Talent retention focuses on strategies used to prevent valuable employees from leaving an organization. It includes career growth, compensation, work culture, and employee engagement efforts. Strong talent retention improves stability, productivity, and long-term success.
A skill matrix is a structured chart that lists required skills and employee competency levels. It helps managers identify strengths, skill gaps, and training needs. Organizations use skill matrices for resource planning, upskilling, and succession planning.
Situational leadership is a management model that suggests no single leadership style works in all situations. Leaders adjust their approach based on an employee’s competence and confidence. This flexibility helps improve performance, engagement, and development.
Self review allows employees to reflect on their performance over a specific period. It helps them identify accomplishments, challenges, and development needs. Organizations use self reviews to encourage accountability and balanced performance discussions.
Selection ratio measures how many applicants are selected out of the total number who applied for a job. It helps organizations understand hiring efficiency and competition for a role. A lower selection ratio usually indicates a more competitive recruitment process.
RPO, or Recruitment Process Outsourcing, is an HR model where an external provider manages recruitment activities. This can include sourcing, screening, interviewing, and onboarding support. RPO helps organizations scale hiring efficiently while reducing costs and time to hire.
The full form of RIF is Reduction in Force. It refers to the elimination of positions to reduce costs or restructure operations. RIFs are typically driven by business needs rather than individual employee performance.
Retro adjustment is a payroll correction made to compensate employees for changes effective in earlier periods. It often occurs after salary hikes, promotions, or payroll errors. This adjustment ensures employees receive the correct pay for past work.
A requisition form is a formal request submitted within an organization for approval. In hiring, it is used to request permission to fill a new or vacant role. It helps ensure proper authorization, budgeting, and documentation before action is taken.
Reference check involves contacting a candidate’s former managers or colleagues to confirm work experience and performance. It helps employers validate information shared during interviews. Reference checks are usually done in the final stages of hiring.
Purple unicorn is a hiring term used to describe a candidate who meets all job requirements flawlessly. Such candidates are considered rare and often unrealistic to find. The term highlights the need for flexible hiring expectations and skill prioritization.
A pulse survey is a quick feedback tool used to gather employee opinions on a regular basis. It focuses on specific topics like engagement, well-being, or workplace culture. Organizations use pulse surveys to identify issues early and respond faster.
PPF, or Public Provident Fund, is a government-backed savings scheme in India designed for long-term financial security. It offers attractive interest rates along with tax benefits under Section 80C. PPF is commonly used for retirement planning and wealth creation.
Peer to peer review involves colleagues reviewing and providing feedback on each other’s work or performance. It promotes transparency, shared learning, and continuous improvement. This approach is commonly used in performance management and team-based environments.
Peer appraisal involves employees providing feedback on the performance of their colleagues. It helps assess teamwork, communication, and day-to-day collaboration. Organizations use peer appraisal to gain balanced insights beyond manager-only evaluations.
A pay register is a detailed payroll document that summarizes salary payments for all employees. It includes earnings, deductions, taxes, and net pay for each pay cycle. Employers use pay registers for payroll processing, audits, and compliance reporting.
PAQ, or Position Analysis Questionnaire, is a job analysis method used to study and compare different roles. It breaks jobs into standardized elements such as skills, responsibilities, and working conditions. Organizations use PAQ to support job evaluation, compensation planning, and role design.
Organizational commitment describes how strongly employees identify with and feel connected to their organization. It reflects their motivation to remain with the company and support its goals. High commitment often leads to better performance and lower turnover.
Onboarding in HR refers to the structured process of welcoming and integrating new employees. It includes orientation, documentation, training, and cultural alignment. Effective onboarding helps employees become productive faster and improves retention.
Offer management refers to handling job offers from creation to acceptance. It includes salary approvals, offer letters, negotiations, and follow-ups. Effective offer management helps reduce offer dropouts and speeds up the hiring process.