Glossary for HR (G

G

Gamification: Refers to a process of making systems, processes or other employment related activities more enjoyable and motivating through game design elements. For example, using game elements to make a mundane activity like benefits enrollment more enjoyable.

Grievance: a complaint by an employee due to an alleged violation of law or collective bargaining or dissatisfaction with work conditions.

Gross Misconduct: An action so serious that it calls for the immediate dismissal of an employee. Examples include fighting, drunkenness, harassment of others and theft.

H

HR Audit: A periodic measurement of human resources effectiveness, conducted by internal staff or with the use of an HR audit system.

HR Generalist: An individual who is able to perform more than one diversified human resources function, rather then specializing in one specific function.

Human Capital: The collective skills, knowledge and competencies of an organization’s people that enables them to create economic value.

Human Capital Management: The challenge of recruiting and retaining qualified candidates, and helping new employees fit into an organisation. The goal is to keep employees contributing to the organisations intellectual capital by offering competitive salary, benefits and development opportunities.

I

Independent contractor: A self-employed person who works for another person or organization on a contract basis.

ISO 9001, 9004: Developed by the International Organization for Standardization (ISO), it is a set of standards for quality management systems that is accepted around the world. The standard intended for quality management system assessment and registration is ISO 9001.

J

Job Description: A written statement that explains the responsibilities and qualifications of a given job, based on a job analysis. The job description usually includes specific required tasks as well as an overview of the position and whom the employee reports to.

Job Evaluation: A comparison of one job with other jobs in a company for the purpose of assessing fair compensation.

Johari Window: A leadership disclosure and feedback model used primarily in self-help groups and corporate settings as a heuristic exercise which can be used in performance measurement and features the four quadrants (windows) of “knowing.”

K

Key Performance Indicators (KPIs): Tasks that are central to the success of a business and show, when measured, whether the business is advancing toward its strategic goals.

L

Labour Market: A geographical region (local, national or international) in which labor transactions occur—employers find workers and workers find work.

LIFO (Last In, First Out): A method of determining who should be laid off in which the most recent hires are laid off first.

M

Mean Wage: The average wage for a worker in a specified position or occupation, which may be skewed up or down if there are a few extreme examples in the sample.

Median Wage: The margin between the highest paid 50 percent and the lowest paid 50 percent of workers in a specific position or occupation. It is often more representative of the average wage than a mean would be, as it can account for extreme outliers.

Minimum Wage: The lowest amount an employer can pay an hourly employee. This rate is set by the federal government.

Monthly Tax Deductions (MTD)/Potongan Cukai Bulanan (PCB): An income tax deduction mechanism, where a certain amount is deducted from the employee’s current remuneration package. The purpose of these deductions is to minimize the financial burden on the employees of paying a lump sum when the actual tax amount has been determined.

Mutual Separation Scheme (MSS): This arises when both parties agree to terminate the employment relationship. The keyword is “mutual”, i.e. both parties agree to a settlement that is a win-win scenario for them.

N

Non-disclosure Agreement: A contract restricting an employee from disclosing confidential or proprietary information.

O

Onboarding: The process of moving a new hire from applicant to employee status ensuring that paperwork is done, benefits administration is underway, and orientation is completed.

Outsourcing: Contracting out non-core functions, such as payroll, benefits administration or manufacturing, to save money and focus on what the company does best.

P

Pareto Chart: A quality assurance tool that ranks information, like reasons for certain problems, in descending order. The goal is to identify the most serious problems so improvements can be made.

Payroll: Documentation created and maintained by the employer containing such information as hours worked, salaries, wages, commissions, bonuses, vacation/sick pay, contributions to qualified health and pension plans, net pay and deductions.

Performance Appraisal: A periodic review and evaluation of an individual’s job performance.

Performance Management: The process of maintaining or improving employee job performance through the use of performance assessment tools, coaching and counseling. The ultimate goal is to better meet organizational objectives.

Probationary Period: A probationary period is a stretch of time (3 - 6 months) during which a new or existing employee receives extra supervision and coaching, either to learn a new job or to turn around a performance problem.

Q

Quality management: A system to make sure that a product or service meets standards of excellence, and that the process by which the product or service is created is efficient and effective as well.

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