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. Les mer
Abandonment of Employment
When an employee stops attending work without notice or explanation, appearing to have left the job. Les mer
Absence Management
The policies and processes an organisation uses to record, monitor and reduce unplanned employee absence. Les mer
Absenteeism
Habitual or unplanned absence from work beyond agreed leave, often signalling deeper engagement or health issues. Les mer
Accrual (Leave Accrual)
The gradual build-up of entitlements such as annual leave as an employee works through the year. Les mer
Adverse Impact
When a seemingly neutral policy or practice disproportionately disadvantages a protected group. Les mer
Annual Leave
Paid time off that employees are entitled to take each year for rest and personal use. Les mer
Annualised Hours
A contract that sets total working hours over a year rather than per week, allowing flexible scheduling. Les mer
Applicant Tracking System (ATS)
Software that manages job applications from advertisement through to hire, centralising the recruitment pipeline. Les mer
Appraisal
A structured review of an employee's performance, contribution and development over a set period. Les mer
Apprenticeship
A structured programme combining paid work with formal training that leads to a recognised qualification. Les mer
At-Will Employment
A US doctrine allowing either employer or employee to end employment at any time, for almost any reason. Les mer
Background Check
Verification of a candidate's history — such as identity, references and qualifications — before employment begins. Les mer
Banded Hours
A right for workers with variable hours to be placed on a contract band reflecting the hours they actually work. Les mer
Bank Holiday (Public Holiday)
A day recognised by statute on which most workers are entitled to paid time off or an alternative benefit. Les mer
Benchmarking
Comparing an organisation's pay, benefits or practices against the market or peers to stay competitive. Les mer
Benefit in Kind (BIK)
A non-cash perk provided to an employee, such as a company car or health cover, that may be taxable. Les mer
Bereavement Leave
Time off granted to an employee following the death of a close family member or dependant. Les mer
Blended Workforce
A workforce combining permanent employees with contractors, temporary and freelance workers. Les mer
Bonus
An additional payment made to an employee, usually to reward performance or the achievement of targets. Les mer
Bradford Factor
A formula that weights frequent short absences more heavily than occasional long ones to flag absence patterns. Les mer
Candidate Experience
The overall impression a job applicant forms of an employer throughout the recruitment process. Les mer
Career Break
An extended period of agreed unpaid leave during which the employment relationship is preserved. Les mer
Career Pathing
Mapping the possible routes an employee can take to progress and develop within an organisation. Les mer
Carer's Leave
Time off that allows an employee to provide care for a person in need of significant support. Les mer
Casual Worker
A worker engaged on an irregular, as-needed basis with no guaranteed hours or ongoing commitment. Les mer
Collective Agreement
A negotiated agreement between an employer and a trade union setting terms for a group of employees. Les mer
Collective Bargaining
Negotiation between employers and trade unions over pay, conditions and workplace terms for a group of workers. Les mer
Compassionate Leave
Discretionary or contractual time off granted to deal with a personal or family emergency or crisis. Les mer
Compensation
The total financial reward an employee receives for their work, including salary and variable pay. Les mer
Competency Framework
A structured set of skills, behaviours and knowledge that defines effective performance in a role. Les mer
Compressed Hours
Working full-time hours over fewer, longer days rather than the standard working week. Les mer
Constructive Dismissal
When an employee resigns because the employer's serious breach of contract left them no reasonable choice. Les mer
Continuous Service
The unbroken length of time an employee has worked for an employer, which affects statutory rights. Les mer
Contract of Employment
The legally binding agreement setting out the terms and conditions between employer and employee. Les mer
Core Hours
The part of the working day when all employees must be available, within a flexible-hours arrangement. Les mer
Corrective Action
Steps taken to address and remedy an employee's underperformance or misconduct. Les mer
Cost of Turnover
The total financial impact of losing and replacing an employee. Les mer
Cost per Hire
The total average cost of filling a vacancy, from advertising and agency fees to internal time. Les mer
CSO Returns (Employment Statistics Reporting)
Statutory statistical returns some Irish employers must submit to the Central Statistics Office. Les mer
Culture Fit
How well a candidate's values and working style align with an organisation's culture and norms. Les mer
Deferred Compensation
Earnings set aside to be paid at a later date, such as retirement or the end of a vesting period. Les mer
Digital Nomad
A worker who performs their job remotely while travelling or living in different locations. Les mer
Disciplinary Procedure
A fair, structured process for addressing employee conduct or performance that falls short of standards. Les mer
Diversity, Equity and Inclusion (DEI)
An organisation's efforts to build a diverse workforce and a fair, inclusive environment where everyone can thrive. Les mer
Employee Assistance Programme (EAP)
A confidential support service offering employees help with personal, financial or wellbeing issues. Les mer
Employee Engagement
The emotional commitment employees feel towards their organisation and its goals. Les mer
Employee Handbook
A document that sets out an organisation's policies, procedures and expectations for staff. Les mer
Employee Lifecycle
The stages an employee moves through with an organisation, from attraction to departure. Les mer
Employee Mobility
The movement of employees between roles, teams or locations, internally or across borders. Les mer
Employee Net Promoter Score (eNPS)
A simple metric measuring how likely employees are to recommend their organisation as a place to work. Les mer
Employee Self-Service
Systems letting employees view and update their own HR information directly. Les mer
Employee Self-Service (ESS)
HR software features that let employees view and update their own information and requests. Les mer
Employee Value Proposition (EVP)
The unique set of rewards and benefits an organisation offers employees in return for their skills and contribution. Les mer
Employee Wellbeing
An organisation's efforts to support the physical, mental and financial health of staff. Les mer
Employer Branding
The reputation and image an organisation projects as a place to work, to current and prospective employees. Les mer
Employer of Record (EOR)
A third party that legally employs staff on a company's behalf, often to enable hiring in another country. Les mer
Equal Pay
The legal principle that people must receive the same pay for the same or equivalent work. Les mer
Exit Interview
A conversation with a departing employee to understand why they are leaving and how to improve. Les mer
Exit Management (Offboarding)
The structured process of managing an employee's departure from an organisation. Les mer
Expatriate (Assignee)
An employee sent to work in another country for an extended period on assignment. Les mer
Fixed-Term Contract
An employment contract that ends on a set date or on completion of a specific task or project. Les mer
Flexible Working
Working arrangements that give employees choice over when, where or how much they work. Les mer
FLSA (Fair Labor Standards Act)
The US federal law setting minimum wage, overtime and record-keeping standards for many employees. Les mer
Force Majeure Leave
Short, urgent leave to deal with a sudden family emergency involving injury or illness of a dependant. Les mer
Form W-4 (US)
A US tax form employees complete so employers withhold the correct federal income tax. Les mer
Four-Day Week
A working pattern that reduces the standard working week to four days, often without cutting pay. Les mer
Full-Time Equivalent (FTE)
A unit expressing workforce size by converting all hours worked into full-time positions. Les mer
Garden Leave
A period during notice when an employee stays employed and paid but does not attend work. Les mer
GDPR (General Data Protection Regulation)
The EU data-protection law governing how organisations collect, store and use personal data, including employee data. Les mer
Gender Pay Gap
The difference in average pay between men and women across an organisation or workforce. Les mer
Gig Economy
A labour market built on short-term, task-based or freelance work rather than permanent employment. Les mer
Grievance
A formal complaint raised by an employee about a workplace issue that needs to be addressed. Les mer
Gross Misconduct
Serious wrongdoing so grave that it can justify dismissal without notice or pay in lieu. Les mer
Gross Negligence
A serious failure to take reasonable care that can amount to gross misconduct and justify dismissal. Les mer
Hard Skills
Specific, teachable and measurable abilities such as technical or professional competencies. Les mer
Headcount
The total number of employees in an organisation, team or category at a given point in time. Les mer
Headhunting (Executive Search)
Actively approaching and recruiting talented individuals, often those not actively job-seeking. Les mer
Health and Safety
The legal and practical measures an employer takes to protect the wellbeing of workers at work. Les mer
Holiday Pay
The pay an employee receives while taking their entitled annual leave. Les mer
HR Business Partner (HRBP)
A senior HR professional who works closely with business leaders to align people strategy with goals. Les mer
HRIS (Human Resource Information System)
Software that centralises employee data and automates core HR processes such as records, leave and reporting. Les mer
Human Capital
The collective skills, knowledge and experience of an organisation's people, viewed as an asset. Les mer
Human Capital Management (HCM)
The strategic approach to recruiting, managing and developing people to maximise their value. Les mer
Hybrid Work
A working model combining time in the workplace with time working remotely. Les mer
I-9 Form (US)
A US federal form used to verify an employee's identity and legal authorisation to work in the United States. Les mer
Incentive Pay
Variable pay designed to motivate and reward specific performance, results or behaviours. Les mer
Induction
The process of introducing a new employee to their role, team and organisation in their first days and weeks. Les mer
Insubordination
An employee's deliberate refusal to follow a reasonable and lawful instruction from a manager. Les mer
Internal Mobility
The movement of employees into new roles within the same organisation, through promotion or transfer. Les mer
Job Architecture
A structured framework that defines roles, levels and career paths consistently across an organisation. Les mer
Job Description
A document setting out the purpose, duties and requirements of a specific role. Les mer
Job Evaluation
A systematic method of assessing the relative value of roles to set fair and consistent pay. Les mer
Job Offer
A formal proposal of employment setting out the role, terms and conditions for a chosen candidate. Les mer
Job Sharing
An arrangement where two part-time employees share the duties and hours of one full-time role. Les mer
Key Result Area (KRA)
The broad areas of responsibility in which an employee is expected to deliver results. Les mer
Key Worker (Critical Role)
An employee whose role is essential to core operations or, in a wider sense, to essential public services. Les mer
Knowledge Management
Capturing, organising and sharing an organisation's collective knowledge so it is not lost. Les mer
KPI (Key Performance Indicator)
A measurable value that shows how effectively an individual, team or organisation is meeting a key objective. Les mer
KSA (Knowledge, Skills and Abilities)
The knowledge, skills and abilities a person needs to perform a role effectively. Les mer
Labour Turnover
The rate at which employees leave an organisation and are replaced over a given period. Les mer
Lateral Move
A sideways move to a role at a similar level, broadening experience rather than increasing seniority. Les mer
Learning and Development (L&D)
Activities that build employees' skills, knowledge and capabilities to support performance and growth. Les mer
Leave Management
The process of requesting, approving, tracking and reporting employee time off. Les mer
Leave of Absence
An authorised period away from work, paid or unpaid, outside normal holiday entitlement. Les mer
Letter of Offer
A written offer of employment setting out the main terms a candidate is being asked to accept. Les mer
Line Manager
The person with direct responsibility for managing an individual or team's daily work. Les mer
Living Wage
A voluntary pay rate calculated to cover the basic cost of a decent standard of living. Les mer
Long-Service Award
Recognition given to employees for reaching significant milestones of continuous service. Les mer
Management by Objectives (MBO)
A management approach where goals are agreed jointly and progress measured against them. Les mer
Maternity Leave
Protected time off around childbirth for the birth parent, with statutory and often contractual pay. Les mer
Matrix Organisation
A structure where employees report to more than one manager across functions and projects. Les mer
Mediation
A voluntary, confidential process where a neutral third party helps resolve a workplace dispute. Les mer
Mentoring
A developmental relationship where an experienced colleague guides another's growth. Les mer
Merit Increase
A permanent rise in base pay awarded for individual performance rather than cost of living. Les mer
Minimum Notice
The shortest period of notice an employer must give before terminating employment, set by law. Les mer
Minimum Wage
The lowest hourly rate an employer may lawfully pay most workers. Les mer
Moonlighting
Holding a second job or side business alongside one's main employment. Les mer
National Insurance / PRSI
Mandatory social insurance contributions funding state benefits and pensions. Les mer
Night Work
Work carried out during night-time hours, subject to specific health and hours protections. Les mer
Nine-Box Grid
A talent tool plotting employees by current performance against future potential. Les mer
Non-Compete Clause
A contractual term restricting an employee from competing with their employer after leaving. Les mer
Notice Period
The advance warning either party must give before ending the employment relationship. Les mer
Objectives and Key Results (OKRs)
A goal-setting framework linking ambitious objectives to measurable key results. Les mer
Occupational Health
Services and practices that protect and promote employees' health at work. Les mer
Occupational Pension
A workplace pension scheme set up by an employer to provide retirement income for staff. Les mer
Offboarding
The structured process of managing an employee's departure from the organisation. Les mer
Onboarding
The process of integrating a new employee into the organisation so they become effective and engaged. Les mer
One-to-One
A regular, private conversation between a manager and a team member. Les mer
Organisational Chart
A visual map of reporting lines, roles and structure within an organisation. Les mer
Outplacement
Support provided to departing employees to help them find new roles. Les mer
Overtime
Hours worked beyond an employee's normal contracted hours, sometimes at an enhanced rate. Les mer
Overtime Premium
The enhanced rate, above normal pay, paid for hours worked as overtime. Les mer
Parent's Leave
A State-paid period of leave available to each parent during a child's early years. Les mer
Parental Leave
Unpaid, job-protected leave for parents to care for young children. Les mer
Paternity Leave
Short, protected leave for the relevant parent around the birth or adoption of a child. Les mer
Pay in Lieu of Notice (PILON)
A payment covering the notice period so employment can end immediately. Les mer
Pay Transparency
Openness about pay levels, structures and the basis on which pay decisions are made. Les mer
Payroll
The process of calculating and paying employees' wages, along with related tax and deductions. Les mer
Peer Review
Feedback on an employee's performance gathered from their colleagues. Les mer
Pension (Occupational)
A retirement savings arrangement, often supported by employer contributions, for employees' later life. Les mer
Pension Auto-Enrolment
A scheme automatically enrolling eligible workers into a retirement savings plan. Les mer
Pension Contribution
Money paid into an employee's retirement savings by the employee, employer or both. Les mer
Performance Improvement Plan (PIP)
A structured, time-bound plan to help an underperforming employee meet expectations. Les mer
Performance Management
The ongoing process of setting expectations, giving feedback and supporting employees to perform well. Les mer
Preboarding
Engagement and preparation activities between a signed offer and the first day. Les mer
Probation Period
An initial period of employment during which suitability for the role is assessed. Les mer
Probationary Review
A structured assessment of a new hire's suitability during or at the end of probation. Les mer
Protected Disclosure
A worker's report of wrongdoing that is legally protected from penalisation. Les mer
Psychometric Testing
Standardised assessments measuring aptitude, personality or behavioural traits in recruitment. Les mer
Quiet Quitting
Doing only what a role strictly requires, without going above and beyond. Les mer
Reasonable Accommodation
Adjustments enabling a person with a disability to work, unless they cause disproportionate burden. Les mer
Recruitment
The end-to-end process of attracting, selecting and hiring people to fill roles in an organisation. Les mer
Redundancy
Dismissal because a role is no longer needed, rather than because of the individual's conduct or capability. Les mer
Reference Check
Verification of a candidate's employment history and suitability with previous employers. Les mer
Remote Work
An arrangement where employees carry out their duties away from a central workplace, typically from home. Les mer
Reskilling
Training employees for a substantially different role from the one they currently hold. Les mer
Restrictive Covenant
A contractual clause limiting an employee's activities during or after employment. Les mer
Retention (Employee Retention)
An organisation's ability to keep its employees and reduce avoidable turnover. Les mer
Right to Disconnect
The principle that employees can disengage from work communications outside working hours. Les mer
Right-to-Work Check
Verifying that a prospective or current employee is legally permitted to work in the relevant country. Les mer
Sabbatical
An extended period of leave, often for rest, study or personal projects, with a right to return. Les mer
Salary Band
A defined pay range for a role or grade, with a minimum, midpoint and maximum. Les mer
Lønnssammenligning
Comparing pay for roles against external market data to inform reward decisions. Les mer
Salary Sacrifice
An arrangement where an employee gives up part of their salary for a non-cash benefit. Les mer
Secondment
A temporary assignment of an employee to a different role, team or organisation. Les mer
Settlement Agreement
A legally binding agreement resolving an employment dispute or ending employment on agreed terms. Les mer
Shift Differential
Extra pay for working less desirable shifts, such as nights or weekends. Les mer
Shift Swap
An arrangement where employees exchange rostered shifts, usually with approval. Les mer
Short-Time Working
A temporary reduction in an employee's hours or pay due to reduced work. Les mer
Sick Leave
Time off work due to illness or injury, which may be paid or unpaid. Les mer
Skills Matrix
A grid mapping which employees hold which skills, and at what level. Les mer
Soft Skills
Interpersonal and behavioural abilities such as communication, teamwork and adaptability. Les mer
Span of Control
The number of direct reports a manager is responsible for. Les mer
Staff Handbook
A single document setting out an organisation's policies, procedures and expectations for employees. Les mer
Statutory Redundancy
The minimum redundancy payment prescribed by law for eligible employees. Les mer
Statutory Sick Pay
The minimum sick pay employers must provide by law to eligible employees. Les mer
Stay Interview
A conversation with a current employee to understand what keeps them and what might make them leave. Les mer
Succession Planning
Identifying and developing people to fill critical roles as they become vacant. Les mer
Talentinnhenting
The strategic, long-term function of attracting and hiring the people an organisation needs. Les mer
Talent Management
The integrated set of practices for attracting, developing and retaining capable people. Les mer
Tid og tilsyn
Systems and processes for recording when employees work and are absent. Les mer
Total Reward
The complete package of financial and non-financial benefits an employee receives from working. Les mer
Samlet belønning
The full package of pay, benefits and non-financial rewards an employee receives. Les mer
Training Needs Analysis
A systematic assessment of the gap between current and required skills. Les mer
TUPE
Rules protecting employees' terms when a business or service transfers to a new employer. Les mer
Turnover (Staff Turnover)
The rate at which employees leave an organisation and are replaced over a given period. Les mer
Unconscious Bias
Automatic, unintended judgements about people that can influence workplace decisions. Les mer
Unfair Dismissal
Termination of employment that breaches statutory fairness in reason or process. Les mer
Upskilling
Developing employees' existing skills to meet evolving role and business needs. Les mer
Variable Pay
Compensation that fluctuates with performance, such as bonuses or commission. Les mer
Wellbeing Programme
A coordinated set of initiatives supporting employees' physical, mental and financial health. Les mer
Whistleblowing Policy
A policy setting out how workers can safely report wrongdoing and how the employer responds. Les mer
Workforce Planning
Anticipating future people needs and ensuring the organisation has the right skills at the right time. Les mer
Working Time Directive
EU law setting limits on working hours and minimum rest and leave. Les mer
Workplace Investigation
A structured, impartial process for establishing facts about a workplace complaint or allegation. Les mer
Workplace Relations Commission (WRC)
Ireland's statutory body for employment rights, enforcement and dispute resolution. Les mer
Works Council
A body representing employees in information and consultation with the employer. Les mer
Zero-Hours Contract
An arrangement where the employer does not guarantee any minimum hours of work. Les mer
“Idealet er det vi har nå med Grouper.”
“I was new to HR and kept nodding along in meetings while having no idea what ATS or FLSA meant. The BambooHR glossary was my secret weapon for the first six months.”
Hva kundene våre sier
Idealet er det vi har nå med Grouper.
Med vår takhøyde for ansettelser har du ikke tid til å lete på Google eller se en videoveiledning. Det faktum at vi har noen å snakke med og få oss praktiske løsninger raskt, er uvurderlig. Kundeservicen deres er enestående.
Det arbeidsforholdet med Grouper har vært fantastisk. Kontoansvarlig er vennlig, imøtekommende og tilgjengelig. Deres kunnskap og ekspertise har vært flott, og det gir stor trygghet at jeg kan la systemet gjøre det det er ment å gjøre. Det har lettet mye av presset på teamet vårt.
Implementeringen gikk alt i alt bra. Grouper var alltid lydhør og vår kontoansvarlig er konsekvent og rask til å hjelpe, og fleksibel med tid og assistanse de har gitt oss. Selv nå som systemet er etablert, vil de mest sannsynlig være tilbake innen en time hvis vi sender en e-post eller har et spørsmål.
It would be difficult to find a replacement system of the quality and accessibility that we found, for the price and the ease of implementation. Grouper is absolutely an upgrade on what we had before. Interactions are as frequent as we need them, and our contact is typically flexible to have quick calls to discuss. That availability is helpful.
I mange transaksjoner er selgeren ikke involvert i transformasjonen. Moji er ganske unik i sitt felt fordi han kommer inn i hodet til HR-praktikerne, men han forstår også virksomheten, og han er også veldig teknisk. Han kan justere det til der han trenger å være. Dette var den beste i klassen-pakken.
Systemer kommer og går, og folk kan jobbe gjennom overleveringer, men det er noe helt spesielt ved hvor lidenskapelig og dugelig Moji er. Han har vært på kontoret og har møtt og trent alle. Den typen rådgivning finner du ikke overalt.
Opptil 85 % av vår arbeidende uke ble tatt opp av rekruttering, kontrakter og tilbudsbrev. Nå vil jeg si at vår admin-byrde er redusert med 40 % fordi vi ikke jakter gjennom e-post etter e-post.
Vi hadde ikke et HR-system før; alt var manuelt og på regneark. Grouper gjorde alt så enkelt, og det har vært en virkelig endring, ikke bare for meg, men for våre ledere. De sender ikke e-post til meg og ber om informasjon. Jeg vil si at det har redusert den administrative siden med rundt 40 %.
Det er kundeservicen de har utmerket seg i. Jeg ble overrasket over at man kunne sende e-post til en spesifikk person med et problem. Så snart vi har noen spørsmål, er han tilbake raskest jeg noen gang har sett. Og det blir alltid løst. Du kjenner ikke igjen det du ser hos mange andre leverandører hvor leverandøren sender deg en generell respons eller det er ingen fleksibilitet.
I very begynnelsen var servicenivået veldig høyt. Vi hadde muligheten til å jobbe sammen med vår kontoadministrator, som var fantastisk. Han er svært serviceorientert, og han ønsker å forstå våre behov og våre utfordringer. Han er så rask: når jeg har en forespørsel svarer han alltid umiddelbart, og vi er virkelig fornøyde.
With many vendors, reaching out for support often means receiving automated replies and waiting a week for a response. Even then, the replies can feel scripted. With Grouper, however, the support feels more personalised, and solutions are handled efficiently.
Det er enormt verdifullt. Vår kontoadministrator er en god venn på dette tidspunktet. Han hopper villig på en samtale for å vise en bestemt funksjon i systemet eller forklare det trinn for trinn. Jeg sender en e-post på morgenen, og han er tilbake om et par timer. Det er flott å ha noen på et personlig nivå du kan samhandle med.
Raske responser. De tar tak i ting veldig raskt. Vi er et stort team, og vi drømmer om å gjøre ting litt lettere. Noen ganger kommer vi opp med ideer som vi tror er oppnåelige, så vi tar alltid kontakt med Grouper. Jeg har all informasjon tilgjengelig, trenger ikke å gå etter en fysisk fil eller mappe: alt er der på plattformen. Prisverdig!
Med noen outsourcingsleverandører vet du ikke hvem som svarer eller hvor lang tid det vil ta. Mens jeg alltid sender e-post til Grouper, og de svarer raskt tilbake og vil alltid prøve å finne en løsning.
Vi har vært hos Grouper siden 2019 og ser på dem som en svært nær partner. Vi vil også anerkjenne at de forstår vår virksomhet.
Grouper were so supportive: anything we needed, they helped us with. They gave us demos for features like managing annual leave quotas, so it was just a matter of clicking a few buttons.
Det er nettopp det som er skjønnheten ved å samarbeide med et selskap som Grouper. Vi er en liten SMB, og typen støtte vi trenger er nettopp det vi får.
Grouper er svært responsive og vår kontoadministrator har stor kunnskap, og er i stand til å gi oss ideer og vise oss hvordan vi utnytter systemet enda mer. Tjenesten har vært veldig smidig: det er en stor forandring, men teamet har vært svært responsive og også flinke til å dele informasjon.
Grouper er basert i Irland, så sett fra vårt perspektiv var det mye lettere når det gjelder kommunikasjon og støtten vi trengte. De er svært effektive, de svarer på alle e-postene våre i tide. De følger opp, og hvis vi trenger, organiserer de møter for å diskutere spørsmål, og de løser dem effektivt.
Kontoadministratoren vår var på ballen og veldig responsiv. Det er ikke en liten oppgave å flytte programvaresystemer, så vi var i kontakt ganske ofte. Han sørget for at jeg fikk det jeg trengte tilbake i tide. Jeg var holdt i sløyfe, og kommunikasjonen var veldig gjennomsiktig, så jeg visste alltid hva som skjedde.
At the start, Grouper were very helpful. I remember I compiled a list of questions over the first few weeks and we set up a call. The support has always been very helpful, they can come into our system, share the screen and show us live how to use the system.
Jeg vil si at tjenesten er veldig brukervennlig, støttende, med raske responstider. Kundeopplevelsen er god. Og etter å ha hatt den samme kontoadministratoren for å bygge det forholdet, vet jeg at jeg kan hoppe på en samtale, og det er fleksibilitet i forhold til hvordan den støtten kan leveres. Denne konsistensen vi får med Grouper er veldig verdifull.
Grouper helped us to navigate a difficult time in the best possible way, as a kind of translator for the system.
Hva er unikt med Grouper? Jeg vil si at de er svært responsive, pålitelige og støttende. Da vi prøvde å sette opp ytelsesvurderinger automatisk i systemet, hadde vi et par samtaler hvor de delte skjermen for å vise meg hvordan jeg setter det opp riktig. Takk til Grouper.
Vår kontoadministrator er veldig, veldig hjelpsom og vil alltid hoppe på en samtale. Det kan være bare et par minutter, men det er så mye enklere å snakke med noen og dele skjermen. Nylig ønsket jeg å endre et felt og endre jobbtappen. Han gjorde det veldig raskt. På andre systemer har jeg brukt tid på å prøve å få noe til å fungere, og kanskje til slutt komme dit, men det tok en time.
Grouper-måten er veldig hjelpsom, og personlig finner jeg det virkelig nyttig fordi det sparer tid, og til slutt sparer det bedriften penger fordi jeg ikke kaster bort tid på å søke etter informasjon.
Jeg føler at hvis jeg trenger å ta kontakt og snakke med vår kontoadministrator, vil han gjøre sitt beste for å finne en løsning. Han kjenner systemet så godt at hans tekniske kunnskap er veldig god. Jeg føler at ved å gå til ham får jeg teknisk ekspertise, og han prøver å løse andre problemer med løsningen. Å vite at jeg har Grouper til å støtte oss som kunde, gir meg større trygghet.
What makes Grouper stand out to me is, we jump on a call and we have the chance to overcome that barrier in communication you can get with emails, or sending tickets to be resolved.
Jeg trengte bare noe som skulle gjøre livet mitt enklere i stedet for manuelle poster overalt. Grouper var så hjelpsomme, de gjorde all oppsett i henhold til det jeg hadde bedt om, og det gjorde det enklere for meg å navigere rundt i systemet med informasjonen allerede der.
I found Grouper really helpful. We had a few training sessions and they tailored them to the individual or to the questions I had.
We implemented in a matter of weeks whereas if it was left to me, it probably would have delayed the rollout, at a time when I am time poor. It meant the team could look after their own records and I just had to look after the approvals.
Vi har alltid hatt en personlig kontakt hos Grouper, som var veldig håndfast, spesielt i de tidlige fasene.
På grunn av bransjen vi er i, tar vi sannsynligvis mer hensyn til kundeserviceaspekter og den responsen er svært viktig for oss. Det har hjulpet meg å være så fornøyd med støtten. Vår kontoadministrator er alltid flink til å komme tilbake, og jeg har likt at det er en personlig tilnærming: å ha et enkelt kontaktpunkt er veldig hjelpsomt, akkurat slik kundene våre liker å ha et kjent ansikt de kan stole på.
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