A series of initiatives aimed at helping employees enhance their skills, knowledge, and experiences to achieve their career goals within the organisation. It’s about supporting employees in their professional growth and advancement.

A type of employment arrangement where an employee is hired on a temporary and as-needed basis, typically without a fixed schedule or long-term commitment from either the employer or the employee.

A formal recognition or credentials, through successful completion of an accredited certification program or examination. Certifications validate an individual’s expertise, knowledge, and skills in specific areas of HR practice.

COBRA, which stands for the Consolidated Omnibus Budget Reconciliation Act, is a law that provides certain employees and their families the option to continue their group health insurance coverage for a limited period after certain qualifying events that would otherwise result in loss of coverage.

The negotiation process between employers and labour unions, or groups of employees, to reach agreements on various aspects of employment conditions, such as wages, benefits, working hours, and working conditions.

The total rewards, including both monetary and non-monetary benefits, provided to employees in exchange for their work and contribution to the organisation.

The sum of all the benefits and financial rewards that employees receive in exchange for their work and contribution to an organisation. It encompasses various elements designed to attract, retain, motivate, and reward employees for their efforts.

An approach that focuses on identifying and developing the specific skills, knowledge, abilities, and behaviors (competencies) required for successful job performance within an organisation.

The management and resolution of disputes, disagreements, or conflicts that arise in the workplace among employees, between employees and managers, or between different departments or teams.

The practice of hiring individuals or workers on a contractual basis to perform specific tasks, projects, or services for a predetermined period of time. These individuals, often referred to as independent contractors, freelancers, or consultants, are not considered regular employees of the company and typically work for a set duration or until the completion of a project.

Collective values, beliefs, attitudes, norms, and behaviours that characterise an organisation and shape its work environment, interactions, and practices. It encompasses the shared identity and personality of the organisation, influencing how employees perceive and experience their workplace and guiding their actions and decisions.

Cost Per Hire (CPH) is a metric used to calculate the total cost incurred by an organisation to fill a vacant position with a new employee. It is an essential measure for evaluating the efficiency and effectiveness of the recruitment and hiring process.

Training employees to perform tasks or duties outside of their primary roles or areas of expertise. The goal of cross-training is to develop a versatile and adaptable workforce that can handle multiple responsibilities and fill in for colleagues when needed.

The ability of HR professionals and an organisation as a whole to effectively navigate and manage diversity and inclusion in the workplace. It involves understanding, respecting, and valuing the cultural differences, backgrounds, and perspectives of employees, candidates, and stakeholders.

The alignment between an individual’s values, beliefs, work style, and personality traits, and the organisational culture of a company. It entails assessing whether a candidate’s attitudes, behaviours, and work ethic match the values, norms, and expectations of the organisation.

An individual’s ability to understand and effectively navigate cultural differences in diverse work environments. It involves being aware of one’s own cultural perspectives and biases, as well as having the knowledge, skills, and attitudes to interact respectfully and effectively with people from different cultural backgrounds.

A process of tailoring HR practices, policies, programs, and initiatives to suit the unique needs, goals, and culture of an organisation. It involves adapting standard HR processes to align with the specific requirements and circumstances of the company, its industry, and its workforce.