Glossary

With the HR arena becoming larger and more complex, we have developed a glossary of all the technical 'jargon' that you might come across.  

360-Degree Feedback

An form of appraisal whereby an individual is rated on their performance by a range of people including direct reports, peers, managers, customers or clients. The individual usually completes a self-assessment exercise on their performance, which is also used in the process.

Absence

Absence can account for anytime an employee is not in the workplace. This could be due to holidays or sickness, amongst other reasons. Organisations should strive to keep sickness absence at low levels to encourage increased productivity.

Appraisal

The process of measuring, evaluating and developing the work performance of employees in order that organisational objectives are more effectively achieved and understood by employees.

Benchmarking

A technique using quantitative or qualitative data to make comparisons between different organisations or different sections of the organisations or industries.

Bullying

Offensive, intimidating, malicious, insulting or humiliating behaviour, which attempts to undermine an individual or group of employees.

Change Management

The deliberate effort of an organisation to anticipate change and manage its introduction, implementation, and consequences to ensure continued organisational effectiveness.

Competency Framework

A framework of knowledge, skills and attitudes for roles within an organisation which are developed from the organisational mission, vision and values.

Complainant

The party who brings a complaint or grievance against another employee.

Discrimination

When a person is treated less favourably than others in the same circumstances on the grounds of a particular protected characteristic such as: race, gender, age, sex, sexual orientation, marital status, or religion.

Disciplinary

A procedure carried out as the result of breach of the terms of the contract of employment.  Procedures vary by organisation.

Diversity

Similarities and differences among employees in terms of age, cultural background, physical abilities and disabilities, race, religion, sex, and sexual orientation.

Employee Retention

The ability of an organisation to keep its employees.

Employment Tribunal

A law court that hears and settles industrial disputes, whereby the employee or organisation believes the other party has breached laws of employment.

Equality

Equal and fair treatment for all employees.

Exit Interview

An interview conducted by management or HR to determine an employee’s reasons for leaving the organisation and views relating to the organisation on leaving.

Grievance

A complaint brought by a member of staff against another member (or members) of staff.

Gross Misconduct

A serious act of misconduct, such as theft or acts of physical violence etc which may lead to instant (or summary) dismissal.

Harassment

Any conduct (one or more acts), based on age, sex, sexual orientation, gender reassignment, disability, race, colour, language, religion, political, trade union or other opinion or belief, national or social origin, association with a minority, domestic circumstances, property, birth, marital or other status which is unreciprocated or unwanted and which affects the dignity of men and women at work.

HR Audit 

A process of examining policies, procedures, documentation, systems and practices with respect to an organisation's HR function.

Human Capital

The collective knowledge, skills and abilities of an organisation's employees.

Investigation

Workplace investigations examine formal complaints and allegations such as grievances, whistle blowing, disciplinary cases and fraud to obtain a clear picture of the situation through evidence gathering and analysis. Case findings are then reported to the organisation.

Mediation

Mediation is an informal dispute resolution process, usually facilitated by a trained third party, called a mediator. It is intended to bring two or more parties together to clear up misunderstandings, find out concerns, and reach a resolution. The process is voluntary.

Organisational Culture

A pattern that emerges from the interlocking system of the beliefs, values and behavioural expectations of all the members of an organisation.

Outsourcing

A contractual agreement between an employer and an external third party whereby the employer transfers responsibility and management of certain functions or services to the external provider.

Respondent

The party against whom a complaint or grievance is brought against.

Succession Planning

Identification of high achieving employees who show potential for future management roles and plans for how these employees will be developed to move into these roles.

Talent Management

Recruiting, managing, assessing, developing, and retaining key talent within the organisation.

Training

Organised activity aimed at imparting information and/or instructions to improve the recipient's performance or to help him/her attain a required level of knowledge or skill.

Training Needs Analysis

A method of analysing how employee skill deficits can be addressed through current or future training and professional development programmes, as well as determining the types of training/development programmes required, and how to prioritise training/development.

Unfair Dismissal

The act of terminating an employee's employment for unlawful reasons as identified by the Employment Rights Act (1996).

Workplace Conflict

Conflict at work is a negative behaviour which occurs when people’s concerns appear incompatible.  The conflict may be between two or more people.

Victimisation

Victimisation may be defined as less favourable treatment, including harassment or bullying of an individual because he/she has:

• Made an allegation, either informally or formally or otherwise taken action against an alleged perpetrator of harassing or bullying behaviour
• Given evidence or information in connection with any Trust Procedure or other proceedings against an alleged perpetrator of harassing or bullying behaviour
• Supported a victim of harassment or bullying

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Missed something?  If there is a term that you'd like to see added to our glossary, please email This email address is being protected from spambots. You need JavaScript enabled to view it. with your suggestion.