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.
NGT, or Nominal Group Technique, is a structured group discussion method used to generate and prioritize ideas. Participants first think independently, then share ideas with the group before voting or ranking them. It helps ensure equal participation and effective decision-making.
An NDA, or Non-Disclosure Agreement, is a legal document used to keep sensitive information private. It prevents parties from sharing confidential business, employee, or technical details. NDAs are commonly used during hiring, partnerships, and business negotiations.
Low overhead means an organization has reduced fixed and administrative costs. This may include lower rent, lean staffing, or efficient use of technology. Businesses with low overhead can operate more flexibly and maintain higher profit margins.
LIFO, or Last In, First Out, is an accounting method used to value inventory. Under LIFO, the latest inventory items purchased are assumed to be sold before older stock. This method can impact profit reporting and tax calculations, especially during inflation.
A leave year is the time frame an organization uses to calculate employee leave entitlements. It may follow the calendar year or the company’s financial year. Leave balances, accruals, and resets are managed within this defined period.
Leave types refer to the various kinds of leave employees can take under an organization’s leave policy. Each leave type serves a specific purpose, such as health, personal time, or family needs. Clear leave types help ensure consistency and compliance in leave management.
Leave credits are the paid leave days allocated to an employee over a specific period. These may include earned leave, casual leave, or sick leave. Employees use leave credits according to company policies and labor laws.
L&D, or Learning and Development, refers to training initiatives designed to enhance employee knowledge and skills. It includes onboarding, upskilling, leadership training, and continuous learning programs. Effective L&D helps organizations build a capable, future-ready workforce.
A job requisition is a formal document used to request approval for hiring. It includes details such as job title, responsibilities, budget, and hiring timeline. Once approved, it allows recruiters to begin the hiring process.
Job hopping is the practice of moving between jobs more often than traditionally expected. Employees may job hop to explore opportunities, learn new skills, or increase compensation. While it offers flexibility, frequent job changes can raise concerns for some employers.
An interview panel consists of multiple interviewers from different departments or levels within an organization. They collectively evaluate a candidate through structured questions and discussions. Panel interviews help ensure fair, balanced, and well-informed hiring decisions.
An in-house candidate refers to a current employee applying for or being considered for another position within the organization. This could be a promotion, lateral move, or role change. Hiring in-house candidates supports career growth and reduces recruitment time and costs.
In HRM, an incentive is a reward given to employees to encourage better performance and goal achievement. It can be monetary, such as bonuses, or non-monetary, such as recognition or benefits. Incentives help boost motivation, engagement, and productivity at work.
In mail refers to all incoming correspondence received by an organization, such as letters, emails, or official documents. It is usually logged and routed to the appropriate department for action. Proper in-mail management helps ensure timely responses and record-keeping.