Variable pay in CTC (Cost to Company) refers to the portion of salary that depends on performance or predefined goals. It may be tied to individual targets, team outcomes, or company profitability. Unlike fixed pay, variable pay is not guaranteed and can vary each payout period.
Recruitment refers to the steps a company takes to identify and hire suitable candidates for open roles. It includes job postings, screening applications, interviewing, and making offers. Effective recruitment helps organizations build skilled and productive teams.
A journal voucher is used to document accounting entries that don’t involve immediate cash transactions. It supports adjustments such as accruals, corrections, or internal transfers. Journal vouchers help maintain accurate and traceable financial records.
An IT declaration is a statement provided by employees to their employer outlining expected tax-saving investments and eligible expenses. It helps the payroll team calculate accurate tax deductions from salary. Employees typically submit it at the beginning of the financial year and provide proof later.
An HR audit evaluates a company’s HR processes, documentation, and compliance with labor laws. It helps identify gaps, reduce legal risks, and improve efficiency. Organizations use HR audits to ensure best practices in hiring, payroll, benefits, and employee management.
Freemium combines “free” and “premium” pricing strategies. Users can access core features at no cost, but must pay for additional tools, enhanced capabilities, or an ad-free experience. This model helps businesses attract large user bases and convert a portion into paying customers.
Allyship involves using one’s influence or privilege to stand up for others facing discrimination or exclusion. In the workplace, allies promote inclusion, challenge bias, and support equitable policies. Effective allyship requires ongoing learning, listening, and meaningful action.
Ageism refers to unfair treatment or stereotypes directed at someone because of their age. In the workplace, it can impact hiring decisions, promotions, training opportunities, or termination. Laws in many countries prohibit age-based discrimination to promote equal opportunity.
A backfill position is created or filled to cover the responsibilities of an employee who is absent or has moved to another role. It ensures business operations continue without disruption. Backfills may be temporary or permanent, depending on the situation.
A week off refers to designated days when an employee is not required to work, often as part of a regular weekly schedule. In some regions, it commonly means one fixed day off each week. Week offs help prevent burnout and support employee well-being.
An unstructured interview is a conversational hiring approach without a fixed set of questions. Interviewers adapt questions based on the candidate’s responses. While it allows deeper exploration, it may lead to less consistency compared to structured interviews.
An underwriter assesses the level of risk involved in providing insurance coverage, issuing loans, or selling securities. They review applications, financial data, and other relevant information to decide approval terms and pricing. Their role helps organizations manage risk and maintain financial stability.
The Johari Window is a psychological framework used to improve self-awareness and team communication. It divides personal traits into four areas: open, blind, hidden, and unknown. By sharing feedback, individuals can better understand themselves and strengthen relationships.
The Abilene Paradox occurs when a group collectively decides on something that most members actually disagree with. It happens because individuals assume others want the decision and avoid speaking up. The concept highlights the risks of poor communication and lack of honest feedback in teams.
Tenaga kerja is a Bahasa Indonesia term that translates to “workforce” or “labor force.” It refers to people who are working or actively seeking employment within an economy. The term is commonly used in discussions about employment, labor laws, and economic development.
Skill pay is a pay structure where employees earn more as they gain new competencies or certifications. Instead of being tied only to a job title, compensation increases based on skills mastered. This approach encourages continuous learning and workforce flexibility.
Retaliation happens when an employee faces negative consequences for reporting discrimination, harassment, safety violations, or other protected activities. Examples include demotion, termination, or reduced hours. Workplace laws prohibit retaliation to protect employees who assert their rights.
Repatriation refers to bringing an employee back to their home country after working abroad. It often includes job reassignment, cultural readjustment, and support for reintegration. Effective repatriation helps retain talent and maximize the value of global assignments.
Redundancies happen when a company no longer needs certain roles, often because of restructuring, cost-cutting, or operational changes. The position—not the employee—is considered unnecessary. Affected employees are typically laid off and may receive notice or severance pay, depending on local laws and company policy.
Queen Bee Syndrome refers to a situation where a woman in a leadership role may avoid supporting or may compete with other women in the workplace. This behavior is often linked to highly competitive or male-dominated environments. The term highlights challenges related to workplace culture and gender dynamics.