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. קראו עוד
Abandonment of Employment
When an employee stops attending work without notice or explanation, appearing to have left the job. קראו עוד
Absence Management
The policies and processes an organisation uses to record, monitor and reduce unplanned employee absence. קראו עוד
Absenteeism
Habitual or unplanned absence from work beyond agreed leave, often signalling deeper engagement or health issues. קראו עוד
Accrual (Leave Accrual)
The gradual build-up of entitlements such as annual leave as an employee works through the year. קראו עוד
Adverse Impact
When a seemingly neutral policy or practice disproportionately disadvantages a protected group. קראו עוד
Annual Leave
Paid time off that employees are entitled to take each year for rest and personal use. קראו עוד
Annualised Hours
A contract that sets total working hours over a year rather than per week, allowing flexible scheduling. קראו עוד
Applicant Tracking System (ATS)
Software that manages job applications from advertisement through to hire, centralising the recruitment pipeline. קראו עוד
Appraisal
A structured review of an employee's performance, contribution and development over a set period. קראו עוד
Apprenticeship
A structured programme combining paid work with formal training that leads to a recognised qualification. קראו עוד
At-Will Employment
A US doctrine allowing either employer or employee to end employment at any time, for almost any reason. קראו עוד
Background Check
Verification of a candidate's history — such as identity, references and qualifications — before employment begins. קראו עוד
Banded Hours
A right for workers with variable hours to be placed on a contract band reflecting the hours they actually work. קראו עוד
Bank Holiday (Public Holiday)
A day recognised by statute on which most workers are entitled to paid time off or an alternative benefit. קראו עוד
Benchmarking
Comparing an organisation's pay, benefits or practices against the market or peers to stay competitive. קראו עוד
Benefit in Kind (BIK)
A non-cash perk provided to an employee, such as a company car or health cover, that may be taxable. קראו עוד
Bereavement Leave
Time off granted to an employee following the death of a close family member or dependant. קראו עוד
Blended Workforce
A workforce combining permanent employees with contractors, temporary and freelance workers. קראו עוד
Bonus
An additional payment made to an employee, usually to reward performance or the achievement of targets. קראו עוד
Bradford Factor
A formula that weights frequent short absences more heavily than occasional long ones to flag absence patterns. קראו עוד
Candidate Experience
The overall impression a job applicant forms of an employer throughout the recruitment process. קראו עוד
Career Break
An extended period of agreed unpaid leave during which the employment relationship is preserved. קראו עוד
Career Pathing
Mapping the possible routes an employee can take to progress and develop within an organisation. קראו עוד
Carer's Leave
Time off that allows an employee to provide care for a person in need of significant support. קראו עוד
Casual Worker
A worker engaged on an irregular, as-needed basis with no guaranteed hours or ongoing commitment. קראו עוד
Collective Agreement
A negotiated agreement between an employer and a trade union setting terms for a group of employees. קראו עוד
Collective Bargaining
Negotiation between employers and trade unions over pay, conditions and workplace terms for a group of workers. קראו עוד
Compassionate Leave
Discretionary or contractual time off granted to deal with a personal or family emergency or crisis. קראו עוד
Compensation
The total financial reward an employee receives for their work, including salary and variable pay. קראו עוד
Competency Framework
A structured set of skills, behaviours and knowledge that defines effective performance in a role. קראו עוד
Compressed Hours
Working full-time hours over fewer, longer days rather than the standard working week. קראו עוד
Constructive Dismissal
When an employee resigns because the employer's serious breach of contract left them no reasonable choice. קראו עוד
Continuous Service
The unbroken length of time an employee has worked for an employer, which affects statutory rights. קראו עוד
Contract of Employment
The legally binding agreement setting out the terms and conditions between employer and employee. קראו עוד
Core Hours
The part of the working day when all employees must be available, within a flexible-hours arrangement. קראו עוד
Corrective Action
Steps taken to address and remedy an employee's underperformance or misconduct. קראו עוד
Cost of Turnover
The total financial impact of losing and replacing an employee. קראו עוד
Cost per Hire
The total average cost of filling a vacancy, from advertising and agency fees to internal time. קראו עוד
CSO Returns (Employment Statistics Reporting)
Statutory statistical returns some Irish employers must submit to the Central Statistics Office. קראו עוד
Culture Fit
How well a candidate's values and working style align with an organisation's culture and norms. קראו עוד
Deferred Compensation
Earnings set aside to be paid at a later date, such as retirement or the end of a vesting period. קראו עוד
Digital Nomad
A worker who performs their job remotely while travelling or living in different locations. קראו עוד
Disciplinary Procedure
A fair, structured process for addressing employee conduct or performance that falls short of standards. קראו עוד
Diversity, Equity and Inclusion (DEI)
An organisation's efforts to build a diverse workforce and a fair, inclusive environment where everyone can thrive. קראו עוד
Employee Assistance Programme (EAP)
A confidential support service offering employees help with personal, financial or wellbeing issues. קראו עוד
Employee Engagement
The emotional commitment employees feel towards their organisation and its goals. קראו עוד
Employee Handbook
A document that sets out an organisation's policies, procedures and expectations for staff. קראו עוד
Employee Lifecycle
The stages an employee moves through with an organisation, from attraction to departure. קראו עוד
Employee Mobility
The movement of employees between roles, teams or locations, internally or across borders. קראו עוד
Employee Net Promoter Score (eNPS)
A simple metric measuring how likely employees are to recommend their organisation as a place to work. קראו עוד
Employee Self-Service
Systems letting employees view and update their own HR information directly. קראו עוד
Employee Self-Service (ESS)
HR software features that let employees view and update their own information and requests. קראו עוד
Employee Value Proposition (EVP)
The unique set of rewards and benefits an organisation offers employees in return for their skills and contribution. קראו עוד
Employee Wellbeing
An organisation's efforts to support the physical, mental and financial health of staff. קראו עוד
Employer Branding
The reputation and image an organisation projects as a place to work, to current and prospective employees. קראו עוד
Employer of Record (EOR)
A third party that legally employs staff on a company's behalf, often to enable hiring in another country. קראו עוד
Equal Pay
The legal principle that people must receive the same pay for the same or equivalent work. קראו עוד
Exit Interview
A conversation with a departing employee to understand why they are leaving and how to improve. קראו עוד
Exit Management (Offboarding)
The structured process of managing an employee's departure from an organisation. קראו עוד
Expatriate (Assignee)
An employee sent to work in another country for an extended period on assignment. קראו עוד
Fixed-Term Contract
An employment contract that ends on a set date or on completion of a specific task or project. קראו עוד
Flexible Working
Working arrangements that give employees choice over when, where or how much they work. קראו עוד
FLSA (Fair Labor Standards Act)
The US federal law setting minimum wage, overtime and record-keeping standards for many employees. קראו עוד
Force Majeure Leave
Short, urgent leave to deal with a sudden family emergency involving injury or illness of a dependant. קראו עוד
Form W-4 (US)
A US tax form employees complete so employers withhold the correct federal income tax. קראו עוד
Four-Day Week
A working pattern that reduces the standard working week to four days, often without cutting pay. קראו עוד
Full-Time Equivalent (FTE)
A unit expressing workforce size by converting all hours worked into full-time positions. קראו עוד
Garden Leave
A period during notice when an employee stays employed and paid but does not attend work. קראו עוד
GDPR (General Data Protection Regulation)
The EU data-protection law governing how organisations collect, store and use personal data, including employee data. קראו עוד
Gender Pay Gap
The difference in average pay between men and women across an organisation or workforce. קראו עוד
Gig Economy
A labour market built on short-term, task-based or freelance work rather than permanent employment. קראו עוד
Grievance
A formal complaint raised by an employee about a workplace issue that needs to be addressed. קראו עוד
Gross Misconduct
Serious wrongdoing so grave that it can justify dismissal without notice or pay in lieu. קראו עוד
Gross Negligence
A serious failure to take reasonable care that can amount to gross misconduct and justify dismissal. קראו עוד
Hard Skills
Specific, teachable and measurable abilities such as technical or professional competencies. קראו עוד
Headcount
The total number of employees in an organisation, team or category at a given point in time. קראו עוד
Headhunting (Executive Search)
Actively approaching and recruiting talented individuals, often those not actively job-seeking. קראו עוד
Health and Safety
The legal and practical measures an employer takes to protect the wellbeing of workers at work. קראו עוד
Holiday Pay
The pay an employee receives while taking their entitled annual leave. קראו עוד
HR Business Partner (HRBP)
A senior HR professional who works closely with business leaders to align people strategy with goals. קראו עוד
HRIS (Human Resource Information System)
Software that centralises employee data and automates core HR processes such as records, leave and reporting. קראו עוד
Human Capital
The collective skills, knowledge and experience of an organisation's people, viewed as an asset. קראו עוד
Human Capital Management (HCM)
The strategic approach to recruiting, managing and developing people to maximise their value. קראו עוד
Hybrid Work
A working model combining time in the workplace with time working remotely. קראו עוד
I-9 Form (US)
A US federal form used to verify an employee's identity and legal authorisation to work in the United States. קראו עוד
Incentive Pay
Variable pay designed to motivate and reward specific performance, results or behaviours. קראו עוד
Induction
The process of introducing a new employee to their role, team and organisation in their first days and weeks. קראו עוד
Insubordination
An employee's deliberate refusal to follow a reasonable and lawful instruction from a manager. קראו עוד
Internal Mobility
The movement of employees into new roles within the same organisation, through promotion or transfer. קראו עוד
Job Architecture
A structured framework that defines roles, levels and career paths consistently across an organisation. קראו עוד
Job Description
A document setting out the purpose, duties and requirements of a specific role. קראו עוד
Job Evaluation
A systematic method of assessing the relative value of roles to set fair and consistent pay. קראו עוד
Job Offer
A formal proposal of employment setting out the role, terms and conditions for a chosen candidate. קראו עוד
Job Sharing
An arrangement where two part-time employees share the duties and hours of one full-time role. קראו עוד
Key Result Area (KRA)
The broad areas of responsibility in which an employee is expected to deliver results. קראו עוד
Key Worker (Critical Role)
An employee whose role is essential to core operations or, in a wider sense, to essential public services. קראו עוד
Knowledge Management
Capturing, organising and sharing an organisation's collective knowledge so it is not lost. קראו עוד
KPI (Key Performance Indicator)
A measurable value that shows how effectively an individual, team or organisation is meeting a key objective. קראו עוד
KSA (Knowledge, Skills and Abilities)
The knowledge, skills and abilities a person needs to perform a role effectively. קראו עוד
Labour Turnover
The rate at which employees leave an organisation and are replaced over a given period. קראו עוד
Lateral Move
A sideways move to a role at a similar level, broadening experience rather than increasing seniority. קראו עוד
Learning and Development (L&D)
Activities that build employees' skills, knowledge and capabilities to support performance and growth. קראו עוד
Leave Management
The process of requesting, approving, tracking and reporting employee time off. קראו עוד
Leave of Absence
An authorised period away from work, paid or unpaid, outside normal holiday entitlement. קראו עוד
Letter of Offer
A written offer of employment setting out the main terms a candidate is being asked to accept. קראו עוד
Line Manager
The person with direct responsibility for managing an individual or team's daily work. קראו עוד
Living Wage
A voluntary pay rate calculated to cover the basic cost of a decent standard of living. קראו עוד
Long-Service Award
Recognition given to employees for reaching significant milestones of continuous service. קראו עוד
Management by Objectives (MBO)
A management approach where goals are agreed jointly and progress measured against them. קראו עוד
Maternity Leave
Protected time off around childbirth for the birth parent, with statutory and often contractual pay. קראו עוד
Matrix Organisation
A structure where employees report to more than one manager across functions and projects. קראו עוד
Mediation
A voluntary, confidential process where a neutral third party helps resolve a workplace dispute. קראו עוד
Mentoring
A developmental relationship where an experienced colleague guides another's growth. קראו עוד
Merit Increase
A permanent rise in base pay awarded for individual performance rather than cost of living. קראו עוד
Minimum Notice
The shortest period of notice an employer must give before terminating employment, set by law. קראו עוד
Minimum Wage
The lowest hourly rate an employer may lawfully pay most workers. קראו עוד
Moonlighting
Holding a second job or side business alongside one's main employment. קראו עוד
National Insurance / PRSI
Mandatory social insurance contributions funding state benefits and pensions. קראו עוד
Night Work
Work carried out during night-time hours, subject to specific health and hours protections. קראו עוד
Nine-Box Grid
A talent tool plotting employees by current performance against future potential. קראו עוד
Non-Compete Clause
A contractual term restricting an employee from competing with their employer after leaving. קראו עוד
Notice Period
The advance warning either party must give before ending the employment relationship. קראו עוד
Objectives and Key Results (OKRs)
A goal-setting framework linking ambitious objectives to measurable key results. קראו עוד
Occupational Health
Services and practices that protect and promote employees' health at work. קראו עוד
Occupational Pension
A workplace pension scheme set up by an employer to provide retirement income for staff. קראו עוד
Offboarding
The structured process of managing an employee's departure from the organisation. קראו עוד
Onboarding
The process of integrating a new employee into the organisation so they become effective and engaged. קראו עוד
One-to-One
A regular, private conversation between a manager and a team member. קראו עוד
Organisational Chart
A visual map of reporting lines, roles and structure within an organisation. קראו עוד
Outplacement
Support provided to departing employees to help them find new roles. קראו עוד
Overtime
Hours worked beyond an employee's normal contracted hours, sometimes at an enhanced rate. קראו עוד
Overtime Premium
The enhanced rate, above normal pay, paid for hours worked as overtime. קראו עוד
Parent's Leave
A State-paid period of leave available to each parent during a child's early years. קראו עוד
Parental Leave
Unpaid, job-protected leave for parents to care for young children. קראו עוד
Paternity Leave
Short, protected leave for the relevant parent around the birth or adoption of a child. קראו עוד
Pay in Lieu of Notice (PILON)
A payment covering the notice period so employment can end immediately. קראו עוד
Pay Transparency
Openness about pay levels, structures and the basis on which pay decisions are made. קראו עוד
Payroll
The process of calculating and paying employees' wages, along with related tax and deductions. קראו עוד
Peer Review
Feedback on an employee's performance gathered from their colleagues. קראו עוד
Pension (Occupational)
A retirement savings arrangement, often supported by employer contributions, for employees' later life. קראו עוד
Pension Auto-Enrolment
A scheme automatically enrolling eligible workers into a retirement savings plan. קראו עוד
Pension Contribution
Money paid into an employee's retirement savings by the employee, employer or both. קראו עוד
Performance Improvement Plan (PIP)
A structured, time-bound plan to help an underperforming employee meet expectations. קראו עוד
Performance Management
The ongoing process of setting expectations, giving feedback and supporting employees to perform well. קראו עוד
Preboarding
Engagement and preparation activities between a signed offer and the first day. קראו עוד
Probation
An initial period of employment during which suitability for the role is assessed. קראו עוד
Probation Period
An initial period of employment during which suitability for the role is assessed. קראו עוד
Probationary Review
A structured assessment of a new hire's suitability during or at the end of probation. קראו עוד
Protected Disclosure
A worker's report of wrongdoing that is legally protected from penalisation. קראו עוד
Psychometric Testing
Standardised assessments measuring aptitude, personality or behavioural traits in recruitment. קראו עוד
Quiet Quitting
Doing only what a role strictly requires, without going above and beyond. קראו עוד
Reasonable Accommodation
Adjustments enabling a person with a disability to work, unless they cause disproportionate burden. קראו עוד
Recruitment
The end-to-end process of attracting, selecting and hiring people to fill roles in an organisation. קראו עוד
Redundancy
Dismissal because a role is no longer needed, rather than because of the individual's conduct or capability. קראו עוד
Reference Check
Verification of a candidate's employment history and suitability with previous employers. קראו עוד
Remote Work
An arrangement where employees carry out their duties away from a central workplace, typically from home. קראו עוד
Reskilling
Training employees for a substantially different role from the one they currently hold. קראו עוד
Restrictive Covenant
A contractual clause limiting an employee's activities during or after employment. קראו עוד
Retention (Employee Retention)
An organisation's ability to keep its employees and reduce avoidable turnover. קראו עוד
Right to Disconnect
The principle that employees can disengage from work communications outside working hours. קראו עוד
Right-to-Work Check
Verifying that a prospective or current employee is legally permitted to work in the relevant country. קראו עוד
Sabbatical
An extended period of leave, often for rest, study or personal projects, with a right to return. קראו עוד
Salary Band
A defined pay range for a role or grade, with a minimum, midpoint and maximum. קראו עוד
השוואת שכר
Comparing pay for roles against external market data to inform reward decisions. קראו עוד
Salary Sacrifice
An arrangement where an employee gives up part of their salary for a non-cash benefit. קראו עוד
Secondment
A temporary assignment of an employee to a different role, team or organisation. קראו עוד
Settlement Agreement
A legally binding agreement resolving an employment dispute or ending employment on agreed terms. קראו עוד
Shift Differential
Extra pay for working less desirable shifts, such as nights or weekends. קראו עוד
Shift Swap
An arrangement where employees exchange rostered shifts, usually with approval. קראו עוד
Short-Time Working
A temporary reduction in an employee's hours or pay due to reduced work. קראו עוד
Sick Leave
Time off work due to illness or injury, which may be paid or unpaid. קראו עוד
Skills Matrix
A grid mapping which employees hold which skills, and at what level. קראו עוד
Soft Skills
Interpersonal and behavioural abilities such as communication, teamwork and adaptability. קראו עוד
Span of Control
The number of direct reports a manager is responsible for. קראו עוד
Staff Handbook
A single document setting out an organisation's policies, procedures and expectations for employees. קראו עוד
Statutory Redundancy
The minimum redundancy payment prescribed by law for eligible employees. קראו עוד
Statutory Sick Pay
The minimum sick pay employers must provide by law to eligible employees. קראו עוד
Stay Interview
A conversation with a current employee to understand what keeps them and what might make them leave. קראו עוד
Succession Planning
Identifying and developing people to fill critical roles as they become vacant. קראו עוד
גישה לכשרון
The strategic, long-term function of attracting and hiring the people an organisation needs. קראו עוד
Talent Management
The integrated set of practices for attracting, developing and retaining capable people. קראו עוד
נוכחות וזמן
Systems and processes for recording when employees work and are absent. קראו עוד
Total Reward
The complete package of financial and non-financial benefits an employee receives from working. קראו עוד
תגמול כולל
The full package of pay, benefits and non-financial rewards an employee receives. קראו עוד
Training Needs Analysis
A systematic assessment of the gap between current and required skills. קראו עוד
TUPE
Rules protecting employees' terms when a business or service transfers to a new employer. קראו עוד
Turnover (Staff Turnover)
The rate at which employees leave an organisation and are replaced over a given period. קראו עוד
Unconscious Bias
Automatic, unintended judgements about people that can influence workplace decisions. קראו עוד
Unfair Dismissal
Termination of employment that breaches statutory fairness in reason or process. קראו עוד
Upskilling
Developing employees' existing skills to meet evolving role and business needs. קראו עוד
Variable Pay
Compensation that fluctuates with performance, such as bonuses or commission. קראו עוד
Wellbeing Programme
A coordinated set of initiatives supporting employees' physical, mental and financial health. קראו עוד
Whistleblowing Policy
A policy setting out how workers can safely report wrongdoing and how the employer responds. קראו עוד
Workforce Planning
Anticipating future people needs and ensuring the organisation has the right skills at the right time. קראו עוד
Working Time Directive
EU law setting limits on working hours and minimum rest and leave. קראו עוד
Workplace Investigation
A structured, impartial process for establishing facts about a workplace complaint or allegation. קראו עוד
Workplace Relations Commission (WRC)
Ireland's statutory body for employment rights, enforcement and dispute resolution. קראו עוד
Works Council
A body representing employees in information and consultation with the employer. קראו עוד
Zero-Hours Contract
An arrangement where the employer does not guarantee any minimum hours of work. קראו עוד
“האידיאל הוא מה שיש עכשיו עם 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.”
מה הלקוחות שלנו אומרים
האידיאל הוא מה שיש עכשיו עם Grouper.
עם קצב הגיוס שלנו אין לך זמן לחפש בגוגל או לצפות במדריך וידאו. העובדה שיש לנו מי שידבר איתו וייתן לנו פתרונות מעשיים במהירות היא יקרה מפז. השירות ללקוחות שלהם הוא מעל לכל.
היחסים העבודה עם Grouper היוFantastic. מנהל החשבון שלנו ידידותי, מסביר פנים ומגיע לכל דבר. הידע והמומחיות שלהם היו מעולים وهناك reassurance גדול שאוכל לאפשר למערכת לעשות את מה שהיא אמורה לעשות. זה הוריד לחץ רב מהצוות שלנו.
היישום כולו התנהל בצורה חלקה. Grouper היה תמיד זמין וחשבון הניהול שלנו מסודר ודינמי, ומתאים בזמני העזרה שניתנו לנו. גם עכשיו שהמערכת-established, בכל פעם שאשלח הודעת דוא"ל או יש לי שאלה, הם ככל הנראה יחזרו תוך שעה.
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.
בכלל עסקאות רבות, המוכר אינו מעורב בהמרה. מוֹג'י הוא ייחודי בתחומו משום שהוא נכנס למחשבתם של אנשי HR אבל הוא גם מבין את העסק, והוא גם מאוד טכני. הוא יכול לכוונן לחוֹץ את המקום שבו הוא צריך להיות. זה היה החבילה הטובה ביותר בקטגוריה.
המערכות באות והולכות ואנשים יכולים לעבוד דרך העברות אך יש משהו ייחודי מאוד במה שמוֹג'י נלהב ובעל יכולת. הוא היה במשרד ופגש כאן והדריך את כולם. רמת ייעוץ זו איננה נמצאת בכל מקום.
עד 85% מיום העבודה שלנו הוקצה לטיפול בגיוס, חוזים והצעות עבודה. עכשיו, הייתי אומר שהנטל המינהלי שלנו יורד ב-40% כי איננו מחפשים מייל אחרי מייל.
לפני כן לא היו לנו מערכת HR; הכל היה ידני וגלית אקסל. Grouper הפכה את הכל לכל כך פשוט וזה שינוי אמיתי, לא רק עבורי אלא עבור המנהלים שלנו. הם לא שולחים מיילים אליי בבקשת מידע. הייתי אומר שזה הקטין את הצד המינהלי בכ-40%.
זו שירות הלקוחות שהם הוציאו ממנו את המיטב. הופתעתי שאפשר לשלוח מייל למספר אדם ספציפי עם בעיה. ברגע שיש לנו שאלות, הוא חוזר במהרה הכי מהר שראיתי. והוא תמיד פותר. אין את מה שאתה רואה עם many providers אחרים שבהם ספק שולח לך תשובה כללית או שאין גמישות.
ההתחלה הייתה עם רמת שירות גבוהה מאוד. הייתה לנו הזדמנות לעבוד יחד עם מנהל החשבון שלנו, שהיה מצוין. הוא מכוון לשירות, רוצה להבין את הצרכים והבעיות שלנו. הוא כל כך מהיר: כשאני מבקש בקשה הוא תמיד מגיב מיד, ואנחנו מאוד מרוצים.
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.
זה מאוד יקר ערך. מנהל החשבון שלנו הוא חבר טוב בשלב זה. הוא ישמח לקפוץ לשיחה להמחיש תכונה מסוימת של המערכת או להסביר אותה שלב אחרי שלב. אני שולח מייל בבוקר והוא חוזר בתוך כמה שעות. נהדר שיש מישהו ברמה האישית שאתה יכול ליצור איתו קשר.
מהירות התגובה. הם תמיד מטפלים בדברים במהירות רבה. אנחנו צוות גדול, וחלמנו להפוך את הדברים לקלים יותר. לפעמים אנו ממציאים רעיונות שאנו חושבים שניתן להשיג, אז תמיד פונים לGrouper. יש לי את כל המידע בהישג יד, אינני צריך לפנות למסמך פיזי או לתיק: הכל שם בפלטפורמה. יקר ערך!
עם ספקים Outsourced מסוימים, אינך יודע מי יענה או כמה זמן תמתין. בעוד שאני תמיד שולח מייל לGrouper והם חוזרים מיד וינסו למצוא פתרון.
היינו עם Grouper מאז 2019 ורואים בהם שותף קרוב מאוד. היינו גם מכירים בכך שהם מבינים את העסק שלנו.
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.
זו היופי בטיפול בחברה כמו Grouper. אנחנו חברה קטנה ב-SME וסוג התמיכה שאנחנו צריכים הוא בדיוק מה שאנו מקבלים.
Grouper הוא מאוד מושפע וחשבונו של החשבון שלנו בעל ידע רב, ומסוגל לתת לנו רעיונות להראות לנו איך לנצל את המערכת עוד יותר. השירות היה חלק מאוד: זה שינוי גדול, אך הצוות היה מאוד מושפע וגם טוב בהפצת מידע.
Grouper ממוקם באירלנד כך, מנקודת המבט שלנו, היה הרבה יותר קל בתקשורת ובתמיכה שצטרכנו. הם מאוד יעילים, הם עונים על כל המיילים שלנו בזמן. הם עוקבים ובמקרה הצורך הם מארגנים פגישות לדון בבעיות, והם פותרים אותן ביעילות.
מנהל החשבון שלנו היה על העניינים והיה מאוד מהיר בתגובה. לא מדובר במשימה קטנה להעביר מערכות תוכנה ולכן היינו בקשר לא מעט. הוא ווידא שאני מקבל את מה שנדרש בזמן. הייתי בתוך הקשר, והתקשורת הייתה שקופה כך תמיד ידעתי מה קורה.
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.
אני הייתי אומר שהשירות ידידותי למשתמש, תומך, עם זמני תגובה מהירים. חוויית הלקוח טובה. ולו הייתה לנו אותה מנהל חשבון לבנות את הקשר, אני יודע שאוכל לקפוץ לשיחה, ויש גמישות באיזה אופן ניתן לספק את התמיכה. עקביות זו שאנו מקבלים עם Grouper היא מאוד חשובה.
Grouper helped us to navigate a difficult time in the best possible way, as a kind of translator for the system.
מה מיוחד ב-Grouper? הייתי אומר שהם מאוד מושפעים, מהימנים ותומכים. כשניסינו להגדיר ביקורות ביצועים אוטומטית למערכת, היו לנו כמה שיחות בהן הם שיתפו מסך כדי להראות לי איך להגדיר זאת כראוי. תודה ל-Grouper.
מנהל החשבון שלנו מאוד, מאוד מועיל ותמיד יעלה לשיחה. זה יכול להיות רק couple of דקות אבל זה הרבה יותר קל לדבר עם מישהו ולשתף מסך. לאחרונה רציתי לתקן שדה ולהחליף את טאב העבודה. הוא עשה זאת במהירות רבה. במערכות אחרות ביליתי זמן לנסות למצוא פתרון ואולי בסופו של דבר הגעתי לשם, אבל זה לקח שעה.
דרך Grouper מאוד מועילה ובאופן אישי אני מוצא אותה מאוד שימושית כי היא חוסכת זמן ולבסוף, זה חוסך כסף לחברה כי אינני מבזבז זמן בחיפוש אחר מידע.
מרגיש שאם אצטרך לפנות ולהשמיע למנהל החשבון שלנו, הוא ינסה למצוא פתרון ככל האפשר. הוא מכיר את המערכת מצוין כך שהידע הטכני שלו הוא טוב מאוד. אני מרגיש שאתה פונה אליו, מקבל מומחיות טכנית והוא מנסה לפתור בעיות אחרות במסגרת הפתרון. הידיעה שיש לנו Grouper לתמוך בנו כלקוח, מלמדת אותי להרגיש יותר משוכנע.
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.
פשוט הייתי צריך משהו שיקל על חיי במקום שמדווחים ידנית בכל מקום. Grouper היו כל כך מועילים, עשו את כל ההגדרה כפי שביקשתי וזה הקל עליי לניווט סביב המערכת עם המידע שכבר שם.
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.
היה לנו תמיד קשר אישי במישרין עם Grouper, שהיה מאוד מעורב, במיוחד בשלבים הראשונים.
בגלל התעשייה בה אנו פועלים, אנו probably משקיעים יותר תשומת לב להיבטי השירות ללקוח והתגובה הזו חשובה לנו מאוד. זה סייע לי להיות כך מרוצה מהתמיכה. מנהל החשבון שלנו תמיד טוב להחזיר תשובה ואני נהנה מההיבט האישי: יש נקודת ייחוס אחת שנוחה לפנות אליה, בדיוק כפי שהלקוחות שלנו אוהבים להכיר פנים מוכרות שאיתן אפשר לסמוך.
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