the company as an attractive employer, developing a pipeline, hiring based on statistics, and workforce forecasting (not just limited to ATS tools).
2. Employee Net Promoter Score (eNPS)
eNPS is a score that indicates the relationship between employee satisfaction and loyalty while deriving from the customer Net Promoter Score-weighted survey. Employees are usually asked: How likely are you to recommend this organization as a place to work? The answers provide a means to measure morale in general and costs in particular for company culture.
3. Job Architecture
Job architecture is a framework within which roles are organized in an organization. It defines job levels, families, career paths, and pay bands. Having a solid job architecture builds in transparency, retention, and mobility.
4. 360-Degree Feedback
Feedback for 360-degree appraisals comes from all possible directions: one’s superiors, peers, subordinates, and sometimes clients. The incorporation of this holistic view presents a far more rounded picture of an employee’s skills, behavior, and impact.
5. Shadowing Programs
Employee shadowing involves the observation and learning experiences of an individual with a colleague in a distinctive role or department. It is often employed at the time of onboarding or when the leading development process sets cross-functional comprehension among the trainees who may be working in different departments and put on an opposite journey in their respective departments, thus forming future talent pipelines.
6. Behavioral Competencies Mapping
Different from technical skills, behavioral competencies encompass soft skills including communication, adaptability, leadership, and empathy. Behavioral competency mapping associates these characteristics with the job role, allowing for easy assessment of cultural fit and future leadership capacity.
7. HR Business Partner (HRBP)
This position is strategic in nature, allowing HR practitioners to work closely with heads of departments to align the human capital strategies with the business objectives. Instead of merely doing policy enforcement, HRBPs act as internal consultants that help promote organizational development.
8. Workforce Analytics
Though you may have touched on “People Analytics” in your previous blog, it is a specific type of analysis. Workforce Analytics takes into consideration all aspects of the workforce, including productivity, engagement trends, absenteeism, and succession readiness, so as to assist in informing business decisions.
9. Compensation Benchmarking
This process entails comparing the compensation packages of an organization with those given within the industry to maintain the status of competitive salaries. Accordingly, Benchmarking ensures that HR maintains pay equity, attracts top talent, and retains high performers.
10. Internal Mobility
Internal mobility is the movement of an employee through different roles within an organization. Positions may vary in nature as lateral moves, promotions, or project-based roles. Mobility encourages people to stay engaged, retain institutional knowledge, and reduce hiring costs.
11. HR Technology Stack
Your HR technology stack is the array of digital tools and platforms that an organization chooses to perform its HR functions-from recruitment and on-boarding through training, performance tracking, and communication. The better integrated the stack, the more it saves time and boosts productivity.
12. Flexible Benefits Plan (Cafeteria Plan)
A flexible benefits plan lets employees choose from a set of pre-approved benefits that suit their particular needs-the benefits may include health insurance, meal vouchers, or childcare. The upside to this is that the approach very much promotes employee satisfaction and personalization.
13. Workforce Restructuring
Workforce restructuring changes major aspects of workforce size, structure, or roles. Activities may entail layoffs, rationalization of positions, or the integration of departments mostly to become wise toward the change in economic or strategic environment. It is most certainly a key component in managing change with absolute transparency and empathy.
14. Compliance Training
The term compliance training blurs statutory compliance, focusing itself on instructing employees in regulations, ethics, anti-harassment, and data privacy. It has to be; it’s one of the major risk management and integrity building exercises that an organization can undertake.
15. Remote Onboarding Experience
Though onboarding was discussed, special emphasis is given here to the remote onboarding experience. Online onboarding of new hires should be skillfully provided through digital orientation plans, virtual buddy systems, and technical readiness, all essential areas for hybrid or remote-first companies.
Conclusion
HR now defies the limited scope of paperwork and policies; the roles of HR have concerned people and their performance and progress. Learning the new CCD language gives you the confidence to do your day-to-day activities while contributing strategically to the organization’s success.
At Doinsights, we want to give all HR professionals the tools and knowledge to do their jobs well. We have built a strong HRMS platform with all challenges of an employee lifecycle—from hire to retirement—in mind and without getting lost in convolution. So, whether you are building an HR tech stack, reworking policies, or setting up a wellness program, we have got you covered.
Visit Doinsights or ask for a free demo, and see these intelligent HR solutions at work!
