HR Analytics, The use of employee data to understand trends, measure outcomes, and support decision-making in Human Resources., People Analytics, The analysis of workforce data to improve people-related decisions and business performance., Workforce Planning, The process of forecasting and managing current and future staffing needs., Headcount, The total number of employees in a company, department, or team., Staffing Levels, The number of employees assigned to a specific area or function., Workforce Trends, Patterns or changes in workforce data over time., Attrition, The reduction of employees through resignation, retirement, or other departures., Turnover Rate, The percentage of employees who leave an organization during a specific period., Retention Rate, The percentage of employees who remain in the organization over a period of time., Absenteeism Rate, The percentage of work time lost due to employee absences., Vacancy Rate, The percentage of positions that are currently unfilled., Time to Fill, The number of days it takes to fill an open position., Cost per Hire, The average cost of recruiting and hiring a new employee., Internal Mobility, The movement of employees to new positions within the same organization., Talent Mapping, The process of identifying key talent, potential successors, and critical roles., Succession Planning, The process of preparing employees to take over key positions in the future., Organizational Design, The way roles, responsibilities, and reporting lines are structured in a company., Organizational Structure, The formal system that defines roles, hierarchy, and relationships within an organization., Reporting Line, The formal relationship that shows who an employee reports to., Span of Control, The number of employees directly supervised by one manager., Org Chart, A visual representation of the structure and reporting lines in an organization., Role Scope, The range of responsibilities and decision-making authority in a position., Position Management, The process of controlling and approving positions within the organizational structure., Job Architecture, A structured system that organizes jobs by level, function, and responsibility., Job Evaluation, The process of assessing the relative value of a job within an organization., Salary Band, A pay range assigned to a role or level in the organization., Compensation Structure, The framework used to organize salaries, incentives, and pay policies., Internal Equity, Fairness in pay and rewards among employees inside the same organization., External Benchmarking, The comparison of company data with market standards or competitors., Market Data, Salary and workforce information collected from the labor market., Labor Cost, The total cost of employing workers, including salary, benefits, and related expenses., Compensation Review, A formal process to assess salary structures, pay decisions, or compensation adjustments., Pay Equity, The principle of paying employees fairly for comparable work., Benefits Utilization, The degree to which employees use the benefits offered by the company., Productivity Indicator, A metric used to measure output, efficiency, or performance., People Metrics, Quantitative measures related to employees and workforce performance., HR Indicators, Key measurements used by HR to monitor workforce outcomes and processes., Dashboard, A visual tool that displays key metrics and trends in one place., Data-Driven Decision-Making, The practice of making decisions based on evidence and measurable information., Forecasting, The process of predicting future workforce needs or trends based on current data., Scenario Planning, The process of evaluating possible future situations to support decision-making., Strategic Alignment, The connection between HR actions and the broader business strategy., Business Case, A structured justification for a decision, investment, or project., Resource Allocation, The process of assigning people, budget, or time according to priorities., Workforce Segmentation, The process of dividing the workforce into groups for analysis or planning., Critical Role, A position that has a high impact on business continuity or performance., Capability Gap, The difference between the capabilities needed by the business and those currently available in the workforce., Business Unit, A specific division or operational area within a company., Regional Structure, An organizational model based on geographic areas or countries., Standardization, The process of making practices, structures, or criteria more consistent across the organization., Governance Model, The framework that defines how decisions are made and controlled in an organization..

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