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Human resources (HR) is the set of people who make up the workforce of an organization, business sector, industry, or economy. A narrower concept is human capital, the knowledge and skills which the individuals command. Similar terms include manpower, labor, labor-power, or personnel.
A chief executive officer (CEO) is the highest officer charged with the management of an organization – especially a company or nonprofit institution.
Remote work is the practice of working from one's home or another space rather than from an office.
Employment is a relationship between two parties regulating the provision of paid labour services. Usually based on a contract, one party, the employer, which might be a corporation, a not-for-profit organization, a co-operative, or any other entity, pays the other, the employee, in return for carrying out assigned work. Employees work in return for wages, which can be paid on the basis of an hourly rate, by piecework or an annual salary, depending on the type of work an employee does, the prevailing conditions of the sector and the bargaining power between the parties. Employees in some sectors may receive gratuities, bonus payments or stock options. In some types of employment, employees may receive benefits in addition to payment. Benefits may include health insurance, housing, and disability insurance. Employment is typically governed by employment laws, organisation or legal contracts.
Staffing is the process of finding the right worker with appropriate qualifications or experience and recruiting them to fill a job position or role. Through this process, organizations acquire, deploy, and retain a workforce of sufficient quantity and quality to create positive impacts on the organization's effectiveness. In management, staffing is an operation of recruiting the employees by evaluating their skills and knowledge before offering them specific job roles accordingly.
A professional employer organisation (PEO) is an outsourcing firm that provides services to small and medium-sized businesses (SMBs). Typically, the PEO offering may include human resource consulting, safety and risk mitigation services, payroll processing, employer payroll tax filing, workers' compensation insurance, health benefits, employers' practice and liability insurance (EPLI), retirement vehicles, regulatory compliance assistance, workforce management technology, and training and development. The PEO enters into a contractual co-employment agreement with its clientele. Through co-employment, the PEO becomes the employer of record (EoR) for tax purposes through filing payroll taxes under its own tax identification numbers. As the legal employer, the PEO is responsible for withholding proper taxes, paying unemployment insurance taxes and providing workers’ compensation coverage.
Recruitment is the overall process of identifying, sourcing, screening, shortlisting, and interviewing candidates for jobs within an organization. Recruitment also is the process involved in choosing people for unpaid roles. Managers, human resource generalists, and recruitment specialists may be tasked with carrying out recruitment, but in some cases, public-sector employment, commercial recruitment agencies, or specialist search consultancies such as Executive search in the case of more senior roles, are used to undertake parts of the process. Internet-based recruitment is now widespread, including the use of artificial intelligence (AI).
Human resource management is the strategic and coherent approach to the effective and efficient management of people in a company or organization such that they help their business gain a competitive advantage. It is designed to maximize employee performance in service of an employer's strategic objectives. Human resource management is primarily concerned with the management of people within organizations, focusing on policies and systems. HR departments are responsible for overseeing employee-benefits design, employee recruitment, training and development, performance appraisal, and reward management, such as managing pay and employee benefits systems. HR also concerns itself with organizational change and industrial relations, or the balancing of organizational practices with requirements arising from collective bargaining and governmental laws.
An entry-level job is a job that is normally designed or designated for recent graduates of a given discipline and typically does not require prior experience in the field or profession. These roles may require some on-site training. Many entry-level jobs are part-time and do not include employee benefits. Recent graduates from high school or college usually take entry-level positions. Entry-level jobs targeted at college graduates often offer a higher salary than those targeted at high school graduates. These positions are more likely to require specific skills, knowledge, or experience. Most entry-level jobs offered to college graduates are full-time permanent positions and some offer more extensive graduate training programs. While entry-level jobs traditionally required no experience, the Great Recession produced a surplus of college graduates on the job market and eliminated many entry-level positions.
Work-to-rule is a job action in which employees do no more than the minimum required by the rules of their contract or job, and strictly follow time-consuming rules normally not enforced. This may cause a slowdown or decrease in productivity if the employer does not hire enough employees or pay the appropriate salary and consequently does not have the requirements needed to run normally. It is a form of protest against low pay and poor working conditions, and is considered less disruptive than a strike; obeying the rules is not susceptible to disciplinary action or loss of pay. It can also highlight rules that are technically in place but impractical and thus hamper the organization, if they were to be followed as written.
Employee retention is the ability of an organization to retain its employees and ensure sustainability. Employee retention can be represented by a simple statistic. Employee retention is also the strategies employers use to try to retain the employees in their workforce.
A thirteenth salary, or end-of-year bonus, is an extra payment sometimes given to employees at the end of December. Although the amount of the payment depends on several factors, it usually matches an employee's monthly salary and can be paid in one or more installments. The thirteenth salary is most prominent in Latin America, where this payment is mandatory in most countries. In countries where the bonus is required by law, all employees usually receive it if they have worked for the company for a certain required amount of time. However, freelancers and contract workers are often not entitled to the 13th-month pay. Employees who have not worked for the company for a year often receive a prorated amount.
Glassdoor is an American website where current and former employees anonymously review companies, operated by the company of the same name.
Ghosting, simmering and icing are colloquial terms that describe the practice of suddenly ending all communication and avoiding contact with another person without any apparent warning or explanation and ignoring any subsequent attempts to communicate.
Gig workers are independent contractors, online platform workers, contract firm workers, on-call workers, and temporary workers. Gig workers enter into formal agreements with on-demand companies to provide services to the company's clients.
The Great Resignation, also known as the Big Quit and the Great Reshuffle, was a mainly American economic trend in which employees voluntarily resigned from their jobs en masse, beginning in early 2021 during the COVID-19 pandemic. Among the most cited reasons for resigning included wage stagnation amid rising cost of living, limited opportunities for career advancement, hostile work environments, lack of benefits, inflexible remote-work policies, and long-lasting job dissatisfaction. Most likely to quit were workers in hospitality, healthcare, and education. In addition, many of the resigning workers were retiring Baby Boomers, who are one of the largest demographic cohorts in the United States.
In human resources, resenteeism refers to a form of professional dissatisfaction wherein individuals choose to remain in unfulfilling jobs breeding resentment and a sense of entrapment. This is because they either unable to find a more applicable position, or are concerned about the perceived risks associated with changing employment. Individuals experiencing resenteeism will have poor employee engagement and may appear disillusioned, embittered, miserable, and unhappy. Resenteeism arose following the COVID-19 pandemic and the Great resignation where people reevaluated their work-life balance in the face of cost-of-living increases and is an extension of quiet quitting. Resenteeism is a form of occupational burnout.
Loud quitting refers to a type of employee disengagement in which individuals openly share their discontent, desire for change, and intention to leave. These individuals may refuse to do tasks that they deem unnecessary and by sharing their contempt with colleagues, may spread their disenchantment and disengagement. Loud quitting may arise from perceived workplace inequities, subpar compensation, and an unresponsive employer.
In human resources, coffee badging refers to the act of employees going to the office after clocking in for a brief period, typically long enough to grab a coffee, before departing to work from elsewhere. This is done to fulfill office attendance requirements by hybrid and remote workers which arose following the return to in-person work following the COVID-19 pandemic.
In human resources, career cushioning refers to employees who discreetly upskill and network as a contingency plan in the event of job loss.
References
- ↑ Grensing-Pophal, Lin (3 January 2024). "Understanding and Addressing the Job Cuffing Phenomenon". HR Daily Advisor. Retrieved 30 June 2024.
- ↑ Raj, Lakshmi (Dec 19, 2022). "Council Post: Job-Cuffing Season Is Here: Why You Need To Get A Headstart On End-Of-Year Evaluations". Forbes. Retrieved 30 June 2024.
- ↑ Omoigui, Nosa (7 October 2022). "Cost of living exacerbates winter job cuffing". HR Magazine. Retrieved 30 June 2024.
- ↑ Levine, Nick (October 2, 2022). "This Is Why October Is A Huge Month For Job Hunters". www.refinery29.com. Retrieved 30 June 2024.
- ↑ Ali, Aayat (7 December 2022). "It's Job Cuffing Season – What That Means For Employers". Allwork.Space. Retrieved 30 June 2024.
- 1 2 Starner, Tom (19 December 2023). "'Tis the season for 'job cuffing.' How to avoid the trend". HR Executive. Retrieved 30 June 2024.
- ↑ Soutar, Liam (Dec 15, 2022). "'Job cuffing' is a new opportunity to boost employee loyalty this Winter, expert says". HR Grapevine. Retrieved 30 June 2024.
- ↑ Miller, Daniel (28 November 2023). "Here's what 'job cuffing' is and how to avoid it". FOX TV Digital Team. Retrieved 30 June 2024.
- ↑ Smith, Rachel (23 August 2023). "What is career cushioning?". Australian Seniors. Retrieved 30 June 2024.
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