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Key Performance Indicator - a type of performance measurement that evaluates the success of an organization or of a particular activity in which it engages. In HR, KPIs might include metrics like employee turnover rate or average training costs.

Equal Employment Opportunity - refers to fair, unbiased treatment in the workplace. Employers must ensure they comply with laws that enforce non-discrimination in hiring, promotion, and compensation.

Applicant Tracking System - a software application that enables the electronic handling of recruitment and hiring needs. In HR, ATSs are often used to filter resumes, manage candidate correspondence, and track the hiring process.

Fair Labor Standards Act - a federal law that establishes minimum wage, overtime pay eligibility, recordkeeping, and child labor standards. HR departments must ensure all employment practices comply with FLSA guidelines.

Bona Fide Occupational Qualification - allows for discrimination in hiring if it is essential to the job role (e.g., a female actor for a female role). In HR, it is used to make lawful distinctions in employment situations.

Employee Resource Group - voluntary, employee-led groups that foster diversity and inclusion in the workplace. Within HR, ERGs assist in creating an inclusive culture and can influence policy and work environment.

Return on Investment - a measure used to evaluate the efficiency of an investment. In HR, ROI may be used to assess the value added by human resources initiatives like training programs.

Professional Employer Organization - a firm that provides a service under which an employer can outsource employee management tasks. For HR, using a PEO can mean outsourcing tasks like payroll, employee benefits, and compliance management.

Diversity and Inclusion - relates to policies and programs that promote representation and participation of different groups of individuals. HR departments focus on D&I to ensure equitable treatment and to create a diverse workforce.

Learning Management System - a software application for the administration, documentation, tracking, reporting, automation, and delivery of educational courses or training programs. HR uses LMS to centralize and streamline training initiatives.

Human Resource Information System - a system used to acquire, store, manage, and process HR data like employee records and payroll. HRIS streamlines operations and helps HR departments manage human resources more efficiently.

Society for Human Resource Management - a professional society that represents members' interests in the HRM field. HR professionals use SHRM as a resource for education, certification, and networking opportunities.

Performance Management System - tools and processes that ensure employees' performance contributes to business objectives. HR uses PMS to align employee activities with organizational goals and to appraise performance.

Non-Disclosure Agreement - a legal contract between two or more parties that signifies a confidential relationship. In HR, NDAs are used during hiring to protect sensitive company information.

Employee Stock Ownership Plan - a program that provides a company's workforce with an ownership interest in the company. HR manages ESOPs to offer competitive benefits and align employees' interests with shareholders.

Family and Medical Leave Act - a U.S. federal law requiring covered employers to provide employees with job-protected and unpaid leave for qualified medical and family reasons. HR departments must manage leave requests in compliance with FMLA regulations.

Human Resource Management - the strategic approach to the effective management of people in a company or organization. HRM encompasses a wide spectrum of activities including recruitment, training, and employee relations.

Diversity, Equity, and Inclusion - a term that recognizes the diverse makeup of teams and the importance of equitable treatment and a sense of belonging. HR leads DE&I initiatives to build a more supportive and representative workplace.

Organizational Development - a deliberately planned, organization-wide effort to increase an organization's effectiveness and health. HR uses OD strategies to manage change and improve organizational culture.

Full-Time Equivalent - a unit that indicates the workload of an employed person. HR uses FTE to compare workloads of full-time and part-time employees, often for budgeting and staffing purposes.

Consolidated Omnibus Budget Reconciliation Act - a land-mark federal law that provides for continuing group health insurance coverage for some employees and their families after a job loss or other qualifying event. HR informs and manages COBRA coverage for eligible employees.

Performance Improvement Plan - a tool used by HR to document deficiencies in an employee's performance and to articulate the steps necessary to remedy those issues. PIPs are often the first steps in a corrective action process.

Americans with Disabilities Act - a civil rights law that prohibits discrimination against individuals with disabilities in all areas of public life. HR ensures that company policies and procedures comply with ADA requirements.

Emotional Intelligence - the ability to recognize and understand emotions in oneself and others, and to use this awareness to manage behavior and relationships. HR considers EQ important for leadership roles and team dynamics.

Objectives and Key Results - a goal-setting framework used by organizations to define and track objectives and their outcomes. HR can use OKRs to align team goals with the company’s strategic plan.

Management by Walking Around - a style of business management which involves managers wandering around, in an unstructured manner, to check with employees, equipment, or on the status of ongoing work. HR may encourage MBWA to promote open communication and a cohesive work environment.

Specific, Measurable, Achievable, Relevant, Time-bound Goals - a principle for setting clear and reachable goals involving specific criteria. HR encourages the use of SMART goals for performance management and individual development plans.

Strengths, Weaknesses, Opportunities, Threats Analysis - a strategic planning technique used to identify and analyze the four aspects in a project or business venture. HR may perform a SWOT analysis for workforce planning and development strategies.

Training and Development - activities aimed at enhancing the skills, capabilities and knowledge of employees. HR designs and implements T&D programs to prepare employees for current and future job requirements.

360-degree feedback - a system in which employees receive confidential, anonymous feedback from the people who work around them. HR uses 360 feedback to provide comprehensive insights into employees' performances.

On-the-Job Training - a practical approach to training where employees are trained in their actual work environment. HR facilitates OJT to ensure employees gain hands-on experience in their specific job tasks.

Volatility, Uncertainty, Complexity, Ambiguity - describes the nature of difficult conditions and situations. HR prepares the workforce to operate effectively in a VUCA environment through appropriate training and organizational strategies.

A clause in an executive's employment agreement specifying that the individual will receive certain significant benefits if employment is terminated. HR may negotiate golden handshakes as part of executive compensation packages.

Work From Home - a policy allowing employees to perform their job functions from home. HR may develop WFH policies to provide flexibility and accommodate for personal or pandemic-related reasons.

An employee who leaves a company and then later returns to work for the company again. HR may keep track of and possibly re-hire these individuals, as they already understand the company culture and processes.

A meeting with an employee who is leaving a company to explore the reasons for their departure. HR conducts exit interviews to gather feedback and improve future employee retention and company culture.

The total package of benefits, including salary, bonuses, insurance, and any other perks, offered to an employee. HR designs compensation packages to attract and retain top talent while balancing organizational budgets.

The practice of ending all communication and contact with a prospective or current employee without any apparent warning or justification. HR may implement follow-up procedures to minimize ghosting in the recruitment process.

A labor market characterized by the prevalence of short-term contracts or freelance work as opposed to permanent jobs. HR may adapt strategies and policies related to employee engagement and retention for workers in a gig economy.

The process of integrating a new employee into an organization and its culture. HR is responsible for developing and implementing effective onboarding programs to ensure a smooth transition for new hires.

A situation where an employer decides that a job or jobs are no longer necessary. HR manages redundancy processes, ensuring they are conducted fairly and in compliance with employment laws.

The ongoing cycle of processes related to attracting, sourcing, recruiting, and hiring employees. HR's talent acquisition strategies focus on finding and acquiring skilled human labor for organizational needs.

An unofficially acknowledged barrier to advancement in a profession, particularly affecting women and minorities. HR may develop programs and policies to break the glass ceiling and promote diversity in leadership roles.

A state of physical or emotional exhaustion that also involves a sense of reduced accomplishment and loss of personal identity. HR addresses burnout by creating wellness programs and promoting better work-life balance practices.

The process by which employees provide feedback about their superiors to understand leadership effectiveness and create opportunities for managerial improvement. HR may facilitate upwards feedback through performance review systems.

A term used by HR recruiters to describe a job candidate that fits a job description perfectly, possessing all the required qualifications and experience. HR often considers purple squirrels to be rare finds in the job market.

A process of identifying and developing internal people with the potential to fill key business leadership positions. HR engages in succession planning to ensure continuity in critical positions.

The state of equilibrium where an individual equally prioritizes the demands of one's career and the demands of one's personal life. HR promotes work-life balance to increase employee satisfaction and retention.

The rate at which employees leave an organization and are replaced by new employees. HR monitors the turnover rate to gauge employee satisfaction and overall organizational health.