Star free or get a demo
HR Insight

[TIPS] 7 Human Resource Management Terms Every HR Practitioner Must Know

Human resource management is gradually evolving — and new HR terminologies are being created day by day. When it comes to dealing with human resource issues, there are many administrative chores and processes that you must follow.  

To help you get on the same page as your peers, we’ve compiled a comprehensive HR glossary to help you keep up to date with ongoing HR trends. 


See also: 7 Books Every Human Resource Management Professional Must Read in 2023 


1. Employee Engagement 


Let’s begin with something simple. Employee engagement is a strategy to increase a worker’s intimate connections to the firm.  Those are their work responsibilities, their role inside the organization, their coworkers, and the company’s culture in general.  


Using strategies to increase employee involvement also improves the well-being and productivity of employees at all levels Since the dawn of human resource management, employee engagement has been seen as the holy grail of the profession. Almost everyone has heard of the concept of engagement.

It also increases output, decreases absenteeism, reduces staff turnover, improves product quality, and reduces product faults, among other benefits. According to Gallup‘s meta-analysis, engaged workers outperform their colleagues who aren’t engaged. Companies with strong employee engagement are 21 percent more profitable on a global scale.  


In view of this, HR has devoted so much time and resources to assessing and improving employee engagement. 


2. Performance Management  


The procedure or approach through which a company monitors and improves employee performance is known as performance management.

Although the phrase most usually relates to individual performance, an organization may utilize performance management to monitor performance on an organizational, departmental, or team level, as well as human resource management. A system for tracking employee performance often includes:  Performance evaluations, One-on-one meetings with supervisors,  Peer feedback,  Targeting and monitoring, Employee recognition and reward.


As part of a standard performance management process, supervisors are in charge of keeping tabs on the progress of their own team members and reporting back to higher levels of authority.  Yearly reviews of each employee’s performance used to be a common part of the performance management procedure. 


3. HR Business Partner  



Experienced human resource professionals who collaborate closely with senior management to build and steer an HR agenda that supports the organization’s objectives are described as “HR Business Partners”. The HR business partner is a vital member of the company’s board of directors or C-suite, rather than a member of the HR department alone. For human resource management, the business partner model is becoming more commonplace in the corporate world. 


Their job is to ensure that the company’s human resource policies and procedures are aligned with the organization’s goals and objectives. While the HR business partner is responsible for training and policy implementation on a daily basis, they are also responsible for a broader perspective on the needs. 


People in this role set and guide HR department goals, spending more time on defining HR strategy. In other words, the HR business partner makes sure that the company’s HR strategies are in sync with the rest of its business plans. 


4. Employee Onboarding  


In the human resource management business, onboarding is a phrase for the process of integrating new employees into a company. To assist new workers in adjusting to their new roles and responsibilities, onboarding is essential.  These steps enable employees to become fully integrated into the organization. The onboarding process includes a wide range of actions, from the job offer to the training session. 


For the most successful onboarding, the duration of the process should be for a few months. The goal of the onboarding is to leave new hires feeling competent and confident in their new roles. 

Onboarding starts as soon as someone accepts an offer of employment and concludes when they are completely integrated into the workplace. A comprehensive, efficient, and consistent onboarding to their new company is a worthwhile investment for all new workers. 


5. Employee Database  

hrms employee databaseAn employee database, in a nutshell, is a library for employee data.  Think of it as a digital file cabinet for storing information on employees, such as name, position, pay, date of hire, date of birth, address, and telephone number.  There is employees’ more in-depth information like benefits information and time-off data too. 

Nowadays, data breaches and natural catastrophes are becoming more common, which necessitates the use of redundant backup systems and better security measures to guard against the growing threat of identity theft and financial fraud.

Although some firms still utilize nothing more elaborate than a file cabinet with actual personnel records, maintaining data is incredibly time-consuming, and adequate security is practically impossible. 


6. Employee Turnover 

hrms employee turnover


The number of workers that leave company in a certain period of time is known as the employee turnover rate.  While a company’s overall number of people leaving is often measured, turnover may also refer to subcategories within the business, such as certain departments or demographic groupings. 


Turnover itself is neither positive nor negative. There are two types of turnover: regretted and unregretted loss.  Leaving high performers is a regrettable or undesirable part of any business. When bad employees leave, there is no reason to be sad about it. 


It’s unavoidable to have some regrettable turnover. However, high amounts of regretful loss on the other hand may be fatal for any business’s human resource management.  Managing and retaining high-potential employees is one of HR’s primary duties. 


7. HRIS/HRMS/HCM – Human Resource Management Solutions 

hrms hcm hris

The acronyms HRIS, HRMS, and HCM all relate to human resource management software systems.  


HRIS stands for Human Resource Information System (or Software), which is a focus on information collecting, management, and distribution—like an upgraded HR database that covers tasks like benefits administration, compliance, onboarding, compensation, and reporting.  


HRMS stands for Human Resource Management System (or Software), which often combines the HRIS function with more sophisticated features including recruitment, performance management, training and career development, succession planning, and predictive analytics.  


Finally, HCM stands for Human Capital Management, which some perceive as almost similar to an HRMS while others see as having all the features of an HRMS plus payroll administration, time tracking, and benefits management, which are often third-party services. 


KingWork – One of the best Human Resource Management Solutions 


KINGWORK is a human resource management software that provides an extensive feature set in an easy-to-use package.  One of the main goals of KingWork’s HRMS is to create a great place to work for both employers and employees. 


With automation and simpler operations, KingWork eliminates HR complications. The tools and data allow HR managers to create diverse yet demanding workforces. If your company is wanting to get the most out of your employee data, KingWork is the HR platform you are looking for. 


KingWork is an open platform where anybody can build the tools they need to manage every area of their business. It provides a wide variety of solutions for every HR issue that you are facing: 

  • Personnel: Manage all employee information in ONE platform 
  • Timesheet: Easily track employee’s working hours and duration
  • Onboarding – Offboarding: Automate Onboarding/Offboarding process 
  • Leaves: Submit and approve leave requests in just a click 
  • Smart Reminders: Remind all special HR events 
  • Insurance: Manage all social insurance issues  


HOT!!!! KingWork is now offering you a full-package software experience with NO COST. Get the free 7-day trial of our human resource management solution here: 



Share: post sharing post sharing
Relative Topic

Subcribe via Email

You Might Like Also

Human Resource Management Clear Up: 7 Reasons Why Employees Quit Their Jobs
HR Insight
Human Resource Management Clear Up: 7 Reasons Why Employees Quit Their Jobs

It is important in human resource management to know why workers are leaving their job. Check out the 7 most common reasons with us.

[TRENDS] 7 Books Every Human Resource Management Professional Must Read
HR Insight
[TRENDS] 7 Books Every Human Resource Management Professional Must Read

Working as an HR Professional? There is no better way to excel in this field than by reading books.

[TIPS] 7 Human Resource Management Terms Every HR Practitioner Must Know
HR Insight
[TIPS] 7 Human Resource Management Terms Every HR Practitioner Must Know

Human resource management is gradually evolving, with many HR terminologies created. Keep it up with our newly updated HR Glossary.