In today's fast-paced business environment, Human Resource Management Systems (HRMS) play a crucial role in streamlining HR processes. From candidate onboarding to performance reviews, HRMS solutions have revolutionised the way organisations manage their workforce. However, navigating through the vast array of HRMS terminology can be overwhelming for HR professionals and business leaders alike.

In this comprehensive guide, we'll delve into the essential HRMS glossary terms related to candidate onboarding and performance review processes. Whether you're a seasoned HR professional or just beginning to explore HR technology, this guide will provide you with the knowledge to optimise your HR processes effectively.

Various HR Processes for better management in the organisation

In an organisation, efficient Human Resources (HR) processes are essential for effective management and employee development. Among the myriad HR processes, two critical ones are candidate onboarding and performance review.

Candidate onboarding refers to the comprehensive process of integrating new hires into the company culture and workflow. This includes orientation sessions, paperwork completion, introduction to team members, and providing necessary resources and training.

Performance review, on the other hand, is a systematic evaluation of an employee's job performance and contribution to the organisation's goals. It involves setting clear objectives, regular feedback sessions, and assessing performance against predetermined criteria.

Establishing a HRMS glossary for these processes ensures clarity and consistency across the organisation, defining key terms and procedures to streamline operations and enhance communication between HR professionals and employees. Let us know them in detail:

Candidate Onboarding Process

Applicant Tracking System (ATS):

An ATS is a software application that enables the electronic handling of recruitment needs. It automates the candidate onboarding process by collecting, sorting, and filtering job applications.

Onboarding:

Onboarding refers to the process of integrating a new employee into the organisation. It includes orientation, paperwork, training, and introduction to the company culture.

Electronic Onboarding (E-boarding):

E-boarding involves using digital tools and platforms to streamline the onboarding process. It eliminates paperwork, accelerates the completion of forms, and enhances the overall efficiency of onboarding.

New Hire Orientation:

New hire orientation sessions provide newly hired employees with information about the company, its policies, procedures, and culture. It helps them understand their roles and responsibilities within the organisation.

Employee Self-Service (ESS):

ESS allows employees to manage their personal information, benefits, and other HR-related tasks through a self-service portal. It empowers employees to update their information and access relevant resources independently.

Performance Review Process

Performance Management System (PMS):

A PMS is a set of processes and tools used to evaluate and improve employee performance during the performance review process. It includes goal setting, performance appraisal, feedback mechanisms, and development planning.

360-Degree Feedback:

360-degree feedback is a performance appraisal method that gathers feedback from multiple sources, including supervisors, peers, subordinates, and even external stakeholders. It provides a comprehensive view of an employee's performance.

Key Performance Indicators (KPIs):

KPIs are measurable values that indicate how effectively an individual or a department is achieving its objectives. In the context of performance reviews, KPIs help assess employee performance against predefined goals and targets.

Continuous Feedback:

Continuous feedback involves providing ongoing feedback to employees throughout the performance cycle. It fosters a culture of open communication and enables timely course correction and performance improvement.

Performance Improvement Plan (PIP):

A PIP is a structured document outlining specific steps and objectives for an employee to improve performance in areas where they are falling short. It is often used as a tool for employee development and remediation.

By familiarising yourself with these HRMS glossary terms, you'll be better equipped to leverage HR technology effectively and enhance your organisation's HR processes. Whether you're optimising your candidate onboarding process or conducting performance reviews, understanding these terms will enable you to make informed decisions and drive positive outcomes for your organisation.

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