A talent pipeline refers to a group of potential candidates who are nurtured and ready for future hiring needs. Companies build talent pipelines through networking, campus hiring, and ongoing engagement. This approach reduces time-to-hire and ensures access to skilled talent when positions open.
Summary dismissal occurs when an employer ends an employee’s contract immediately because of severe misconduct. Examples include theft, fraud, violence, or serious breaches of company policy. Employers must ensure proper investigation and legal compliance before taking this action.
Succession planning involves preparing internal employees to take over critical positions when leaders retire, resign, or move on. Organizations identify high-potential talent and provide targeted training and development. This ensures business continuity and long-term organizational stability.
A skill gap occurs when employees lack certain abilities needed to meet job expectations or business goals. Organizations identify skill gaps through assessments and performance reviews. Addressing these gaps through training and development improves productivity and competitiveness.
Risk management involves recognizing potential risks that may affect a business and taking steps to minimize their impact. These risks can be financial, legal, operational, or strategic. Effective risk management helps organizations protect assets, ensure compliance, and maintain stability.
Recruitment metrics are data points that help organizations assess their hiring performance. Common examples include time-to-hire, cost-per-hire, and quality-of-hire. HR teams use these metrics to optimize recruitment strategies and improve talent acquisition outcomes.
Recruitment funnel refers to the structured stages candidates pass through during hiring. It typically includes sourcing, screening, interviews, assessment, and offer stages. Companies use the recruitment funnel to analyze drop-off rates and improve hiring efficiency.
Queen Bee describes a situation where a woman in a leadership role avoids supporting or even hinders the advancement of other women. This behavior may stem from workplace competition or bias. Organizations address it by promoting inclusive leadership and gender equity initiatives.
QDRO stands for Qualified Domestic Relations Order. It is a court-approved legal document that assigns a portion of a retirement plan to a spouse, former spouse, child, or dependent. Employers and plan administrators must follow a QDRO when distributing retirement benefits.
Purple squirrel is a recruitment term used to describe an exceptionally qualified candidate who meets nearly every job requirement. Such candidates are rare and difficult to find. Employers often use this term when searching for highly specialized talent.
Psychometric tests are structured tools used in recruitment and employee development to evaluate mental abilities and personality traits. They help employers assess problem-solving skills, emotional intelligence, and cultural fit. These tests support objective and data-driven hiring decisions.
Presenteeism occurs when employees come to work despite being unwell or mentally disengaged. Although they are present, their productivity and performance may decline. Organizations address presenteeism by promoting employee well-being and supportive workplace policies.
The Payment of Wages Act is a labor law designed to ensure employees receive their wages on time and without unlawful deductions. It outlines rules for wage disbursement, permissible deductions, and employer responsibilities. The Act protects workers from wage delays and unfair practices.
The Pareto Principle suggests that a small portion of inputs typically generates the majority of results. In business, it often means 20% of customers drive 80% of revenue. Organizations use this concept to prioritize high-impact tasks and improve efficiency.
Organizational culture defines the environment and personality of a company. It includes shared values, leadership style, communication patterns, and workplace norms. A strong organizational culture influences employee engagement, performance, and long-term business success.
OKR stands for Objectives and Key Results. It is a goal-setting method where teams define clear objectives and measurable results to track progress. Organizations use OKRs to align individual performance with company-wide strategic goals.
NPS stands for Net Promoter Score. It measures customer satisfaction by asking how likely they are to recommend a company on a scale of 0 to 10. Businesses use NPS to evaluate brand loyalty, identify improvement areas, and strengthen customer relationships.
Non-discretionary means something that is mandatory and not left to personal choice or employer judgment. In payroll, non-discretionary bonuses or payments are promised in advance and must be paid if conditions are met. These payments are often included in overtime and wage calculations.
Investment refers to putting money, time, or resources into an asset, business, or project to earn profits over time. Common examples include stocks, bonds, real estate, or business expansion. The goal of investment is to generate income, appreciation, or long-term financial growth.
A grievance is an official complaint submitted by an employee about a workplace concern. It may involve issues like discrimination, harassment, pay disputes, or policy violations. Organizations use grievance procedures to address concerns fairly and maintain a positive work environment.