HR Glossary
A plain-English guide to HR terms, acronyms, and concepts. Whether you’re new to HR or a seasoned pro, this glossary has you covered.
360-Degree Feedback
Performance feedback gathered from an employee's manager, peers, reports and themselves. Læs mere
Abandonment of Employment
When an employee stops attending work without notice or explanation, appearing to have left the job. Læs mere
Absence Management
The policies and processes an organisation uses to record, monitor and reduce unplanned employee absence. Læs mere
Absenteeism
Habitual or unplanned absence from work beyond agreed leave, often signalling deeper engagement or health issues. Læs mere
Accrual (Leave Accrual)
The gradual build-up of entitlements such as annual leave as an employee works through the year. Læs mere
Adverse Impact
When a seemingly neutral policy or practice disproportionately disadvantages a protected group. Læs mere
Annual Leave
Paid time off that employees are entitled to take each year for rest and personal use. Læs mere
Annualised Hours
A contract that sets total working hours over a year rather than per week, allowing flexible scheduling. Læs mere
Applicant Tracking System (ATS)
Software that manages job applications from advertisement through to hire, centralising the recruitment pipeline. Læs mere
Appraisal
A structured review of an employee's performance, contribution and development over a set period. Læs mere
Apprenticeship
A structured programme combining paid work with formal training that leads to a recognised qualification. Læs mere
At-Will Employment
A US doctrine allowing either employer or employee to end employment at any time, for almost any reason. Læs mere
Background Check
Verification of a candidate's history — such as identity, references and qualifications — before employment begins. Læs mere
Banded Hours
A right for workers with variable hours to be placed on a contract band reflecting the hours they actually work. Læs mere
Bank Holiday (Public Holiday)
A day recognised by statute on which most workers are entitled to paid time off or an alternative benefit. Læs mere
Benchmarking
Comparing an organisation's pay, benefits or practices against the market or peers to stay competitive. Læs mere
Benefit in Kind (BIK)
A non-cash perk provided to an employee, such as a company car or health cover, that may be taxable. Læs mere
Bereavement Leave
Time off granted to an employee following the death of a close family member or dependant. Læs mere
Blended Workforce
A workforce combining permanent employees with contractors, temporary and freelance workers. Læs mere
Bonus
An additional payment made to an employee, usually to reward performance or the achievement of targets. Læs mere
Bradford Factor
A formula that weights frequent short absences more heavily than occasional long ones to flag absence patterns. Læs mere
Candidate Experience
The overall impression a job applicant forms of an employer throughout the recruitment process. Læs mere
Career Break
An extended period of agreed unpaid leave during which the employment relationship is preserved. Læs mere
Career Pathing
Mapping the possible routes an employee can take to progress and develop within an organisation. Læs mere
Carer's Leave
Time off that allows an employee to provide care for a person in need of significant support. Læs mere
Casual Worker
A worker engaged on an irregular, as-needed basis with no guaranteed hours or ongoing commitment. Læs mere
Collective Agreement
A negotiated agreement between an employer and a trade union setting terms for a group of employees. Læs mere
Collective Bargaining
Negotiation between employers and trade unions over pay, conditions and workplace terms for a group of workers. Læs mere
Compassionate Leave
Discretionary or contractual time off granted to deal with a personal or family emergency or crisis. Læs mere
Compensation
The total financial reward an employee receives for their work, including salary and variable pay. Læs mere
Competency Framework
A structured set of skills, behaviours and knowledge that defines effective performance in a role. Læs mere
Compressed Hours
Working full-time hours over fewer, longer days rather than the standard working week. Læs mere
Constructive Dismissal
When an employee resigns because the employer's serious breach of contract left them no reasonable choice. Læs mere
Continuous Service
The unbroken length of time an employee has worked for an employer, which affects statutory rights. Læs mere
Contract of Employment
The legally binding agreement setting out the terms and conditions between employer and employee. Læs mere
Core Hours
The part of the working day when all employees must be available, within a flexible-hours arrangement. Læs mere
Corrective Action
Steps taken to address and remedy an employee's underperformance or misconduct. Læs mere
Cost of Turnover
The total financial impact of losing and replacing an employee. Læs mere
Cost per Hire
The total average cost of filling a vacancy, from advertising and agency fees to internal time. Læs mere
CSO Returns (Employment Statistics Reporting)
Statutory statistical returns some Irish employers must submit to the Central Statistics Office. Læs mere
Culture Fit
How well a candidate's values and working style align with an organisation's culture and norms. Læs mere
Deferred Compensation
Earnings set aside to be paid at a later date, such as retirement or the end of a vesting period. Læs mere
Digital Nomad
A worker who performs their job remotely while travelling or living in different locations. Læs mere
Disciplinary Procedure
A fair, structured process for addressing employee conduct or performance that falls short of standards. Læs mere
Diversity, Equity and Inclusion (DEI)
An organisation's efforts to build a diverse workforce and a fair, inclusive environment where everyone can thrive. Læs mere
Employee Assistance Programme (EAP)
A confidential support service offering employees help with personal, financial or wellbeing issues. Læs mere
Employee Engagement
The emotional commitment employees feel towards their organisation and its goals. Læs mere
Employee Handbook
A document that sets out an organisation's policies, procedures and expectations for staff. Læs mere
Employee Lifecycle
The stages an employee moves through with an organisation, from attraction to departure. Læs mere
Employee Mobility
The movement of employees between roles, teams or locations, internally or across borders. Læs mere
Employee Net Promoter Score (eNPS)
A simple metric measuring how likely employees are to recommend their organisation as a place to work. Læs mere
Employee Self-Service
Systems letting employees view and update their own HR information directly. Læs mere
Employee Self-Service (ESS)
HR software features that let employees view and update their own information and requests. Læs mere
Employee Value Proposition (EVP)
The unique set of rewards and benefits an organisation offers employees in return for their skills and contribution. Læs mere
Employee Wellbeing
An organisation's efforts to support the physical, mental and financial health of staff. Læs mere
Employer Branding
The reputation and image an organisation projects as a place to work, to current and prospective employees. Læs mere
Employer of Record (EOR)
A third party that legally employs staff on a company's behalf, often to enable hiring in another country. Læs mere
Equal Pay
The legal principle that people must receive the same pay for the same or equivalent work. Læs mere
Exit Interview
A conversation with a departing employee to understand why they are leaving and how to improve. Læs mere
Exit Management (Offboarding)
The structured process of managing an employee's departure from an organisation. Læs mere
Expatriate (Assignee)
An employee sent to work in another country for an extended period on assignment. Læs mere
Fixed-Term Contract
An employment contract that ends on a set date or on completion of a specific task or project. Læs mere
Flexible Working
Working arrangements that give employees choice over when, where or how much they work. Læs mere
FLSA (Fair Labor Standards Act)
The US federal law setting minimum wage, overtime and record-keeping standards for many employees. Læs mere
Force Majeure Leave
Short, urgent leave to deal with a sudden family emergency involving injury or illness of a dependant. Læs mere
Form W-4 (US)
A US tax form employees complete so employers withhold the correct federal income tax. Læs mere
Four-Day Week
A working pattern that reduces the standard working week to four days, often without cutting pay. Læs mere
Full-Time Equivalent (FTE)
A unit expressing workforce size by converting all hours worked into full-time positions. Læs mere
Garden Leave
A period during notice when an employee stays employed and paid but does not attend work. Læs mere
GDPR (General Data Protection Regulation)
The EU data-protection law governing how organisations collect, store and use personal data, including employee data. Læs mere
Gender Pay Gap
The difference in average pay between men and women across an organisation or workforce. Læs mere
Gig Economy
A labour market built on short-term, task-based or freelance work rather than permanent employment. Læs mere
Grievance
A formal complaint raised by an employee about a workplace issue that needs to be addressed. Læs mere
Gross Misconduct
Serious wrongdoing so grave that it can justify dismissal without notice or pay in lieu. Læs mere
Gross Negligence
A serious failure to take reasonable care that can amount to gross misconduct and justify dismissal. Læs mere
Hard Skills
Specific, teachable and measurable abilities such as technical or professional competencies. Læs mere
Headcount
The total number of employees in an organisation, team or category at a given point in time. Læs mere
Headhunting (Executive Search)
Actively approaching and recruiting talented individuals, often those not actively job-seeking. Læs mere
Health and Safety
The legal and practical measures an employer takes to protect the wellbeing of workers at work. Læs mere
Holiday Pay
The pay an employee receives while taking their entitled annual leave. Læs mere
HR Business Partner (HRBP)
A senior HR professional who works closely with business leaders to align people strategy with goals. Læs mere
HRIS (Human Resource Information System)
Software that centralises employee data and automates core HR processes such as records, leave and reporting. Læs mere
Human Capital
The collective skills, knowledge and experience of an organisation's people, viewed as an asset. Læs mere
Human Capital Management (HCM)
The strategic approach to recruiting, managing and developing people to maximise their value. Læs mere
Hybrid Work
A working model combining time in the workplace with time working remotely. Læs mere
I-9 Form (US)
A US federal form used to verify an employee's identity and legal authorisation to work in the United States. Læs mere
Incentive Pay
Variable pay designed to motivate and reward specific performance, results or behaviours. Læs mere
Induction
The process of introducing a new employee to their role, team and organisation in their first days and weeks. Læs mere
Insubordination
An employee's deliberate refusal to follow a reasonable and lawful instruction from a manager. Læs mere
Internal Mobility
The movement of employees into new roles within the same organisation, through promotion or transfer. Læs mere
Job Architecture
A structured framework that defines roles, levels and career paths consistently across an organisation. Læs mere
Job Description
A document setting out the purpose, duties and requirements of a specific role. Læs mere
Job Evaluation
A systematic method of assessing the relative value of roles to set fair and consistent pay. Læs mere
Job Offer
A formal proposal of employment setting out the role, terms and conditions for a chosen candidate. Læs mere
Job Sharing
An arrangement where two part-time employees share the duties and hours of one full-time role. Læs mere
Key Result Area (KRA)
The broad areas of responsibility in which an employee is expected to deliver results. Læs mere
Key Worker (Critical Role)
An employee whose role is essential to core operations or, in a wider sense, to essential public services. Læs mere
Knowledge Management
Capturing, organising and sharing an organisation's collective knowledge so it is not lost. Læs mere
KPI (Key Performance Indicator)
A measurable value that shows how effectively an individual, team or organisation is meeting a key objective. Læs mere
KSA (Knowledge, Skills and Abilities)
The knowledge, skills and abilities a person needs to perform a role effectively. Læs mere
Labour Turnover
The rate at which employees leave an organisation and are replaced over a given period. Læs mere
Lateral Move
A sideways move to a role at a similar level, broadening experience rather than increasing seniority. Læs mere
Learning and Development (L&D)
Activities that build employees' skills, knowledge and capabilities to support performance and growth. Læs mere
Leave Management
The process of requesting, approving, tracking and reporting employee time off. Læs mere
Leave of Absence
An authorised period away from work, paid or unpaid, outside normal holiday entitlement. Læs mere
Letter of Offer
A written offer of employment setting out the main terms a candidate is being asked to accept. Læs mere
Line Manager
The person with direct responsibility for managing an individual or team's daily work. Læs mere
Living Wage
A voluntary pay rate calculated to cover the basic cost of a decent standard of living. Læs mere
Long-Service Award
Recognition given to employees for reaching significant milestones of continuous service. Læs mere
Management by Objectives (MBO)
A management approach where goals are agreed jointly and progress measured against them. Læs mere
Maternity Leave
Protected time off around childbirth for the birth parent, with statutory and often contractual pay. Læs mere
Matrix Organisation
A structure where employees report to more than one manager across functions and projects. Læs mere
Mediation
A voluntary, confidential process where a neutral third party helps resolve a workplace dispute. Læs mere
Mentoring
A developmental relationship where an experienced colleague guides another's growth. Læs mere
Merit Increase
A permanent rise in base pay awarded for individual performance rather than cost of living. Læs mere
Minimum Notice
The shortest period of notice an employer must give before terminating employment, set by law. Læs mere
Minimum Wage
The lowest hourly rate an employer may lawfully pay most workers. Læs mere
Moonlighting
Holding a second job or side business alongside one's main employment. Læs mere
National Insurance / PRSI
Mandatory social insurance contributions funding state benefits and pensions. Læs mere
Night Work
Work carried out during night-time hours, subject to specific health and hours protections. Læs mere
Nine-Box Grid
A talent tool plotting employees by current performance against future potential. Læs mere
Non-Compete Clause
A contractual term restricting an employee from competing with their employer after leaving. Læs mere
Notice Period
The advance warning either party must give before ending the employment relationship. Læs mere
Objectives and Key Results (OKRs)
A goal-setting framework linking ambitious objectives to measurable key results. Læs mere
Occupational Health
Services and practices that protect and promote employees' health at work. Læs mere
Occupational Pension
A workplace pension scheme set up by an employer to provide retirement income for staff. Læs mere
Offboarding
The structured process of managing an employee's departure from the organisation. Læs mere
Onboarding
The process of integrating a new employee into the organisation so they become effective and engaged. Læs mere
One-to-One
A regular, private conversation between a manager and a team member. Læs mere
Organisational Chart
A visual map of reporting lines, roles and structure within an organisation. Læs mere
Outplacement
Support provided to departing employees to help them find new roles. Læs mere
Overtime
Hours worked beyond an employee's normal contracted hours, sometimes at an enhanced rate. Læs mere
Overtime Premium
The enhanced rate, above normal pay, paid for hours worked as overtime. Læs mere
Parent's Leave
A State-paid period of leave available to each parent during a child's early years. Læs mere
Parental Leave
Unpaid, job-protected leave for parents to care for young children. Læs mere
Paternity Leave
Short, protected leave for the relevant parent around the birth or adoption of a child. Læs mere
Pay in Lieu of Notice (PILON)
A payment covering the notice period so employment can end immediately. Læs mere
Pay Transparency
Openness about pay levels, structures and the basis on which pay decisions are made. Læs mere
Payroll
The process of calculating and paying employees' wages, along with related tax and deductions. Læs mere
Peer Review
Feedback on an employee's performance gathered from their colleagues. Læs mere
Pension (Occupational)
A retirement savings arrangement, often supported by employer contributions, for employees' later life. Læs mere
Pension Auto-Enrolment
A scheme automatically enrolling eligible workers into a retirement savings plan. Læs mere
Pension Contribution
Money paid into an employee's retirement savings by the employee, employer or both. Læs mere
Performance Improvement Plan (PIP)
A structured, time-bound plan to help an underperforming employee meet expectations. Læs mere
Performance Management
The ongoing process of setting expectations, giving feedback and supporting employees to perform well. Læs mere
Preboarding
Engagement and preparation activities between a signed offer and the first day. Læs mere
Probation
An initial period of employment during which suitability for the role is assessed. Læs mere
Probation Period
An initial period of employment during which suitability for the role is assessed. Læs mere
Probationary Review
A structured assessment of a new hire's suitability during or at the end of probation. Læs mere
Protected Disclosure
A worker's report of wrongdoing that is legally protected from penalisation. Læs mere
Psychometric Testing
Standardised assessments measuring aptitude, personality or behavioural traits in recruitment. Læs mere
Quiet Quitting
Doing only what a role strictly requires, without going above and beyond. Læs mere
Reasonable Accommodation
Adjustments enabling a person with a disability to work, unless they cause disproportionate burden. Læs mere
Recruitment
The end-to-end process of attracting, selecting and hiring people to fill roles in an organisation. Læs mere
Redundancy
Dismissal because a role is no longer needed, rather than because of the individual's conduct or capability. Læs mere
Reference Check
Verification of a candidate's employment history and suitability with previous employers. Læs mere
Remote Work
An arrangement where employees carry out their duties away from a central workplace, typically from home. Læs mere
Reskilling
Training employees for a substantially different role from the one they currently hold. Læs mere
Restrictive Covenant
A contractual clause limiting an employee's activities during or after employment. Læs mere
Retention (Employee Retention)
An organisation's ability to keep its employees and reduce avoidable turnover. Læs mere
Right to Disconnect
The principle that employees can disengage from work communications outside working hours. Læs mere
Right-to-Work Check
Verifying that a prospective or current employee is legally permitted to work in the relevant country. Læs mere
Sabbatical
An extended period of leave, often for rest, study or personal projects, with a right to return. Læs mere
Salary Band
A defined pay range for a role or grade, with a minimum, midpoint and maximum. Læs mere
Lønbenchmarking
Comparing pay for roles against external market data to inform reward decisions. Læs mere
Salary Sacrifice
An arrangement where an employee gives up part of their salary for a non-cash benefit. Læs mere
Secondment
A temporary assignment of an employee to a different role, team or organisation. Læs mere
Settlement Agreement
A legally binding agreement resolving an employment dispute or ending employment on agreed terms. Læs mere
Shift Differential
Extra pay for working less desirable shifts, such as nights or weekends. Læs mere
Shift Swap
An arrangement where employees exchange rostered shifts, usually with approval. Læs mere
Short-Time Working
A temporary reduction in an employee's hours or pay due to reduced work. Læs mere
Sick Leave
Time off work due to illness or injury, which may be paid or unpaid. Læs mere
Skills Matrix
A grid mapping which employees hold which skills, and at what level. Læs mere
Soft Skills
Interpersonal and behavioural abilities such as communication, teamwork and adaptability. Læs mere
Span of Control
The number of direct reports a manager is responsible for. Læs mere
Staff Handbook
A single document setting out an organisation's policies, procedures and expectations for employees. Læs mere
Statutory Redundancy
The minimum redundancy payment prescribed by law for eligible employees. Læs mere
Statutory Sick Pay
The minimum sick pay employers must provide by law to eligible employees. Læs mere
Stay Interview
A conversation with a current employee to understand what keeps them and what might make them leave. Læs mere
Succession Planning
Identifying and developing people to fill critical roles as they become vacant. Læs mere
Talentanskaffelse
The strategic, long-term function of attracting and hiring the people an organisation needs. Læs mere
Talent Management
The integrated set of practices for attracting, developing and retaining capable people. Læs mere
Time og Attendance
Systems and processes for recording when employees work and are absent. Læs mere
Total Reward
The complete package of financial and non-financial benefits an employee receives from working. Læs mere
Total belønning
The full package of pay, benefits and non-financial rewards an employee receives. Læs mere
Training Needs Analysis
A systematic assessment of the gap between current and required skills. Læs mere
TUPE
Rules protecting employees' terms when a business or service transfers to a new employer. Læs mere
Turnover (Staff Turnover)
The rate at which employees leave an organisation and are replaced over a given period. Læs mere
Unconscious Bias
Automatic, unintended judgements about people that can influence workplace decisions. Læs mere
Unfair Dismissal
Termination of employment that breaches statutory fairness in reason or process. Læs mere
Upskilling
Developing employees' existing skills to meet evolving role and business needs. Læs mere
Variable Pay
Compensation that fluctuates with performance, such as bonuses or commission. Læs mere
Wellbeing Programme
A coordinated set of initiatives supporting employees' physical, mental and financial health. Læs mere
Whistleblowing Policy
A policy setting out how workers can safely report wrongdoing and how the employer responds. Læs mere
Workforce Planning
Anticipating future people needs and ensuring the organisation has the right skills at the right time. Læs mere
Working Time Directive
EU law setting limits on working hours and minimum rest and leave. Læs mere
Workplace Investigation
A structured, impartial process for establishing facts about a workplace complaint or allegation. Læs mere
Workplace Relations Commission (WRC)
Ireland's statutory body for employment rights, enforcement and dispute resolution. Læs mere
Works Council
A body representing employees in information and consultation with the employer. Læs mere
Zero-Hours Contract
An arrangement where the employer does not guarantee any minimum hours of work. Læs mere
“Idealet er det, vi har nu med Grouper.”
“I was new to HR and kept nodding along in meetings while having no idea what ATS or FLSA meant. The BambooHR glossary was my secret weapon for the first six months.”
Hvad vores kunder siger
Idealet er det, vi har nu med Grouper.
Med vores hiringshastighed har du ikke tid til at google eller se en videovejledning. Det faktum, at vi har en person at tale med og få praktiske løsninger hurtigt, er uvurderligt. Deres kundeservice er uden sidestykke.
Det samarbejde, som Grouper har etableret, har været fantastisk. Vores account manager er venlig, imødekommende og tilgængelig. Deres viden og ekspertise har været fremragende, og der er stor tryghed i, at systemet gør, hvad det er meningen. Det har lettet vores teams pres betydeligt.
Implementeringen forløb sammenhængende. Grouper var altid imødekommende, og vores account manager er flittig og effektiv og fleksibel med hensyn til tid og hjælp, de har givet os. Selv nu, hvor systemet er etableret, vil de sandsynligvis vende tilbage inden for en time ved en forespørgsel.
It would be difficult to find a replacement system of the quality and accessibility that we found, for the price and the ease of implementation. Grouper is absolutely an upgrade on what we had before. Interactions are as frequent as we need them, and our contact is typically flexible to have quick calls to discuss. That availability is helpful.
I mange transaktioner er sælgeren ikke involveret i transformationen. Moji er ganske unik i sit felt, fordi han går ind i HR-praktikernes sind, men han forstår også forretningen og er også meget teknisk. Han kan skrue op til det, han behøver at være. Det var den bedste i klassen.
Systemer kommer og går, og folk kan gennemføre overdragelser, men der er noget helt særligt ved Moji’s engagement og kompetencer. Han har været på kontoret og har mødt og uddannet alle. Den slags rådgivning finder man ikke overalt.
Op til 85% af vores arbejdstid blev brugt på rekruttering, kontrakter og tilbudsbreve. Nu vil jeg sige, at vores administrative byrde er reduceret med 40%, fordi vi ikke jagter gennem e-mails.
Vi havde ikke et HR-system før; det hele var manuelt og i regneark. Grouper gjorde alting så nemt, og det har været en virkelig forandring, ikke kun for mig, men for vores ledere. De sender ikke længere e-mails til mig for oplysninger. Jeg vil sige, at det har reduceret den administrative side med omkring 40%.
Det er kundeservicen, de udmærkede sig i. Jeg blev overrasket over, at man kunne e-maile en specifik person med et spørgsmål. Så snart vi har et spørgsmål, er han tilbage hurtigst, jeg nogensinde har oplevet. Og det er altid løst. Der er ikke noget af det, man ser hos mange andre udbydere, hvor udbyderen sender et generelt svar eller der ikke er nogen fleksibilitet.
I starten var serviceniveauet meget højt. Vi havde chancen for at arbejde sammen med vores account manager, som var fantastisk. Han er så serviceorienteret og vil forstå vores behov og vores problemer. Han er så hurtigt: når jeg har en anmodning, svarer han altid omgående, og vi er virkelig glade.
With many vendors, reaching out for support often means receiving automated replies and waiting a week for a response. Even then, the replies can feel scripted. With Grouper, however, the support feels more personalised, and solutions are handled efficiently.
Det er utrolig værdifuldt. Vores account manager er en god ven på dette tidspunkt. Han hopper gerne på et opkald for at vise en bestemt funktion i systemet eller forklare den trin for trin. Jeg sender en e-mail om morgenen, og han er tilbage inden for et par timer. Det er fantastisk at have en person på et personligt plan, man kan interagere med.
Hurtig respons. De tackler altid tingene meget hurtigt. Vi er et stort team, og vi drømmer om at gøre tingene lidt lettere. Nogle gange kommer vi med ideer, som vi tror er opnåelige, så vi rækker altid ud til Grouper. Jeg har al information ved hånden, jeg behøver ikke lede i en fysisk fil eller mappe: alt er der på platformen. Ubetalelig!
Med nogle outsourcede leverandører ved man ikke, hvem der vil svare, eller hvor lang tid det vil tage. Jeg skriver altid til Grouper, og de svarer straks og forsøger altid at finde en løsning.
Vi har været hos Grouper siden 2019 og ser dem som en meget tæt partner. Vi vil også erkende, at de forstår vores forretning.
Grouper were so supportive: anything we needed, they helped us with. They gave us demos for features like managing annual leave quotas, so it was just a matter of clicking a few buttons.
Det er netop, når man arbejder med en virksomhed som Grouper, at det er så fantastisk. Vi er en lille SMV, og den slags støtte, vi har brug for, er præcis det, vi får.
Grouper er meget responsiv, og vores account manager har stor viden og er i stand til at give os idéer og vise os, hvordan vi udnytter systemet endnu mere. Servicen har været meget glat: det er en stor ændring, men teamet har været meget responsivt og også godt til at dele information.
Grouper har base i Irland, så det var fra vores synspunkt meget nemmere med kommunikation og den støtte, vi havde brug for. De er meget effektive, de svarer alle vores e-mails rettidigt. De følger op og, hvis vi har brug, organiserer de møder til at diskutere problemer, og de løser dem effektivt.
Vores account manager var på bolden og virkelig responsiv. Det er ikke en lille opgave at flytte software-systemer, så vi var i kontakt ret meget. Han sørgede for, at jeg fik det, jeg behøvede, tilbage til tiden. Jeg blev holdt i loopen, og kommunikationen var meget gennemsigtig, så jeg altid vidste, hvad der skete.
At the start, Grouper were very helpful. I remember I compiled a list of questions over the first few weeks and we set up a call. The support has always been very helpful, they can come into our system, share the screen and show us live how to use the system.
Jeg vil sige, at servicen er meget brugervenlig, støttende, med hurtige svartider. Kundeoplevelsen er god. Og at have haft den samme account manager til at bygge relationen gør, at jeg ved, jeg kan ringe, og der er fleksibilitet i, hvordan støtten kan leveres. Denne konsistens, vi får med Grouper, er meget værdifuld.
Grouper helped us to navigate a difficult time in the best possible way, as a kind of translator for the system.
Hvad er unikt ved Grouper? Jeg vil sige, de er meget responsive, pålidelige og støttende. Da vi forsøgte at sætte præstationsgennemgange automatisk i systemet, havde vi et par opkald, hvor de delte en skærm for at vise mig, hvordan det opsættes korrekt. Tak til Grouper.
Vores account manager er meget, meget hjælpsom og vil altid springe på et opkald. Det kunne være et par minutter, men det er meget nemmere at tale med en eller bruge skærmen sammen. For nylig ønskede jeg at ændre et felt og ændre job-fanen. Han gjorde det virkelig hurtigt. På andre systemer har jeg brugt tid på at prøve at løse noget og måske nå frem til det, men det tog en time.
Grouper-s måde er meget hjælpsom, og personligt finder jeg det virkelig nyttigt, fordi det sparer tid, og i sidste ende sparer det virksomheden penge, fordi jeg ikke spilder tid på at søge information.
Jeg føler, at hvis jeg har brug for at kontakte vores Account Manager, vil han gøre sit bedste for at finde en løsning. Han kender systemet virkelig godt, så hans tekniske viden er virkelig god. Jeg føler, at ved at gå til ham får jeg teknisk ekspertise, og han forsøger at ordne andre problemer med løsningen. At vide, at jeg har Grouper til at støtte os som kunde, giver mig tryggere fornemmelse.
What makes Grouper stand out to me is, we jump on a call and we have the chance to overcome that barrier in communication you can get with emails, or sending tickets to be resolved.
Jeg havde brug for noget, der gjorde mit liv lettere i stedet for manuelle poster spredt ud overalt. Grouper var så hjælpsomme, de satte alt op, som jeg havde bedt om, og det gjorde det nemmere for mig at navigere i systemet med oplysningerne allerede der.
I found Grouper really helpful. We had a few training sessions and they tailored them to the individual or to the questions I had.
We implemented in a matter of weeks whereas if it was left to me, it probably would have delayed the rollout, at a time when I am time poor. It meant the team could look after their own records and I just had to look after the approvals.
Vi har altid haft en personlig kontakt hos Grouper, som var meget hands-on, især i de tidlige faser.
På grund af den branche, vi er i, lægger vi sandsynligvis større vægt på kundeserviceaspekterne, og den respons er enormt vigtig for os. Det har hjulpet mig med at være så tilfreds med støtten. Vores account manager er altid god til at vende tilbage, og jeg har nydt den personlige kontakt: at have et enkelt kontaktpunkt er virkelig hjælpsomt, ligesom vores kunder kan lide at have et kendt ansigt at stole på.
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