HR Strategy
Clusters of highly interrelated attributes, including knowledge, skills, and abilities (KSAs), that give rise to the behaviors needed to perform a given job effectively.
Competencies
Process of assimilating new employees into an organization through orientation programs and their experiences in their first months of employment.
Onboarding
Tools, activities, and processes that an organization uses to manage, maintain, and/or improve the job performance of employees.
Performance Management
Preparing, implementing, and monitoring employees' career paths, with a primary focus on the goals and needs of the organization.
What is Career Management
Combining several salary grades or job classifications with narrow pay ranges into one band with a wider salary spread.
Broadbanding
Description of what an organization hopes to attain and accomplish in the future, which guides it toward that defined direction.
Vision Statement
Employees' perceived value of the total rewards and tangible and intangible benefits they receive from the organization as part of employment, which drives unique and compelling organizational strategies for talent acquisition, retention, and engagement.
Employee value proposition (EVP)
Tool used to provide a job applicant with honest, complete information about a job and the work environment.
Realistic job preview (RJP)
Planned approach to learning that includes a combination of instructor-led training, self-directed study, and/or on-the-job training.
Blended Learning
All financial returns (beyond any tangible benefits payments or services), including salary and allowances.
Compensation
Concise outline of an organization's strategy, specifying the activities the organization intends to pursue and the course its management has charted for the future.
Written statements of the minimum qualifications for the job incumbent.
Job Specifications
Instruments that collect and assess information on employee engagement, satisfaction, and perceptions surrounding the work environment.
Employee Surveys
Focused, interactive communication and guidance intended to develop and enhance on-the-job performance, knowledge, or behavior.
What is Coaching?
Process of determining a job's value and price for the purpose of attracting and retaining employees by comparing the job against other jobs within the organization or against similar jobs in competing organizations.
Job Evaluation
Process that involves a systematic survey and interpretation of relevant data to identify external opportunities and threats and to assess how these factors affect the organization currently and how they are likely to affect the organization in the future.
Environmental Scanning
Process by which new employees become familiar with the organization and with their specific department, coworkers, and job.
Orientation
Structured conversations with employees for the purpose of determining which aspects of a job encourage employee retention or may be improved to do so.
Stay Interviews
Instructional systems design framework consisting of five steps that guide the design and development of learning programs.
What is ADDIE Model?
Payments in return for the achievement of specific, time-limited, targeted objectives.
Premiums
Method for assessment of an organization's strategic capabilities through use of the environmental scanning process, by which internal and external factors affecting achievement of organizational goals are identified and considered.
SWOT Analysis
Interviews designed to probe areas of interest to the interviewer in order to determine how well a job candidate meets the needs of the organization.
Selection Interviews
Activities associated with an employee's tenure in an organization.
Related to technical skills training; often a partnership between employers and unions.
Apprenticeship
Direct and indirect remuneration approaches that employers use to attract, recognize, and retain workers.