Human Resources Vocabulary

The skills and qualities that contribute to effective job performance.

Consolidating multiple job levels into broader pay ranges.

The “personality” of a company, encompassing the work environment as well as values, ethics, expectations, models of communication and recognition, and more.

A description of where an organization envisions itself in the future when it achieves its mission.

An agreement that employees sign that prevents them from using the sensitive information they handle as part of their job outside of their responsibilities.

The guiding principles of an organization that help shape what work a company does and how they do it. These principles can also act as a guiding light for the business in ambiguous or difficult situations.

Policies or practices designed to make people of various backgrounds feel welcome and ensure they have support to perform to the fullest of their abilities in the workplace.

A program which, under certain conditions, allows people to retire before the legal retirement age.

The act of praising and rewarding positive employee accomplishments or behaviors, either publicly or privately.

How happy or fulfilled an employee is with their job. This encompasses attitudes toward the company as a whole, their team and manager, and their day-to-day work.

A conversation held when an employee is leaving to gather feedback and insights.

Unwelcome workplace conduct that is based on race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information.

A work environment created when harassing or discriminatory conduct is so severe and pervasive it interferes with an individual's ability to perform their job; creates an intimidating, offensive, threatening or humiliating work environment; or causes a situation where a person's psychological well-being is adversely affected.

A list of duties required of an employee in a specific position.

An organization’s purpose and reason for being: its ultimate goal.

The process of integrating new employees into the organization.

The process of introducing new employees to their jobs, co-workers and the organization by providing them with information regarding such items as policies, procedures, company history, goals, culture and work rules.

A tool to give an employee with performance deficiencies the opportunity to succeed. It may be used to address failures to meet specific job goals or to mitigate behavior-related concerns.

The achievement by an employee of a higher pay grade or more responsible position.

A group of individuals specified in anti-discrimination laws, such as women, older workers, people with disabilities, minorities and others.

Under the Americans with Disabilities Act (ADA), a modification or adjustment of a job process or work environment that will better enable a qualified individual with a disability to perform the essential functions of a job.

The process of finding new employees to work at a company.Identifying and preparing potential candidates for key roles in the future.

A sum of money that might be paid to an employee who is terminated through no fault of their own.

Skills related to behavioral and interpersonal abilities, such as the ability to effectively communicate, problem-solve, collaborate and organize (as opposed to technical skills).

The process used to anticipate the future needs of the organization and to assist in finding, assessing and developing the human capital necessary to realize the strategy of the organization.