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360 Survey: An employee feedback program whereby an employee is rated by surveys distributed to his or her co-workers, customers, and managers.
A
Absenteeism Policy: A policy about attendance requirements, scheduled and unscheduled time off, and measures for dealing with workplace absenteeism. Repeated absenteeism can lead to termination.
Applicant Tracking System (ATS): A software application that handles recruitment needs, onboarding, training and succession planning capabilities. An ATS saves time and increases efficiency and compliance for those tasked with managing human capital.
Attrition: A gradual voluntary reduction of employees (through resignation and retirement) who are not then replaced, decreasing the size of the workforce.
B
Background Screening: Testing to ensure that employers are hiring qualified and honest employees and that a prospective employee is capable of performing the functions required by the job.
Benefits Administration: Software that helps companies manage and track employee participation in benefits programs such as healthcare, flexible spending accounts, pension plans, etc.
BYOD (bring your own device): A term used to describe the growing trend of employees-owned devices within a business such as smartphones tablets, laptops and other devices. Many employers have policies that govern the use of employee-owned devices in the workplace.
C
Candidate Relationship Marketing (CRM): software that helps recruiters manage and communicate with large number of job candidates (organize, automate, synchronize job candidate attraction).
Change Management: A deliberate approach for transitioning individuals or organizations from one state to another in order to manage and monitor the change.
Compensation: Pay structures within an organization. It can be linked to employee appraisal. Compensation is effectively managed if performance is measured adequately.
Core competencies: The particular set of strengths, experience, knowledge and abilities that differentiate a company from its competitors and provide competitive advantage.
Cost-Benefit Analysis: The ability to measure the costs associated with a specific program, project, or benefit. The cost is then compared to the total benefit or value derived.
Cost-Per-Hire: The costs linked to recruiting talent. These costs can include advertising, agency fees, relocation costs, and training costs.
D
Diversity: The collective mixture of differences and similarities that may include: individual and organizational characteristics, values, beliefs, experiences, backgrounds, preferences and behaviors..
Due diligence: In mergers and acquisitions, the process of carefully investigating the details of an investment or purchase to assess risk and potential value and reward.
E
E-Recruitment: Web-based software that handles the various processes included in recruiting and onboarding job candidates. These may include workforce planning, requisitioning, candidate acquisition, applicant tracking and reporting (regulatory or company analytics).
Employee Assessments: Tests used to help employers in pre-hire situations to select candidates best suited for open positions. Types of assessments include those to determine personality, aptitude and skills.
Employee Engagement: Employee engagement, also called worker engagement, is a business management concept. An “engaged employee” is one who is fully involved in, and enthusiastic about their work, and thus will act in a way that furthers their organization’s interests.
Employment Insurance Scheme (EIS): Intended to act as a “safety net” for retrenched employees, the EIS provides financial aid to employees who lost their jobs until they find new employment. They will also be provided assistance with job search, career counselling and job suitability.
Employees’ Provident Fund (EPF): A federal statutory body under the purview of the Ministry of Finance. It manages the compulsory savings plan and retirement planning for private sector workers in Malaysia. Also known as Kumpulan Simpanan Wang Malaysia (KWSP)
Employee Relations: Developing, maintaining, and improving the relationship between employer and employee by effectively and proactively communicating with employees, processing grievances/disputes, etc.
Employee Retention: Practices and policies designed to create a work environment that makes employees want to stay with the organization, thus reducing turnover.
Employee Self-Service: A program that allows employees to handle many job-related tasks normally conducted by HR departments including benefits enrollment, and updating personal information.
Exit Interview: The final meeting between management, usually someone in the HR department, and an employee leaving the company. Information on why the employee is leaving is gathered to gain insight into work conditions and possible changes or solutions.
F
Flexible Work Arrangements: Schedules that allow employees to structure their work hours around their personal responsibilities. Examples include flextime, job sharing, telecommuting and a compressed workweek.
Form E (Borang E): An Employer’s (annual) Return of Remuneration for every calendar year and due for submission by 31st March of the following calendar year.
Form E (Borang EA): Yearly Remuneration Statement for Private Employees. Every employer shall, for each year, prepare and render to his employee statement of remuneration of that employee on or before the last day of February in the year immediately following the first mentioned year.
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