Calculating and disbursing employee wages, salaries, bonuses, and deductions. Payroll also involves withholding and remitting payroll taxes and other statutory deductions to government authorities.

A systematic assessment of an employee’s job performance. This assessment provides feedback on their work-related behaviors and outcomes. The primary objective of performance appraisal is to evaluate an employee’s contributions to the organisation, identify areas for improvement, set goals for future performance, and provide developmental support.

A structured plan that is implemented to address and improve an employee’s performance when it falls below expectations or standards. The primary goal of a PIP is to provide the employee with clear feedback on areas needing improvement and to outline specific actions or steps to help them meet performance goals.

The process of setting performance expectations, evaluating employee performance, providing feedback, and identifying development opportunities to enhance individual and organisational effectiveness.

A comprehensive record that contains all relevant documents and information related to an employee’s employment history with a company. These files are typically considered confidential and sensitive documents.

A strategy that allows employees nearing retirement age to gradually reduce their work hours or responsibilities over a while, typically leading up to their eventual retirement. Instead of abruptly ending their careers, employees can transition into retirement gradually, which can benefit both the employer and the employee.

The process of evaluating job applicants before they are hired. It involves various checks and assessments to verify the candidate’s qualifications, credentials, and suitability for the position and the organisation.

A specified period of time during which a new employee’s performance and suitability for continued employment are evaluated. Probationary periods may vary in duration and typically precede the confirmation of permanent employment status.

Efficiency and effectiveness with which human resources are utilized within an organisation to achieve its goals and objectives. Productivity can be measured in various ways, including metrics such as output per employee, revenue per employee, and employee engagement levels.

Formal guidelines, rules, and regulations that are established by an organisation to govern employee behaviour, decision-making, and actions in various areas such as attendance, conduct, compensation, benefits, and performance.

Activities and initiatives designed to enhance employee skills, knowledge, competencies, and capabilities to support career growth, advancement, and lifelong learning.

The advancement of an employee to a higher position. It typically involves an increase in responsibilities, authority, and often salary or benefits. Promotions can occur for various reasons, including exemplary performance, demonstrated leadership abilities, acquisition of new skills or qualifications, or to fill a vacant higher-level position.

The unwritten, implicit expectations, beliefs, and obligations that exist between employees and their employer. Unlike formal employment contracts that outline specific terms and conditions of employment (such as salary, benefits, and job duties), the psychological contract focuses on the perceived mutual obligations, promises, and expectations that shape the relationship between the employee and the organisation.