The process of managing an employee’s departure from the organisation, including activities such as conducting exit interviews, collecting company property, revoking access to systems and facilities, and transitioning responsibilities to other employees or departments.

The process of integrating and orienting new employees into the organisation, providing them with the necessary information, tools, resources, and support to become productive members of the team. Onboarding typically includes orientation sessions, training, introductions to colleagues, and clarification of job expectations.

How individuals, groups, and structures within an organisation behave and interact with each other. It explores the impact of human behaviour on organisational effectiveness and performance, as well as the influence of organisational structures, culture, leadership, and processes on employee attitudes and behaviors.

The shared values, beliefs, norms, attitudes, and behaviors that characterise an organisation and shape its work environment, relationships, and decision-making processes. Organisational culture influences employee engagement, morale, performance, and retention.

Contracting or delegating certain functions, processes, or services to external vendors, third-party service providers, or specialised HR firms. This approach allows organisations to leverage the expertise, resources, and efficiencies of external partners to manage specific HR activities more effectively and efficiently.