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. Lire la suite
Abandonment of Employment
When an employee stops attending work without notice or explanation, appearing to have left the job. Lire la suite
Absence Management
The policies and processes an organisation uses to record, monitor and reduce unplanned employee absence. Lire la suite
Absenteeism
Habitual or unplanned absence from work beyond agreed leave, often signalling deeper engagement or health issues. Lire la suite
Accrual (Leave Accrual)
The gradual build-up of entitlements such as annual leave as an employee works through the year. Lire la suite
Adverse Impact
When a seemingly neutral policy or practice disproportionately disadvantages a protected group. Lire la suite
Annual Leave
Paid time off that employees are entitled to take each year for rest and personal use. Lire la suite
Annualised Hours
A contract that sets total working hours over a year rather than per week, allowing flexible scheduling. Lire la suite
Applicant Tracking System (ATS)
Software that manages job applications from advertisement through to hire, centralising the recruitment pipeline. Lire la suite
Appraisal
A structured review of an employee's performance, contribution and development over a set period. Lire la suite
Apprenticeship
A structured programme combining paid work with formal training that leads to a recognised qualification. Lire la suite
At-Will Employment
A US doctrine allowing either employer or employee to end employment at any time, for almost any reason. Lire la suite
Attrition
The gradual reduction of a workforce as employees leave and are not always replaced. Lire la suite
Background Check
Verification of a candidate's history — such as identity, references and qualifications — before employment begins. Lire la suite
Banded Hours
A right for workers with variable hours to be placed on a contract band reflecting the hours they actually work. Lire la suite
Bank Holiday (Public Holiday)
A day recognised by statute on which most workers are entitled to paid time off or an alternative benefit. Lire la suite
Benchmarking
Comparing an organisation's pay, benefits or practices against the market or peers to stay competitive. Lire la suite
Benefit in Kind (BIK)
A non-cash perk provided to an employee, such as a company car or health cover, that may be taxable. Lire la suite
Bereavement Leave
Time off granted to an employee following the death of a close family member or dependant. Lire la suite
Blended Workforce
A workforce combining permanent employees with contractors, temporary and freelance workers. Lire la suite
Bonus
An additional payment made to an employee, usually to reward performance or the achievement of targets. Lire la suite
Bradford Factor
A formula that weights frequent short absences more heavily than occasional long ones to flag absence patterns. Lire la suite
Burnout
A state of physical and emotional exhaustion caused by prolonged, unmanaged workplace stress. Lire la suite
Candidate Experience
The overall impression a job applicant forms of an employer throughout the recruitment process. Lire la suite
Career Break
An extended period of agreed unpaid leave during which the employment relationship is preserved. Lire la suite
Career Pathing
Mapping the possible routes an employee can take to progress and develop within an organisation. Lire la suite
Carer's Leave
Time off that allows an employee to provide care for a person in need of significant support. Lire la suite
Casual Worker
A worker engaged on an irregular, as-needed basis with no guaranteed hours or ongoing commitment. Lire la suite
Collective Agreement
A negotiated agreement between an employer and a trade union setting terms for a group of employees. Lire la suite
Collective Bargaining
Negotiation between employers and trade unions over pay, conditions and workplace terms for a group of workers. Lire la suite
Compassionate Leave
Discretionary or contractual time off granted to deal with a personal or family emergency or crisis. Lire la suite
Compensation
The total financial reward an employee receives for their work, including salary and variable pay. Lire la suite
Competency Framework
A structured set of skills, behaviours and knowledge that defines effective performance in a role. Lire la suite
Compressed Hours
Working full-time hours over fewer, longer days rather than the standard working week. Lire la suite
Constructive Dismissal
When an employee resigns because the employer's serious breach of contract left them no reasonable choice. Lire la suite
Continuous Service
The unbroken length of time an employee has worked for an employer, which affects statutory rights. Lire la suite
Contract of Employment
The legally binding agreement setting out the terms and conditions between employer and employee. Lire la suite
Core Hours
The part of the working day when all employees must be available, within a flexible-hours arrangement. Lire la suite
Corrective Action
Steps taken to address and remedy an employee's underperformance or misconduct. Lire la suite
Cost of Turnover
The total financial impact of losing and replacing an employee. Lire la suite
Cost per Hire
The total average cost of filling a vacancy, from advertising and agency fees to internal time. Lire la suite
CSO Returns (Employment Statistics Reporting)
Statutory statistical returns some Irish employers must submit to the Central Statistics Office. Lire la suite
Culture Fit
How well a candidate's values and working style align with an organisation's culture and norms. Lire la suite
Deferred Compensation
Earnings set aside to be paid at a later date, such as retirement or the end of a vesting period. Lire la suite
Digital Nomad
A worker who performs their job remotely while travelling or living in different locations. Lire la suite
Disciplinary Procedure
A fair, structured process for addressing employee conduct or performance that falls short of standards. Lire la suite
Diversity, Equity and Inclusion (DEI)
An organisation's efforts to build a diverse workforce and a fair, inclusive environment where everyone can thrive. Lire la suite
Employee Assistance Programme (EAP)
A confidential support service offering employees help with personal, financial or wellbeing issues. Lire la suite
Employee Engagement
The emotional commitment employees feel towards their organisation and its goals. Lire la suite
Employee Handbook
A document that sets out an organisation's policies, procedures and expectations for staff. Lire la suite
Employee Lifecycle
The stages an employee moves through with an organisation, from attraction to departure. Lire la suite
Employee Mobility
The movement of employees between roles, teams or locations, internally or across borders. Lire la suite
Employee Net Promoter Score (eNPS)
A simple metric measuring how likely employees are to recommend their organisation as a place to work. Lire la suite
Employee Self-Service
Systems letting employees view and update their own HR information directly. Lire la suite
Employee Self-Service (ESS)
HR software features that let employees view and update their own information and requests. Lire la suite
Employee Value Proposition (EVP)
The unique set of rewards and benefits an organisation offers employees in return for their skills and contribution. Lire la suite
Employee Wellbeing
An organisation's efforts to support the physical, mental and financial health of staff. Lire la suite
Employer Branding
The reputation and image an organisation projects as a place to work, to current and prospective employees. Lire la suite
Employer of Record (EOR)
A third party that legally employs staff on a company's behalf, often to enable hiring in another country. Lire la suite
Equal Pay
The legal principle that people must receive the same pay for the same or equivalent work. Lire la suite
Exit Interview
A conversation with a departing employee to understand why they are leaving and how to improve. Lire la suite
Exit Management (Offboarding)
The structured process of managing an employee's departure from an organisation. Lire la suite
Expatriate (Assignee)
An employee sent to work in another country for an extended period on assignment. Lire la suite
Fixed-Term Contract
An employment contract that ends on a set date or on completion of a specific task or project. Lire la suite
Flexible Working
Working arrangements that give employees choice over when, where or how much they work. Lire la suite
FLSA (Fair Labor Standards Act)
The US federal law setting minimum wage, overtime and record-keeping standards for many employees. Lire la suite
Force Majeure Leave
Short, urgent leave to deal with a sudden family emergency involving injury or illness of a dependant. Lire la suite
Form W-4 (US)
A US tax form employees complete so employers withhold the correct federal income tax. Lire la suite
Four-Day Week
A working pattern that reduces the standard working week to four days, often without cutting pay. Lire la suite
Full-Time Equivalent (FTE)
A unit expressing workforce size by converting all hours worked into full-time positions. Lire la suite
Furlough
A temporary, agreed pause in work — often with reduced or state-supported pay — during which employment continues. Lire la suite
Garden Leave
A period during notice when an employee stays employed and paid but does not attend work. Lire la suite
GDPR (General Data Protection Regulation)
The EU data-protection law governing how organisations collect, store and use personal data, including employee data. Lire la suite
Gender Pay Gap
The difference in average pay between men and women across an organisation or workforce. Lire la suite
Gig Economy
A labour market built on short-term, task-based or freelance work rather than permanent employment. Lire la suite
Grievance
A formal complaint raised by an employee about a workplace issue that needs to be addressed. Lire la suite
Gross Misconduct
Serious wrongdoing so grave that it can justify dismissal without notice or pay in lieu. Lire la suite
Gross Negligence
A serious failure to take reasonable care that can amount to gross misconduct and justify dismissal. Lire la suite
Gross Pay
An employee's total earnings before tax, social insurance and other deductions are taken. Lire la suite
Hard Skills
Specific, teachable and measurable abilities such as technical or professional competencies. Lire la suite
Headcount
The total number of employees in an organisation, team or category at a given point in time. Lire la suite
Headhunting (Executive Search)
Actively approaching and recruiting talented individuals, often those not actively job-seeking. Lire la suite
Health and Safety
The legal and practical measures an employer takes to protect the wellbeing of workers at work. Lire la suite
Holiday Pay
The pay an employee receives while taking their entitled annual leave. Lire la suite
HR Business Partner (HRBP)
A senior HR professional who works closely with business leaders to align people strategy with goals. Lire la suite
HRIS (Human Resource Information System)
Software that centralises employee data and automates core HR processes such as records, leave and reporting. Lire la suite
Human Capital
The collective skills, knowledge and experience of an organisation's people, viewed as an asset. Lire la suite
Human Capital Management (HCM)
The strategic approach to recruiting, managing and developing people to maximise their value. Lire la suite
Hybrid Work
A working model combining time in the workplace with time working remotely. Lire la suite
I-9 Form (US)
A US federal form used to verify an employee's identity and legal authorisation to work in the United States. Lire la suite
Incentive Pay
Variable pay designed to motivate and reward specific performance, results or behaviours. Lire la suite
Induction
The process of introducing a new employee to their role, team and organisation in their first days and weeks. Lire la suite
Insubordination
An employee's deliberate refusal to follow a reasonable and lawful instruction from a manager. Lire la suite
Internal Mobility
The movement of employees into new roles within the same organisation, through promotion or transfer. Lire la suite
Job Architecture
A structured framework that defines roles, levels and career paths consistently across an organisation. Lire la suite
Job Description
A document setting out the purpose, duties and requirements of a specific role. Lire la suite
Job Evaluation
A systematic method of assessing the relative value of roles to set fair and consistent pay. Lire la suite
Job Offer
A formal proposal of employment setting out the role, terms and conditions for a chosen candidate. Lire la suite
Job Sharing
An arrangement where two part-time employees share the duties and hours of one full-time role. Lire la suite
Key Result Area (KRA)
The broad areas of responsibility in which an employee is expected to deliver results. Lire la suite
Key Worker (Critical Role)
An employee whose role is essential to core operations or, in a wider sense, to essential public services. Lire la suite
Knowledge Management
Capturing, organising and sharing an organisation's collective knowledge so it is not lost. Lire la suite
KPI (Key Performance Indicator)
A measurable value that shows how effectively an individual, team or organisation is meeting a key objective. Lire la suite
KSA (Knowledge, Skills and Abilities)
The knowledge, skills and abilities a person needs to perform a role effectively. Lire la suite
Labour Turnover
The rate at which employees leave an organisation and are replaced over a given period. Lire la suite
Lateral Move
A sideways move to a role at a similar level, broadening experience rather than increasing seniority. Lire la suite
Lay-Off
A temporary suspension of work, and pay, when an employer has no work available. Lire la suite
Learning and Development (L&D)
Activities that build employees' skills, knowledge and capabilities to support performance and growth. Lire la suite
Leave Management
The process of requesting, approving, tracking and reporting employee time off. Lire la suite
Leave of Absence
An authorised period away from work, paid or unpaid, outside normal holiday entitlement. Lire la suite
Letter of Offer
A written offer of employment setting out the main terms a candidate is being asked to accept. Lire la suite
Line Manager
The person with direct responsibility for managing an individual or team's daily work. Lire la suite
Living Wage
A voluntary pay rate calculated to cover the basic cost of a decent standard of living. Lire la suite
Long-Service Award
Recognition given to employees for reaching significant milestones of continuous service. Lire la suite
Management by Objectives (MBO)
A management approach where goals are agreed jointly and progress measured against them. Lire la suite
Maternity Leave
Protected time off around childbirth for the birth parent, with statutory and often contractual pay. Lire la suite
Matrix Organisation
A structure where employees report to more than one manager across functions and projects. Lire la suite
Mediation
A voluntary, confidential process where a neutral third party helps resolve a workplace dispute. Lire la suite
Mentoring
A developmental relationship where an experienced colleague guides another's growth. Lire la suite
Merit Increase
A permanent rise in base pay awarded for individual performance rather than cost of living. Lire la suite
Minimum Notice
The shortest period of notice an employer must give before terminating employment, set by law. Lire la suite
Minimum Wage
The lowest hourly rate an employer may lawfully pay most workers. Lire la suite
Moonlighting
Holding a second job or side business alongside one's main employment. Lire la suite
National Insurance / PRSI
Mandatory social insurance contributions funding state benefits and pensions. Lire la suite
Night Work
Work carried out during night-time hours, subject to specific health and hours protections. Lire la suite
Nine-Box Grid
A talent tool plotting employees by current performance against future potential. Lire la suite
Non-Compete Clause
A contractual term restricting an employee from competing with their employer after leaving. Lire la suite
Notice Period
The advance warning either party must give before ending the employment relationship. Lire la suite
Objectives and Key Results (OKRs)
A goal-setting framework linking ambitious objectives to measurable key results. Lire la suite
Occupational Health
Services and practices that protect and promote employees' health at work. Lire la suite
Occupational Pension
A workplace pension scheme set up by an employer to provide retirement income for staff. Lire la suite
Offboarding
The structured process of managing an employee's departure from the organisation. Lire la suite
Onboarding
The process of integrating a new employee into the organisation so they become effective and engaged. Lire la suite
One-to-One
A regular, private conversation between a manager and a team member. Lire la suite
Organisational Chart
A visual map of reporting lines, roles and structure within an organisation. Lire la suite
Outplacement
Support provided to departing employees to help them find new roles. Lire la suite
Overtime
Hours worked beyond an employee's normal contracted hours, sometimes at an enhanced rate. Lire la suite
Overtime Premium
The enhanced rate, above normal pay, paid for hours worked as overtime. Lire la suite
Parent's Leave
A State-paid period of leave available to each parent during a child's early years. Lire la suite
Parental Leave
Unpaid, job-protected leave for parents to care for young children. Lire la suite
Paternity Leave
Short, protected leave for the relevant parent around the birth or adoption of a child. Lire la suite
Pay in Lieu of Notice (PILON)
A payment covering the notice period so employment can end immediately. Lire la suite
Pay Transparency
Openness about pay levels, structures and the basis on which pay decisions are made. Lire la suite
PAYE
The system for deducting income tax and social contributions from wages at source. Lire la suite
Payroll
The process of calculating and paying employees' wages, along with related tax and deductions. Lire la suite
Peer Review
Feedback on an employee's performance gathered from their colleagues. Lire la suite
Pension (Occupational)
A retirement savings arrangement, often supported by employer contributions, for employees' later life. Lire la suite
Pension Auto-Enrolment
A scheme automatically enrolling eligible workers into a retirement savings plan. Lire la suite
Pension Contribution
Money paid into an employee's retirement savings by the employee, employer or both. Lire la suite
Performance Improvement Plan (PIP)
A structured, time-bound plan to help an underperforming employee meet expectations. Lire la suite
Performance Management
The ongoing process of setting expectations, giving feedback and supporting employees to perform well. Lire la suite
Preboarding
Engagement and preparation activities between a signed offer and the first day. Lire la suite
Probation
An initial period of employment during which suitability for the role is assessed. Lire la suite
Probation Period
An initial period of employment during which suitability for the role is assessed. Lire la suite
Probationary Review
A structured assessment of a new hire's suitability during or at the end of probation. Lire la suite
Protected Disclosure
A worker's report of wrongdoing that is legally protected from penalisation. Lire la suite
Psychometric Testing
Standardised assessments measuring aptitude, personality or behavioural traits in recruitment. Lire la suite
Quiet Quitting
Doing only what a role strictly requires, without going above and beyond. Lire la suite
Reasonable Accommodation
Adjustments enabling a person with a disability to work, unless they cause disproportionate burden. Lire la suite
Recruitment
The end-to-end process of attracting, selecting and hiring people to fill roles in an organisation. Lire la suite
Redundancy
Dismissal because a role is no longer needed, rather than because of the individual's conduct or capability. Lire la suite
Reference Check
Verification of a candidate's employment history and suitability with previous employers. Lire la suite
Remote Work
An arrangement where employees carry out their duties away from a central workplace, typically from home. Lire la suite
Reskilling
Training employees for a substantially different role from the one they currently hold. Lire la suite
Restrictive Covenant
A contractual clause limiting an employee's activities during or after employment. Lire la suite
Retention (Employee Retention)
An organisation's ability to keep its employees and reduce avoidable turnover. Lire la suite
Right to Disconnect
The principle that employees can disengage from work communications outside working hours. Lire la suite
Right-to-Work Check
Verifying that a prospective or current employee is legally permitted to work in the relevant country. Lire la suite
Rostering
Scheduling employees' shifts to match staffing needs and legal requirements. Lire la suite
Sabbatical
An extended period of leave, often for rest, study or personal projects, with a right to return. Lire la suite
Salary Band
A defined pay range for a role or grade, with a minimum, midpoint and maximum. Lire la suite
Évaluation des Salaires
Comparing pay for roles against external market data to inform reward decisions. Lire la suite
Salary Sacrifice
An arrangement where an employee gives up part of their salary for a non-cash benefit. Lire la suite
Secondment
A temporary assignment of an employee to a different role, team or organisation. Lire la suite
Settlement Agreement
A legally binding agreement resolving an employment dispute or ending employment on agreed terms. Lire la suite
Shift Differential
Extra pay for working less desirable shifts, such as nights or weekends. Lire la suite
Shift Swap
An arrangement where employees exchange rostered shifts, usually with approval. Lire la suite
Short-Time Working
A temporary reduction in an employee's hours or pay due to reduced work. Lire la suite
Sick Leave
Time off work due to illness or injury, which may be paid or unpaid. Lire la suite
Skills Matrix
A grid mapping which employees hold which skills, and at what level. Lire la suite
Soft Skills
Interpersonal and behavioural abilities such as communication, teamwork and adaptability. Lire la suite
Span of Control
The number of direct reports a manager is responsible for. Lire la suite
Staff Handbook
A single document setting out an organisation's policies, procedures and expectations for employees. Lire la suite
Statutory Redundancy
The minimum redundancy payment prescribed by law for eligible employees. Lire la suite
Statutory Sick Pay
The minimum sick pay employers must provide by law to eligible employees. Lire la suite
Stay Interview
A conversation with a current employee to understand what keeps them and what might make them leave. Lire la suite
Succession Planning
Identifying and developing people to fill critical roles as they become vacant. Lire la suite
Acquisition de talents
The strategic, long-term function of attracting and hiring the people an organisation needs. Lire la suite
Talent Management
The integrated set of practices for attracting, developing and retaining capable people. Lire la suite
Temps et Présence
Systems and processes for recording when employees work and are absent. Lire la suite
Total Reward
The complete package of financial and non-financial benefits an employee receives from working. Lire la suite
Récompenses Totales
The full package of pay, benefits and non-financial rewards an employee receives. Lire la suite
Training Needs Analysis
A systematic assessment of the gap between current and required skills. Lire la suite
TUPE
Rules protecting employees' terms when a business or service transfers to a new employer. Lire la suite
Turnover (Staff Turnover)
The rate at which employees leave an organisation and are replaced over a given period. Lire la suite
Unconscious Bias
Automatic, unintended judgements about people that can influence workplace decisions. Lire la suite
Unfair Dismissal
Termination of employment that breaches statutory fairness in reason or process. Lire la suite
Upskilling
Developing employees' existing skills to meet evolving role and business needs. Lire la suite
Vacancy
An open position an organisation intends to fill. Lire la suite
Variable Pay
Compensation that fluctuates with performance, such as bonuses or commission. Lire la suite
Wellbeing Programme
A coordinated set of initiatives supporting employees' physical, mental and financial health. Lire la suite
Whistleblowing Policy
A policy setting out how workers can safely report wrongdoing and how the employer responds. Lire la suite
Workforce Planning
Anticipating future people needs and ensuring the organisation has the right skills at the right time. Lire la suite
Working Time Directive
EU law setting limits on working hours and minimum rest and leave. Lire la suite
Workplace Investigation
A structured, impartial process for establishing facts about a workplace complaint or allegation. Lire la suite
Workplace Relations Commission (WRC)
Ireland's statutory body for employment rights, enforcement and dispute resolution. Lire la suite
Works Council
A body representing employees in information and consultation with the employer. Lire la suite
Zero-Hours Contract
An arrangement where the employer does not guarantee any minimum hours of work. Lire la suite
“L’idéal est ce que nous avons maintenant avec 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.”
Ce que disent nos clients
L’idéal est ce que nous avons maintenant avec Grouper.
Avec notre rythme de recrutement, vous n’avez pas le temps de tout googler ou de regarder un tutoriel vidéo. Le fait d’avoir quelqu’un à qui parler et qui nous donne des solutions pratiques très rapidement est inestimable. Leur service client est inégalé.
La relation de travail avec Grouper a été fantastique. Notre responsable de compte est sympathique, accommodant et accessible. Leur connaissance et expertise ont été excellentes et il y a une grande assurance que je puisse laisser le système faire ce qu’il est censé faire. Cela a enlevé beaucoup de pression à notre équipe.
La mise en œuvre s’est déroulée sans accroc. Grouper a toujours répondu et notre responsable de compte est assidu et proactif, et flexible sur le temps et l’aide fournie. Même maintenant que le système est en place, chaque fois que nous envoyons un email ou avons une question, ils reviendront très probablement dans l’heure.
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.
Dans de nombreuses transactions, le vendeur n’est pas impliqué dans la transformation. Moji est assez unique dans son domaine car il se met à la place des praticiens RH tout en comprenant l’entreprise et en étant très technique. Il peut monter le niveau selon ce dont il a besoin. C’était le meilleur package en classe.
Les systèmes vont et viennent et les personnes peuvent effectuer des passes de relais, mais il y a quelque chose de très unique dans le fait que Moji soit aussi passionné que compétent. Il est passé au bureau, a rencontré et formé tout le monde. Ce niveau de conseil, vous ne le trouvez pas partout.
Jusqu’à 85% de notre semaine de travail étaient consacrés au recrutement, aux contrats et aux lettres d’offre. Désormais, je dirais que notre charge administrative est réduite de 40% parce que nous ne chassons plus des e-mails après des e-mails.
Nous n’avions pas de système RH auparavant; tout était manuel et sur des tableurs. Grouper a tout rendu si facile et cela a été un véritable changement, non seulement pour moi mais aussi pour nos managers. Ils ne m’envoient plus d’e-mails pour obtenir des informations. Je dirais que cela a réduit l’administration d’environ 40%.
C’est le service client dans lequel ils excellent. J’ai été surpris que vous puissiez envoyer un e-mail à une personne précise pour un problème. Dès que nous avons une question, il est là plus rapidement que jamais. Et tout est toujours résolu. On n’a pas ce qu’on voit chez de nombreux autres prestataires où le prestataire répond par un message générique ou manque de flexibilité.
Au tout début, le niveau de service était très élevé. Nous avons eu la chance de travailler avec notre responsable de compte, qui était brilliant. Il est très orienté service, et il veut comprendre nos besoins et nos enjeux. Il est très rapide: dès que j’ai une demande, il répond toujours immédiatement, et nous sommes vraiment satisfaits.
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.
C’est extrêmement précieux. Notre responsable de compte est devenu un ami à ce stade. Il acceptera volontiers un appel pour montrer une fonctionnalité particulière du système ou l’expliquer étape par étape. J’envoie un e-mail le matin et il revient en quelques heures. C’est formidable d’avoir quelqu’un avec qui vous pouvez interagir sur le plan personnel.
Vitesse de réponse. Ils gèrent toujours les choses très rapidement. Nous sommes une grande équipe, et nous rêvons de rendre les choses un peu plus faciles. Parfois nous proposons des idées que nous pensons réalisables, alors nous contactons Grouper. J’ai toutes les informations accessibles, je n’ai pas à chercher dans un dossier physique: tout est là sur la plateforme. Inestimable !
Avec certains prestataires externalisés, vous ne savez pas qui va répondre ou combien de temps vous allez attendre. Alors que je(nous) envoie toujours un e-mail à Grouper et ils répondent tout de suite et chercheront toujours une solution.
Nous sommes avec Grouper depuis 2019 et les considérons comme un partenaire très proche. Nous reconnaissons aussi qu’ils comprennent notre activité.
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.
C’est la magie de travailler avec une entreprise comme Grouper. Nous sommes une PME et le type de soutien dont nous avons besoin est exactement ce que nous recevons.
Grouper est très réactif et notre responsable de compte a une excellente connaissance, capable de nous proposer des idées et de nous montrer comment utiliser le système encore plus. Le service a été très fluide: c’est un grand changement, mais l’équipe a été très réactive et sait aussi partager les informations.
Grouper est basé en Irlande, donc, de notre point de vue, la communication et le support dont nous avions besoin étaient bien plus simples. Ils sont très efficaces, ils répondent à tous nos e-mails dans les délais. Ils relancent et, si nécessaire, organisent des réunions pour discuter des problèmes et les résoudre efficacement.
Notre responsable de compte était proactif et vraiment réactif. Ce n’est pas une petite tâche de déplacer des systèmes logiciels, donc nous étions en contact assez souvent. Il s’est assuré que j’obtenais ce dont j’avais besoin dans les délais. J’ai été tenu au courant, et la communication était très transparente, je savais toujours ce qui se passait.
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.
Je dirais que le service est très convivial, favorable, avec des délais de réponse rapides. L’expérience client est bonne. Et avoir eu le même responsable de compte pour construire cette relation, je sais que je peux appeler, et il y a une flexibilité sur la manière dont ce soutien peut être fourni. Cette constance que nous obtenons avec Grouper est très précieuse.
Grouper helped us to navigate a difficult time in the best possible way, as a kind of translator for the system.
Ce qui est unique chez Grouper ? Je dirais qu’ils sont très réactifs, fiables et solidaires. Lorsque nous avons tenté de mettre en place des évaluations de performance automatiquement dans le système, nous avons eu quelques appels où ils ont partagé l’écran pour me montrer comment le configurer correctement. Grâce à Grouper.
Notre responsable de compte est très, très utile et interviendra toujours lors d’un appel. Cela peut n’être que quelques minutes, mais il est bien plus facile de parler à quelqu’un et de partager l’écran. Récemment, j’ai voulu modifier un champ et changer l’onglet emploi. Il l’a fait très rapidement. Sur d’autres systèmes, j’ai passé du temps à essayer de trouver une solution et peut-être y être arrivé, mais cela a pris une heure.
La méthode de Grouper est très utile et je trouve cela vraiment utile car cela fait gagner du temps et, à la fin, cela économise l’argent de l’entreprise car je ne perds pas de temps à chercher des informations.
J’estime que si je dois contacter et parler à notre Responsable de compte, il fera tout son possible pour trouver une solution. Il connaît très bien le système, donc sa connaissance technique est excellente. Je me sens que, en me tournant vers lui, j’obtiens une expertise technique et il tente de résoudre d’autres problèmes avec la solution. Savoir que j’ai Grouper pour nous soutenir en tant que client me rassure davantage.
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.
J’avais juste besoin de quelque chose qui me faciliterait la vie plutôt que d’avoir des enregistrements manuels partout. Grouper ont été très utiles, ils ont tout configuré comme demandé et cela m’a facilité la navigation dans le système avec les informations déjà présentes.
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.
Nous avons toujours eu une personne de contact personnelle chez Grouper, qui était très impliquée, surtout aux premiers stades.
En raison de l’industrie dans laquelle nous opérons, nous prêtons probablement plus attention aux aspects de service client et cette réactivité est extrêmement importante pour nous. Cela m’a permis d’être si satisfait du soutien. Notre responsable de compte est toujours bon pour revenir rapidement et j’apprécie le fait que c’est une touche personnelle: avoir un seul point de référence est vraiment utile, tout comme nos clients aiment avoir un visage familier sur lequel compter.
Parlez RH couramment.
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