This page (revision-5) was last changed on 26-Nov-2021 10:22 by RForbes

This page was created on 26-Nov-2021 10:22 by JMyers

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Page References

Incoming links Outgoing links
TERMINOLOGY-HR
TERMINOLOGY-HR

Version management

Difference between version and

At line 1 changed 13 lines
Aliases Used to record alternate names by which an employee may be known.
Assignments The working arrangements for an employee to perform a specific job in a particular place in the organization.
Authorization A security feature that enables an organization to control access to employees’ information.
Authorization Areas Divides an organization into areas in order to have employees’ information secured from unauthorized user access.
Business Contacts Usually people from outside the organization such as trainers and instructors, sponsors, plan administrators, representatives, recruiters, etc.
Calendars Schedules, which define periods of time that are needed to plan and manage human resource activities such as monthly benefits administration, as well as financial information such as general ledger periods.
Change Reason Code The rationale as to why information has been created or changed as of an effective date
Departments Divide the organization into manageable areas, defining the organization structure from a human resources management point of view.
Employee Contacts Usually emergency contacts, spouses, dependants and beneficiaries directly associated with an employee.
Employment Record Defines the relationship an employee has with the organization and contains the information associated with that employment agreement: hire date, basic service dates and termination details.
Employment Status Describes the condition of an employee’s employment with the organization (i.e. active, terminated, leave with pay, leave without pay, etc.) and is coded on the assignment record.
Entity An independent organization or company that employs people. Entities are organizations that have a legal identity that corresponds to a company. (More commonly referred to outside the HHRM ePersonality world as ‘Company’)
Full Time Equivalence FTE is a factor that indicates how an employee’s weekly hours compares with the standard full-time number of hours from the work rule (if used) or the job.
!Human Resources Terminology
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GO TO
||[A|1] [B|2] [C|3] [D|4] [E|5] [F|6] [G|7] [H|8] [I|9] [J|10] [K|11] [L|12] [M|13] [N|14] [O|15] [P|16] [Q|17] [R|18] [S|19] [T|20] [U|21] [V|22] [W|23] [X|24] [Y|25] [Z|26]
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!![A|#1]
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;Aliases: Used to record alternate names by which an employee may be known.
;Assignments:The working arrangements for an employee to perform a specific job in a particular place in the organization.
;Authorization: A security feature that enables an organization to control access to employees’ information.
;Authorization Areas:Divides an organization into areas in order to have employees’ information secured from unauthorized user access.
\\
!![B|#2]
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;Business Contacts:Usually people from outside the organization such as trainers and instructors, sponsors, plan administrators, representatives, recruiters, etc.
\\
!![C|#3]
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;Calendars:Schedules, which define periods of time that are needed to plan and manage human resource activities such as monthly benefits administration, as well as financial information such as general ledger periods.
;Change Reason Code:The rationale as to why information has been created or changed as of an effective date
\\
!![D|#4]
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;Departments:Divide the organization into manageable areas, defining the organization structure from a human resources management point of view.
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!![E|#5]
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;Employee Contacts:Usually emergency contacts, spouses, dependants and beneficiaries directly associated with an employee.
;Employment Record:Defines the relationship an employee has with the organization and contains the information associated with that employment agreement: hire date, basic service dates and termination details.
;Employment Status:Describes the condition of an employee’s employment with the organization (i.e. active, terminated, leave with pay, leave without pay, etc.) and is coded on the assignment record.
;Entity:An independent organization or company that employs people. Entities are organizations that have a legal identity that corresponds to a company. (More commonly referred to outside the Personality world as ‘Company’)
\\
!![F|#6]
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;Full Time Equivalence:FTE is a factor that indicates how an employee’s weekly hours compares with the standard full-time number of hours from the work rule (if used) or the job.
At line 16 changed 15 lines
General Ledger Company The chart of accounts for an entity.
Groups Defines policy implementations for a unit and are the components that determine the sets of employment and pay rules that must be applied to an employee when processing their work, pay, benefit, and attendance information
Human Resources Policies Pertain to the work agreement between the organization and its employees.
Identity Holds an employee's non date-sensitive information that is used to uniquely identify them in the organization and to the government (i.e. gender, birth date, legal name and identification).
Industry Codes Derived from the North American Industry Classification Systems (NAICS). The NAICS is a common industry classification system developed by Statistics Canada, Mexico’s Estadística, Georgrafía e Informática and the Economic Classification Policy Committee of the United States Office of Management and Budget (U.S. Census Bureau).
Job Defined as a collection of responsibilities and duties associated to performing a function within each unit of the organization, which in turn determines employment rules.
Military Records Contain basic service information for an employee who has a prior (or current) employment history of some form of military service.
Occupation Codes May be used to allow the tracking and reporting to internal or external sources for your organization’s classifications of jobs.
Organization Levels Provide the ability to organize departments into many different reporting views of the organization.
Positions The building blocks of an organization chart that may be budgeted, filled and scheduled for work. These components define the structure required to run the organization’s operation.
Responsibility Level A security feature used to control access to an employee's information and also used for US Employment Equity reporting, in the case of Trainees.
Statistic Components May be used to store numeric information associated to an employee that may be used by payroll, benefit or attendance policies. This information is not date sensitive.
Termination Reason Specifies why an employment agreement ended.
Unit A union, a bargaining unit or a business sector of the organization that has a common set of employment rules and options.
Work Rules Used to determine standard processing information required to create pay headers and transactions for an employee.
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!![G|#6]
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;General Ledger Company:The chart of accounts for an entity.
;Groups:Defines policy implementations for a unit and are the components that determine the sets of employment and pay rules that must be applied to an employee when processing their work, pay, benefit, and attendance information
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!![H|#7]
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;Human Resources Policies:Pertain to the work agreement between the organization and its employees.
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!![I|#9]
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;Identity:Holds an employee's non date-sensitive information that is used to uniquely identify them in the organization and to the government (i.e. gender, birth date, legal name and identification).
;Industry Codes:Derived from the North American Industry Classification Systems (NAICS). The NAICS is a common industry classification system developed by Statistics Canada, Mexico’s Estadística, Georgrafía e Informática and the Economic Classification Policy Committee of the United States Office of Management and Budget (U.S. Census Bureau).
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!![J|#10]
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;Job:Defined as a collection of responsibilities and duties associated to performing a function within each unit of the organization, which in turn determines employment rules.
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!![K|#11]
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''No Terminology''\\
!![L|#12]
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''No Terminology''\\
!![M|#13]
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;Military Records:Contain basic service information for an employee who has a prior (or current) employment history of some form of military service.
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!![N|#14]
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''No Terminology''\\
!![O|#15]
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;Occupation Codes:May be used to allow the tracking and reporting to internal or external sources for your organization’s classifications of jobs.
;Organization Levels:Provide the ability to organize departments into many different reporting views of the organization.
\\
!![P|#16]
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;Positions:The building blocks of an organization chart that may be budgeted, filled and scheduled for work. These components define the structure required to run the organization’s operation.
\\
!![Q|#17]
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''No Terminology''\\
!![R|#18]
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;Responsibility Level:A security feature used to control access to an employee's information and also used for US Employment Equity reporting, in the case of Trainees.
\\
!![S|#19]
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;Statistic Components:May be used to store numeric information associated to an employee that may be used by payroll, benefit or attendance policies. This information is not date sensitive.
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!![T|#20]
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;Termination Reason:Specifies why an employment agreement ended.
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!![U|#21]
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;Unit:A union, a bargaining unit or a business sector of the organization that has a common set of employment rules and options.
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!![V|#22]
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''No Terminology''\\
!![W|#23]
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;Work Rules:Used to determine standard processing information required to create pay headers and transactions for an employee.
''\\
!![X|#24]
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''No Terminology''\\
!![Y|#25]
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''No Terminology''\\
!![Z|#26]
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''No Terminology''\\
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![Notes|Edit:Internal.TERMINOLOGY-HR]
[{InsertPage page='Internal.TERMINOLOGY-HR' default='Click to create a new notes page'}]
This page (revision-5) was last changed on 26-Nov-2021 10:22 by RForbesTop