A probationary period is a trial phase at the beginning of employment. During this time, employers assess the employee’s performance, behavior, and job fit. Successful completion usually leads to confirmation of permanent employment.
Pink collar jobs are occupations historically dominated by women. These roles often include nursing, teaching, administrative support, and customer service positions. The term highlights gender-based workforce patterns and evolving discussions around pay equity and workplace diversity.
Pay mix is the structure of different compensation components offered to an employee. It typically includes base pay, incentives, commissions, and benefits. Organizations design pay mix strategically to balance stability, performance motivation, and cost management.
Parent Country Nationals (PCNs) are employees who originate from the headquarters’ home country and are sent to manage or support overseas operations. Companies use PCNs to maintain control, transfer expertise, and align global strategies. They often work in leadership or key managerial roles abroad.
An ombudsman is a neutral and independent authority within or outside an organization who addresses employee concerns confidentially. They investigate complaints related to unfair treatment, policy violations, or ethical issues. The ombudsman helps promote transparency, fairness, and trust in the workplace.
Micromanagement occurs when a manager closely supervises every detail of an employee’s work. This approach often limits autonomy and can reduce motivation and trust. Organizations encourage balanced leadership to promote accountability and employee independence.
Redundancy occurs when a job role becomes unnecessary because of organizational changes such as mergers, automation, or cost-cutting. It is not related to employee misconduct or performance issues. Employers typically follow legal procedures and may provide severance pay during redundancy.
A Learning Management System (LMS) is a digital tool that helps organizations create and manage training content. It tracks employee progress, course completion, and performance outcomes. Companies use LMS platforms to support continuous learning and skill development.
KSA in HR refers to the Knowledge, Skills, and Abilities required for a specific job role. Knowledge covers theoretical understanding, skills relate to practical capabilities, and abilities reflect personal competencies. Employers use KSAs to evaluate candidates and ensure the right job fit.
A Key Result Area (KRA) outlines the critical tasks and objectives linked to an employee’s job role. It clarifies expectations and performance priorities. Organizations use KRAs to evaluate performance and align individual contributions with business goals.
Intangible rewards are non-financial forms of recognition given to employees for their contributions. Examples include verbal appreciation, public acknowledgment, flexible work options, or career advancement opportunities. These rewards boost morale, engagement, and long-term job satisfaction.
An inpatriate is a professional who moves from an overseas branch of a company to its headquarters or home office. This transfer helps share global knowledge and align international operations. Inpatriates often bring diverse perspectives and cross-cultural expertise to the organization.
Indirect compensation includes the additional benefits employees receive beyond their base salary. Examples include health insurance, retirement contributions, paid time off, and wellness programs. These benefits enhance overall compensation and improve employee satisfaction and retention.
ICHRA stands for Individual Coverage Health Reimbursement Arrangement. It allows employers to reimburse employees tax-free for individual health insurance and qualified medical expenses. This flexible benefit option gives employees more control over their healthcare choices.
A hybrid organization operates with a mix of remote and on-site employees. It allows teams to work from home on certain days while collaborating in the office when needed. This model supports flexibility, work-life balance, and efficient resource utilization.
HR automation involves using digital tools to manage repetitive human resource tasks efficiently. It reduces manual work in areas such as payroll processing, attendance tracking, and employee record management. By automating HR functions, organizations improve accuracy, save time, and enhance employee experience.
A headhunter is a recruiter who identifies and contacts high-level or hard-to-find candidates for specific job openings. Unlike traditional recruiters, they often approach passive candidates who are not actively job hunting. Headhunters commonly work on executive or niche hiring assignments.
GAG in HR typically refers to a gag clause included in employment contracts or agreements. It prevents employees from disclosing confidential, proprietary, or sensitive information. Organizations use such clauses to protect trade secrets and maintain data security.
Equity Theory, developed by John Stacey Adams, explains how employees evaluate fairness at work. They compare their input, such as effort and skills, with the rewards they receive and with others’ outcomes. Perceived imbalance can affect motivation, job satisfaction, and performance.
Dysfunctional conflict refers to disagreements that create tension, disrupt collaboration, and damage team relationships. Unlike healthy debate, it leads to poor morale and reduced efficiency. Organizations manage dysfunctional conflict through clear communication and conflict resolution strategies.