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. Baca lagi
Abandonment of Employment
When an employee stops attending work without notice or explanation, appearing to have left the job. Baca lagi
Absence Management
The policies and processes an organisation uses to record, monitor and reduce unplanned employee absence. Baca lagi
Absenteeism
Habitual or unplanned absence from work beyond agreed leave, often signalling deeper engagement or health issues. Baca lagi
Accrual (Leave Accrual)
The gradual build-up of entitlements such as annual leave as an employee works through the year. Baca lagi
Adverse Impact
When a seemingly neutral policy or practice disproportionately disadvantages a protected group. Baca lagi
Annual Leave
Paid time off that employees are entitled to take each year for rest and personal use. Baca lagi
Annualised Hours
A contract that sets total working hours over a year rather than per week, allowing flexible scheduling. Baca lagi
Applicant Tracking System (ATS)
Software that manages job applications from advertisement through to hire, centralising the recruitment pipeline. Baca lagi
Appraisal
A structured review of an employee's performance, contribution and development over a set period. Baca lagi
Apprenticeship
A structured programme combining paid work with formal training that leads to a recognised qualification. Baca lagi
At-Will Employment
A US doctrine allowing either employer or employee to end employment at any time, for almost any reason. Baca lagi
Background Check
Verification of a candidate's history — such as identity, references and qualifications — before employment begins. Baca lagi
Banded Hours
A right for workers with variable hours to be placed on a contract band reflecting the hours they actually work. Baca lagi
Bank Holiday (Public Holiday)
A day recognised by statute on which most workers are entitled to paid time off or an alternative benefit. Baca lagi
Benchmarking
Comparing an organisation's pay, benefits or practices against the market or peers to stay competitive. Baca lagi
Benefit in Kind (BIK)
A non-cash perk provided to an employee, such as a company car or health cover, that may be taxable. Baca lagi
Bereavement Leave
Time off granted to an employee following the death of a close family member or dependant. Baca lagi
Blended Workforce
A workforce combining permanent employees with contractors, temporary and freelance workers. Baca lagi
Bonus
An additional payment made to an employee, usually to reward performance or the achievement of targets. Baca lagi
Bradford Factor
A formula that weights frequent short absences more heavily than occasional long ones to flag absence patterns. Baca lagi
Candidate Experience
The overall impression a job applicant forms of an employer throughout the recruitment process. Baca lagi
Career Break
An extended period of agreed unpaid leave during which the employment relationship is preserved. Baca lagi
Career Pathing
Mapping the possible routes an employee can take to progress and develop within an organisation. Baca lagi
Carer's Leave
Time off that allows an employee to provide care for a person in need of significant support. Baca lagi
Casual Worker
A worker engaged on an irregular, as-needed basis with no guaranteed hours or ongoing commitment. Baca lagi
Collective Agreement
A negotiated agreement between an employer and a trade union setting terms for a group of employees. Baca lagi
Collective Bargaining
Negotiation between employers and trade unions over pay, conditions and workplace terms for a group of workers. Baca lagi
Compassionate Leave
Discretionary or contractual time off granted to deal with a personal or family emergency or crisis. Baca lagi
Compensation
The total financial reward an employee receives for their work, including salary and variable pay. Baca lagi
Competency Framework
A structured set of skills, behaviours and knowledge that defines effective performance in a role. Baca lagi
Compressed Hours
Working full-time hours over fewer, longer days rather than the standard working week. Baca lagi
Constructive Dismissal
When an employee resigns because the employer's serious breach of contract left them no reasonable choice. Baca lagi
Continuous Service
The unbroken length of time an employee has worked for an employer, which affects statutory rights. Baca lagi
Contract of Employment
The legally binding agreement setting out the terms and conditions between employer and employee. Baca lagi
Core Hours
The part of the working day when all employees must be available, within a flexible-hours arrangement. Baca lagi
Corrective Action
Steps taken to address and remedy an employee's underperformance or misconduct. Baca lagi
Cost of Turnover
The total financial impact of losing and replacing an employee. Baca lagi
Cost per Hire
The total average cost of filling a vacancy, from advertising and agency fees to internal time. Baca lagi
CSO Returns (Employment Statistics Reporting)
Statutory statistical returns some Irish employers must submit to the Central Statistics Office. Baca lagi
Culture Fit
How well a candidate's values and working style align with an organisation's culture and norms. Baca lagi
Deferred Compensation
Earnings set aside to be paid at a later date, such as retirement or the end of a vesting period. Baca lagi
Digital Nomad
A worker who performs their job remotely while travelling or living in different locations. Baca lagi
Disciplinary Procedure
A fair, structured process for addressing employee conduct or performance that falls short of standards. Baca lagi
Diversity, Equity and Inclusion (DEI)
An organisation's efforts to build a diverse workforce and a fair, inclusive environment where everyone can thrive. Baca lagi
Employee Assistance Programme (EAP)
A confidential support service offering employees help with personal, financial or wellbeing issues. Baca lagi
Employee Engagement
The emotional commitment employees feel towards their organisation and its goals. Baca lagi
Employee Handbook
A document that sets out an organisation's policies, procedures and expectations for staff. Baca lagi
Employee Lifecycle
The stages an employee moves through with an organisation, from attraction to departure. Baca lagi
Employee Mobility
The movement of employees between roles, teams or locations, internally or across borders. Baca lagi
Employee Net Promoter Score (eNPS)
A simple metric measuring how likely employees are to recommend their organisation as a place to work. Baca lagi
Employee Self-Service
Systems letting employees view and update their own HR information directly. Baca lagi
Employee Self-Service (ESS)
HR software features that let employees view and update their own information and requests. Baca lagi
Employee Value Proposition (EVP)
The unique set of rewards and benefits an organisation offers employees in return for their skills and contribution. Baca lagi
Employee Wellbeing
An organisation's efforts to support the physical, mental and financial health of staff. Baca lagi
Employer Branding
The reputation and image an organisation projects as a place to work, to current and prospective employees. Baca lagi
Employer of Record (EOR)
A third party that legally employs staff on a company's behalf, often to enable hiring in another country. Baca lagi
Equal Pay
The legal principle that people must receive the same pay for the same or equivalent work. Baca lagi
Exit Interview
A conversation with a departing employee to understand why they are leaving and how to improve. Baca lagi
Exit Management (Offboarding)
The structured process of managing an employee's departure from an organisation. Baca lagi
Expatriate (Assignee)
An employee sent to work in another country for an extended period on assignment. Baca lagi
Fixed-Term Contract
An employment contract that ends on a set date or on completion of a specific task or project. Baca lagi
Flexible Working
Working arrangements that give employees choice over when, where or how much they work. Baca lagi
FLSA (Fair Labor Standards Act)
The US federal law setting minimum wage, overtime and record-keeping standards for many employees. Baca lagi
Force Majeure Leave
Short, urgent leave to deal with a sudden family emergency involving injury or illness of a dependant. Baca lagi
Form W-4 (US)
A US tax form employees complete so employers withhold the correct federal income tax. Baca lagi
Four-Day Week
A working pattern that reduces the standard working week to four days, often without cutting pay. Baca lagi
Full-Time Equivalent (FTE)
A unit expressing workforce size by converting all hours worked into full-time positions. Baca lagi
Garden Leave
A period during notice when an employee stays employed and paid but does not attend work. Baca lagi
GDPR (General Data Protection Regulation)
The EU data-protection law governing how organisations collect, store and use personal data, including employee data. Baca lagi
Gender Pay Gap
The difference in average pay between men and women across an organisation or workforce. Baca lagi
Gig Economy
A labour market built on short-term, task-based or freelance work rather than permanent employment. Baca lagi
Grievance
A formal complaint raised by an employee about a workplace issue that needs to be addressed. Baca lagi
Gross Misconduct
Serious wrongdoing so grave that it can justify dismissal without notice or pay in lieu. Baca lagi
Gross Negligence
A serious failure to take reasonable care that can amount to gross misconduct and justify dismissal. Baca lagi
Hard Skills
Specific, teachable and measurable abilities such as technical or professional competencies. Baca lagi
Headcount
The total number of employees in an organisation, team or category at a given point in time. Baca lagi
Headhunting (Executive Search)
Actively approaching and recruiting talented individuals, often those not actively job-seeking. Baca lagi
Health and Safety
The legal and practical measures an employer takes to protect the wellbeing of workers at work. Baca lagi
Holiday Pay
The pay an employee receives while taking their entitled annual leave. Baca lagi
HR Business Partner (HRBP)
A senior HR professional who works closely with business leaders to align people strategy with goals. Baca lagi
HRIS (Human Resource Information System)
Software that centralises employee data and automates core HR processes such as records, leave and reporting. Baca lagi
Human Capital
The collective skills, knowledge and experience of an organisation's people, viewed as an asset. Baca lagi
Human Capital Management (HCM)
The strategic approach to recruiting, managing and developing people to maximise their value. Baca lagi
Hybrid Work
A working model combining time in the workplace with time working remotely. Baca lagi
I-9 Form (US)
A US federal form used to verify an employee's identity and legal authorisation to work in the United States. Baca lagi
Incentive Pay
Variable pay designed to motivate and reward specific performance, results or behaviours. Baca lagi
Induction
The process of introducing a new employee to their role, team and organisation in their first days and weeks. Baca lagi
Insubordination
An employee's deliberate refusal to follow a reasonable and lawful instruction from a manager. Baca lagi
Internal Mobility
The movement of employees into new roles within the same organisation, through promotion or transfer. Baca lagi
Job Architecture
A structured framework that defines roles, levels and career paths consistently across an organisation. Baca lagi
Job Description
A document setting out the purpose, duties and requirements of a specific role. Baca lagi
Job Evaluation
A systematic method of assessing the relative value of roles to set fair and consistent pay. Baca lagi
Job Offer
A formal proposal of employment setting out the role, terms and conditions for a chosen candidate. Baca lagi
Job Sharing
An arrangement where two part-time employees share the duties and hours of one full-time role. Baca lagi
Key Result Area (KRA)
The broad areas of responsibility in which an employee is expected to deliver results. Baca lagi
Key Worker (Critical Role)
An employee whose role is essential to core operations or, in a wider sense, to essential public services. Baca lagi
Knowledge Management
Capturing, organising and sharing an organisation's collective knowledge so it is not lost. Baca lagi
KPI (Key Performance Indicator)
A measurable value that shows how effectively an individual, team or organisation is meeting a key objective. Baca lagi
KSA (Knowledge, Skills and Abilities)
The knowledge, skills and abilities a person needs to perform a role effectively. Baca lagi
Labour Turnover
The rate at which employees leave an organisation and are replaced over a given period. Baca lagi
Lateral Move
A sideways move to a role at a similar level, broadening experience rather than increasing seniority. Baca lagi
Learning and Development (L&D)
Activities that build employees' skills, knowledge and capabilities to support performance and growth. Baca lagi
Leave Management
The process of requesting, approving, tracking and reporting employee time off. Baca lagi
Leave of Absence
An authorised period away from work, paid or unpaid, outside normal holiday entitlement. Baca lagi
Letter of Offer
A written offer of employment setting out the main terms a candidate is being asked to accept. Baca lagi
Line Manager
The person with direct responsibility for managing an individual or team's daily work. Baca lagi
Living Wage
A voluntary pay rate calculated to cover the basic cost of a decent standard of living. Baca lagi
Long-Service Award
Recognition given to employees for reaching significant milestones of continuous service. Baca lagi
Management by Objectives (MBO)
A management approach where goals are agreed jointly and progress measured against them. Baca lagi
Maternity Leave
Protected time off around childbirth for the birth parent, with statutory and often contractual pay. Baca lagi
Matrix Organisation
A structure where employees report to more than one manager across functions and projects. Baca lagi
Mediation
A voluntary, confidential process where a neutral third party helps resolve a workplace dispute. Baca lagi
Mentoring
A developmental relationship where an experienced colleague guides another's growth. Baca lagi
Merit Increase
A permanent rise in base pay awarded for individual performance rather than cost of living. Baca lagi
Minimum Notice
The shortest period of notice an employer must give before terminating employment, set by law. Baca lagi
Minimum Wage
The lowest hourly rate an employer may lawfully pay most workers. Baca lagi
Moonlighting
Holding a second job or side business alongside one's main employment. Baca lagi
National Insurance / PRSI
Mandatory social insurance contributions funding state benefits and pensions. Baca lagi
Night Work
Work carried out during night-time hours, subject to specific health and hours protections. Baca lagi
Nine-Box Grid
A talent tool plotting employees by current performance against future potential. Baca lagi
Non-Compete Clause
A contractual term restricting an employee from competing with their employer after leaving. Baca lagi
Notice Period
The advance warning either party must give before ending the employment relationship. Baca lagi
Objectives and Key Results (OKRs)
A goal-setting framework linking ambitious objectives to measurable key results. Baca lagi
Occupational Health
Services and practices that protect and promote employees' health at work. Baca lagi
Occupational Pension
A workplace pension scheme set up by an employer to provide retirement income for staff. Baca lagi
Offboarding
The structured process of managing an employee's departure from the organisation. Baca lagi
Onboarding
The process of integrating a new employee into the organisation so they become effective and engaged. Baca lagi
One-to-One
A regular, private conversation between a manager and a team member. Baca lagi
Organisational Chart
A visual map of reporting lines, roles and structure within an organisation. Baca lagi
Outplacement
Support provided to departing employees to help them find new roles. Baca lagi
Overtime
Hours worked beyond an employee's normal contracted hours, sometimes at an enhanced rate. Baca lagi
Overtime Premium
The enhanced rate, above normal pay, paid for hours worked as overtime. Baca lagi
Parent's Leave
A State-paid period of leave available to each parent during a child's early years. Baca lagi
Parental Leave
Unpaid, job-protected leave for parents to care for young children. Baca lagi
Paternity Leave
Short, protected leave for the relevant parent around the birth or adoption of a child. Baca lagi
Pay in Lieu of Notice (PILON)
A payment covering the notice period so employment can end immediately. Baca lagi
Pay Transparency
Openness about pay levels, structures and the basis on which pay decisions are made. Baca lagi
Payroll
The process of calculating and paying employees' wages, along with related tax and deductions. Baca lagi
Peer Review
Feedback on an employee's performance gathered from their colleagues. Baca lagi
Pension (Occupational)
A retirement savings arrangement, often supported by employer contributions, for employees' later life. Baca lagi
Pension Auto-Enrolment
A scheme automatically enrolling eligible workers into a retirement savings plan. Baca lagi
Pension Contribution
Money paid into an employee's retirement savings by the employee, employer or both. Baca lagi
Performance Improvement Plan (PIP)
A structured, time-bound plan to help an underperforming employee meet expectations. Baca lagi
Performance Management
The ongoing process of setting expectations, giving feedback and supporting employees to perform well. Baca lagi
Preboarding
Engagement and preparation activities between a signed offer and the first day. Baca lagi
Probation
An initial period of employment during which suitability for the role is assessed. Baca lagi
Probation Period
An initial period of employment during which suitability for the role is assessed. Baca lagi
Probationary Review
A structured assessment of a new hire's suitability during or at the end of probation. Baca lagi
Protected Disclosure
A worker's report of wrongdoing that is legally protected from penalisation. Baca lagi
Psychometric Testing
Standardised assessments measuring aptitude, personality or behavioural traits in recruitment. Baca lagi
Quiet Quitting
Doing only what a role strictly requires, without going above and beyond. Baca lagi
Reasonable Accommodation
Adjustments enabling a person with a disability to work, unless they cause disproportionate burden. Baca lagi
Recruitment
The end-to-end process of attracting, selecting and hiring people to fill roles in an organisation. Baca lagi
Redundancy
Dismissal because a role is no longer needed, rather than because of the individual's conduct or capability. Baca lagi
Reference Check
Verification of a candidate's employment history and suitability with previous employers. Baca lagi
Remote Work
An arrangement where employees carry out their duties away from a central workplace, typically from home. Baca lagi
Reskilling
Training employees for a substantially different role from the one they currently hold. Baca lagi
Restrictive Covenant
A contractual clause limiting an employee's activities during or after employment. Baca lagi
Retention (Employee Retention)
An organisation's ability to keep its employees and reduce avoidable turnover. Baca lagi
Right to Disconnect
The principle that employees can disengage from work communications outside working hours. Baca lagi
Right-to-Work Check
Verifying that a prospective or current employee is legally permitted to work in the relevant country. Baca lagi
Sabbatical
An extended period of leave, often for rest, study or personal projects, with a right to return. Baca lagi
Salary Band
A defined pay range for a role or grade, with a minimum, midpoint and maximum. Baca lagi
Penanda Aras Gaji
Comparing pay for roles against external market data to inform reward decisions. Baca lagi
Salary Sacrifice
An arrangement where an employee gives up part of their salary for a non-cash benefit. Baca lagi
Secondment
A temporary assignment of an employee to a different role, team or organisation. Baca lagi
Settlement Agreement
A legally binding agreement resolving an employment dispute or ending employment on agreed terms. Baca lagi
Shift Differential
Extra pay for working less desirable shifts, such as nights or weekends. Baca lagi
Shift Swap
An arrangement where employees exchange rostered shifts, usually with approval. Baca lagi
Short-Time Working
A temporary reduction in an employee's hours or pay due to reduced work. Baca lagi
Sick Leave
Time off work due to illness or injury, which may be paid or unpaid. Baca lagi
Skills Matrix
A grid mapping which employees hold which skills, and at what level. Baca lagi
Soft Skills
Interpersonal and behavioural abilities such as communication, teamwork and adaptability. Baca lagi
Span of Control
The number of direct reports a manager is responsible for. Baca lagi
Staff Handbook
A single document setting out an organisation's policies, procedures and expectations for employees. Baca lagi
Statutory Redundancy
The minimum redundancy payment prescribed by law for eligible employees. Baca lagi
Statutory Sick Pay
The minimum sick pay employers must provide by law to eligible employees. Baca lagi
Stay Interview
A conversation with a current employee to understand what keeps them and what might make them leave. Baca lagi
Succession Planning
Identifying and developing people to fill critical roles as they become vacant. Baca lagi
Pencarian Bakat
The strategic, long-term function of attracting and hiring the people an organisation needs. Baca lagi
Talent Management
The integrated set of practices for attracting, developing and retaining capable people. Baca lagi
Masa dan Hadir
Systems and processes for recording when employees work and are absent. Baca lagi
Total Reward
The complete package of financial and non-financial benefits an employee receives from working. Baca lagi
Ganjaran Menyeluruh
The full package of pay, benefits and non-financial rewards an employee receives. Baca lagi
Training Needs Analysis
A systematic assessment of the gap between current and required skills. Baca lagi
TUPE
Rules protecting employees' terms when a business or service transfers to a new employer. Baca lagi
Turnover (Staff Turnover)
The rate at which employees leave an organisation and are replaced over a given period. Baca lagi
Unconscious Bias
Automatic, unintended judgements about people that can influence workplace decisions. Baca lagi
Unfair Dismissal
Termination of employment that breaches statutory fairness in reason or process. Baca lagi
Upskilling
Developing employees' existing skills to meet evolving role and business needs. Baca lagi
Variable Pay
Compensation that fluctuates with performance, such as bonuses or commission. Baca lagi
Wellbeing Programme
A coordinated set of initiatives supporting employees' physical, mental and financial health. Baca lagi
Whistleblowing Policy
A policy setting out how workers can safely report wrongdoing and how the employer responds. Baca lagi
Workforce Planning
Anticipating future people needs and ensuring the organisation has the right skills at the right time. Baca lagi
Working Time Directive
EU law setting limits on working hours and minimum rest and leave. Baca lagi
Workplace Investigation
A structured, impartial process for establishing facts about a workplace complaint or allegation. Baca lagi
Workplace Relations Commission (WRC)
Ireland's statutory body for employment rights, enforcement and dispute resolution. Baca lagi
Works Council
A body representing employees in information and consultation with the employer. Baca lagi
Zero-Hours Contract
An arrangement where the employer does not guarantee any minimum hours of work. Baca lagi
“Ideal adalah apa yang kita ada sekarang dengan 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.”
Apa kata pelanggan kami
Ideal adalah apa yang kita ada sekarang dengan Grouper.
Dengan kadar pengambilan kami, anda tidak mempunyai masa untuk membuat carian Google atau menonton tutorial video. Hakikat bahawa kami mempunyai seseorang untuk diajak berbicara dan memberi penyelesaian praktikal dengan sangat cepat sangat berharga. Perkhidmatan pelanggan mereka tidak tertandingi.
Hubungan kerja dengan Grouper adalah menakjubkan. Pengurus akaun kami mesra, mudah berunding, dan mudah didekati. Kefahaman dan kepakaran mereka sangat baik dan terdapat keyakinan yang besar bahawa saya boleh membiarkan sistem melakukan apa yang sepatutnya. Ia mengurangkan tekanan banyak ke atas pasukan kami.
Penerapan semuanya berjalan lancar. Grouper sentiasa responsif dan pengurus akaun kami tekun dan cekap, serta fleksibel dari segi masa dan bantuan yang mereka berikan. Walaupun kini sistem telah terpasang, bila-bila masa kami menghantar emel atau ada pertanyaan, mereka hampir pasti kembali dalam tempoh sejam.
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.
Dalam banyak transaksi, penjual tidak terlibat dalam transformasi. Moji sangat unik dalam bidangnya kerana dia memahami minda pengamal HR tetapi dia juga memahami perniagaan, dan dia juga sangat teknikal. Dia boleh meningkatkan skala ke tahap yang diperlukan. Ia adalah pakej kelas terbaik.
Sistem datang dan pergi dan orang boleh bekerja melalui serahan tugas tetapi ada sesuatu yang sangat unik tentang betapa bersemangat dan berkemampuan Moji. Dia telah berada di pejabat dan dia telah bertemu serta melatih semua orang. Tahap nasihat seperti itu tidak selalu didapati di mana-mana.
Sehingga 85% minggu kerja kami dihabiskan untuk pengambilan pekerja, kontrak dan surat tawaran. Kini, saya rasa beban pentadbiran kami telah menurun sebanyak 40% kerana kami tidak lagi menguruskan e-mel demi e-mel.
Kami dulu tidak memiliki sistem HR; semuanya manual dan dalam lembaran kerja. Grouper membuat semuanya begitu mudah dan ia telah menjadi perubahan sebenar, bukan sahaja untuk saya tetapi untuk pengurus kami. Mereka tidak menghantar e-mel meminta maklumat. Saya akan katakan ia mengurangkan bahagian pentadbiran sebanyak kira-kira 40%.
Perkhidmatan pelanggan adalah perkara yang mereka kuasai. Saya terkejut anda boleh menghantar e-mel kepada individu tertentu dengan isu. Segera apabila kami mempunyai pertanyaan, dia kembali secepat yang pernah saya lihat. Dan ia sentiasa selesai. Tiada perkara seperti yang anda lihat dengan banyak pembekal lain di mana pembekal menghantar e-mel dengan respons umum atau tiada fleksibiliti.
Pada permulaan, tahap perkhidmatan sangat tinggi. Kami berpeluang bekerja sama dengan pengurus akaun kami, yang sangat cemerlang. Dia berorientasikan perkhidmatan, dan dia mahu memahami keperluan serta isu kami. Dia sangat pantas: apabila saya ada permintaan dia sentiasa membalas dengan segera, dan kami sangat gembira.
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.
Nilai yang sangat berharga. Pengurus akaun kami adalah rakan baik pada ketika ini. Dia akan dengan senang hati memulakan panggilan untuk menunjukkan ciri tertentu sistem atau menerangkannya langkah demi langkah. Saya menghantar e-mel pada pagi hari dan dia kembali dalam beberapa jam. Sangat baik mempunyai seseorang secara peribadi yang anda boleh berhubung secara peribadi.
Kadar respons. Mereka sentiasa menangani perkara dengan sangat pantas. Kami pasukan besar, dan kami impikan untuk memudahkan sedikit perkara. Kadang-kadang kami mengemukakan idea yang kami fikir boleh dicapai, jadi kami sentiasa menghubungi Grouper. Saya mempunyai semua maklumat yang boleh diakses, saya tidak perlu pergi mencari fail atau folder fizikal: semuanya ada di platform. Nilai yang tidak ternilai!
Dengan beberapa pembekal luar, anda tidak tahu siapa yang akan membalas atau berapa lama anda akan menunggu. Sedangkan saya sentiasa e-mel Grouper dan mereka membalas dengan pantas serta sentiasa cuba mencari penyelesaian.
Kami bersama Grouper sejak 2019 dan melihat mereka sebagai rakan kongsi yang sangat dekat. Kami juga mengakui bahawa mereka memahami perniagaan kami.
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.
Itulah keindahan berurusan dengan syarikat seperti Grouper. Kami adalah sebuah SME kecil dan jenis sokongan yang kami perlukan adalah tepat seperti yang kami terima.
Grouper sangat responsif dan pengurus akaun kami mempunyai pengetahuan yang hebat, dan mampu memberi kami idea serta menunjukkan cara menggunakan sistem dengan lebih banyak lagi. Perkhidmatan terlalu lancar: ia adalah perubahan besar, tetapi pasukan sangat responsif dan juga pandai berkongsi maklumat.
Grouper berpusat di Ireland jadi, dari sudut kami, komunikasi dan sokongan yang kami perlukan lebih mudah. Mereka sangat berkesan, mereka membalas semua e-mel kami tepat pada masanya. Mereka mengikuti dan, jika perlu, mereka menganjurkan mesyuarat untuk membincangkan isu-isu, dan mereka menyelesaikannya dengan berkesan.
Pengurus akaun kami pantas dan sangat responsif. Bukan tugas kecil untuk memindahkan sistem perisian jadi kami berhubung cukup kerap. Dia pastikan saya mendapat apa yang saya perlukan tepat pada masanya. Saya sentiasa dimaklumkan, dan komunikasi sangat telus jadi saya sentiasa tahu apa yang berlaku.
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.
Saya akan katakan perkhidmatan sangat mesra pengguna, menyokong, dengan masa tindak balas yang cepat. Pengalaman pelanggan adalah baik. Dan dengan mempunyai pengurus akaun yang sama untuk membina hubungan itu, saya tahu saya boleh naikkan panggilan, dan ada fleksibiliti dalam cara sokongan itu disediakan. Konsistensi yang kami peroleh dengan Grouper sangat berharga.
Grouper helped us to navigate a difficult time in the best possible way, as a kind of translator for the system.
Apa yang unik tentang Grouper? Saya akan katakan mereka sangat responsif, boleh dipercayai dan berperikemanusiaan. Apabila kami cuba menubuhkan tinjauan prestasi secara automatik ke dalam sistem, kami ada beberapa panggilan di mana mereka berkongsi skrin untuk menunjukkan cara memasangnya dengan betul. Terima kasih kepada Grouper.
Pengurus akaun kami sangat, sangat membantu dan sentiasa akan lompat ke atas panggilan. Mungkin hanya beberapa minit tetapi jauh lebih mudah untuk bercakap dengan seseorang dan berkongsi skrin. Barangkali, saya ingin mengubah satu medan dan mengubah tab kerja. Dia buat dengan sangat pantas. Pada sistem lain, saya pernah menghabiskan masa untuk cuba menyelesaikan sesuatu dan mungkin akhirnya berjaya, tetapi mengambil masa satu jam.
Cara Grouper sangat membantu dan secara peribadi saya mendapati ia sangat berguna kerana menjimatkan masa dan pada akhirnya itu menjimatkan wang syarikat kerana saya tidak membuang masa mencari maklumat.
Saya rasa jika saya perlu menghubungi dan bercakap dengan Pengurus Akaun kami, beliau akan cuba sedaya upaya untuk mencari penyelesaian. Dia kenal sistem ini dengan sangat baik jadi pengetahuan teknikalnya sangat baik. Saya rasa dengan menghubunginya, saya mendapat kepakaran teknikal dan dia cuba membetulkan masalah lain dengan penyelesaian. Mengetahui bahawa saya mempunyai Grouper untuk menyokong kami sebagai pelanggan, membuat saya berasa lebih tenang.
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.
Saya hanya memerlukan sesuatu yang akan memudahkan hidup saya daripada mempunyai rekod manual di mana-mana sahaja. Grouper amat membantu, mereka melakukan semua persediaan seperti yang saya minta dan itu memudahkannya bagi saya untuk menavigasi sekitar sistem dengan maklumat yang telah ada.
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.
Kami sentiasa berurusan dengan seorang kontak peribadi di Grouper, yang sangat hands-on, terutamanya pada peringkat awal.
Disebabkan industri kami, kami mungkin memberi lebih perhatian kepada aspek perkhidmatan pelanggan dan kepekaan itu sangat penting kepada kami. Itu membantu saya berpuas hati dengan sokongan. Pengurus akaun kami sentiasa baik untuk membalas dan saya menikmati bagaimana ia bersifat peribadi: mempunyai satu rujukan ialah sangat membantu, sama seperti pelanggan kami suka mempunyai wajah yang dikenali yang boleh dipercayai.
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