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. Ler mais
Abandonment of Employment
When an employee stops attending work without notice or explanation, appearing to have left the job. Ler mais
Absence Management
The policies and processes an organisation uses to record, monitor and reduce unplanned employee absence. Ler mais
Absenteeism
Habitual or unplanned absence from work beyond agreed leave, often signalling deeper engagement or health issues. Ler mais
Accrual (Leave Accrual)
The gradual build-up of entitlements such as annual leave as an employee works through the year. Ler mais
Adverse Impact
When a seemingly neutral policy or practice disproportionately disadvantages a protected group. Ler mais
Annual Leave
Paid time off that employees are entitled to take each year for rest and personal use. Ler mais
Annualised Hours
A contract that sets total working hours over a year rather than per week, allowing flexible scheduling. Ler mais
Applicant Tracking System (ATS)
Software that manages job applications from advertisement through to hire, centralising the recruitment pipeline. Ler mais
Appraisal
A structured review of an employee's performance, contribution and development over a set period. Ler mais
Apprenticeship
A structured programme combining paid work with formal training that leads to a recognised qualification. Ler mais
At-Will Employment
A US doctrine allowing either employer or employee to end employment at any time, for almost any reason. Ler mais
Background Check
Verification of a candidate's history — such as identity, references and qualifications — before employment begins. Ler mais
Banded Hours
A right for workers with variable hours to be placed on a contract band reflecting the hours they actually work. Ler mais
Bank Holiday (Public Holiday)
A day recognised by statute on which most workers are entitled to paid time off or an alternative benefit. Ler mais
Benchmarking
Comparing an organisation's pay, benefits or practices against the market or peers to stay competitive. Ler mais
Benefit in Kind (BIK)
A non-cash perk provided to an employee, such as a company car or health cover, that may be taxable. Ler mais
Bereavement Leave
Time off granted to an employee following the death of a close family member or dependant. Ler mais
Blended Workforce
A workforce combining permanent employees with contractors, temporary and freelance workers. Ler mais
Bonus
An additional payment made to an employee, usually to reward performance or the achievement of targets. Ler mais
Bradford Factor
A formula that weights frequent short absences more heavily than occasional long ones to flag absence patterns. Ler mais
Candidate Experience
The overall impression a job applicant forms of an employer throughout the recruitment process. Ler mais
Career Break
An extended period of agreed unpaid leave during which the employment relationship is preserved. Ler mais
Career Pathing
Mapping the possible routes an employee can take to progress and develop within an organisation. Ler mais
Carer's Leave
Time off that allows an employee to provide care for a person in need of significant support. Ler mais
Casual Worker
A worker engaged on an irregular, as-needed basis with no guaranteed hours or ongoing commitment. Ler mais
Collective Agreement
A negotiated agreement between an employer and a trade union setting terms for a group of employees. Ler mais
Collective Bargaining
Negotiation between employers and trade unions over pay, conditions and workplace terms for a group of workers. Ler mais
Compassionate Leave
Discretionary or contractual time off granted to deal with a personal or family emergency or crisis. Ler mais
Compensation
The total financial reward an employee receives for their work, including salary and variable pay. Ler mais
Competency Framework
A structured set of skills, behaviours and knowledge that defines effective performance in a role. Ler mais
Compressed Hours
Working full-time hours over fewer, longer days rather than the standard working week. Ler mais
Constructive Dismissal
When an employee resigns because the employer's serious breach of contract left them no reasonable choice. Ler mais
Continuous Service
The unbroken length of time an employee has worked for an employer, which affects statutory rights. Ler mais
Contract of Employment
The legally binding agreement setting out the terms and conditions between employer and employee. Ler mais
Core Hours
The part of the working day when all employees must be available, within a flexible-hours arrangement. Ler mais
Corrective Action
Steps taken to address and remedy an employee's underperformance or misconduct. Ler mais
Cost of Turnover
The total financial impact of losing and replacing an employee. Ler mais
Cost per Hire
The total average cost of filling a vacancy, from advertising and agency fees to internal time. Ler mais
CSO Returns (Employment Statistics Reporting)
Statutory statistical returns some Irish employers must submit to the Central Statistics Office. Ler mais
Culture Fit
How well a candidate's values and working style align with an organisation's culture and norms. Ler mais
Deferred Compensation
Earnings set aside to be paid at a later date, such as retirement or the end of a vesting period. Ler mais
Digital Nomad
A worker who performs their job remotely while travelling or living in different locations. Ler mais
Disciplinary Procedure
A fair, structured process for addressing employee conduct or performance that falls short of standards. Ler mais
Diversity, Equity and Inclusion (DEI)
An organisation's efforts to build a diverse workforce and a fair, inclusive environment where everyone can thrive. Ler mais
Employee Assistance Programme (EAP)
A confidential support service offering employees help with personal, financial or wellbeing issues. Ler mais
Employee Engagement
The emotional commitment employees feel towards their organisation and its goals. Ler mais
Employee Handbook
A document that sets out an organisation's policies, procedures and expectations for staff. Ler mais
Employee Lifecycle
The stages an employee moves through with an organisation, from attraction to departure. Ler mais
Employee Mobility
The movement of employees between roles, teams or locations, internally or across borders. Ler mais
Employee Net Promoter Score (eNPS)
A simple metric measuring how likely employees are to recommend their organisation as a place to work. Ler mais
Employee Self-Service
Systems letting employees view and update their own HR information directly. Ler mais
Employee Self-Service (ESS)
HR software features that let employees view and update their own information and requests. Ler mais
Employee Value Proposition (EVP)
The unique set of rewards and benefits an organisation offers employees in return for their skills and contribution. Ler mais
Employee Wellbeing
An organisation's efforts to support the physical, mental and financial health of staff. Ler mais
Employer Branding
The reputation and image an organisation projects as a place to work, to current and prospective employees. Ler mais
Employer of Record (EOR)
A third party that legally employs staff on a company's behalf, often to enable hiring in another country. Ler mais
Equal Pay
The legal principle that people must receive the same pay for the same or equivalent work. Ler mais
Exit Interview
A conversation with a departing employee to understand why they are leaving and how to improve. Ler mais
Exit Management (Offboarding)
The structured process of managing an employee's departure from an organisation. Ler mais
Expatriate (Assignee)
An employee sent to work in another country for an extended period on assignment. Ler mais
Fixed-Term Contract
An employment contract that ends on a set date or on completion of a specific task or project. Ler mais
Flexible Working
Working arrangements that give employees choice over when, where or how much they work. Ler mais
FLSA (Fair Labor Standards Act)
The US federal law setting minimum wage, overtime and record-keeping standards for many employees. Ler mais
Force Majeure Leave
Short, urgent leave to deal with a sudden family emergency involving injury or illness of a dependant. Ler mais
Form W-4 (US)
A US tax form employees complete so employers withhold the correct federal income tax. Ler mais
Four-Day Week
A working pattern that reduces the standard working week to four days, often without cutting pay. Ler mais
Full-Time Equivalent (FTE)
A unit expressing workforce size by converting all hours worked into full-time positions. Ler mais
Garden Leave
A period during notice when an employee stays employed and paid but does not attend work. Ler mais
GDPR (General Data Protection Regulation)
The EU data-protection law governing how organisations collect, store and use personal data, including employee data. Ler mais
Gender Pay Gap
The difference in average pay between men and women across an organisation or workforce. Ler mais
Gig Economy
A labour market built on short-term, task-based or freelance work rather than permanent employment. Ler mais
Grievance
A formal complaint raised by an employee about a workplace issue that needs to be addressed. Ler mais
Gross Misconduct
Serious wrongdoing so grave that it can justify dismissal without notice or pay in lieu. Ler mais
Gross Negligence
A serious failure to take reasonable care that can amount to gross misconduct and justify dismissal. Ler mais
Hard Skills
Specific, teachable and measurable abilities such as technical or professional competencies. Ler mais
Headcount
The total number of employees in an organisation, team or category at a given point in time. Ler mais
Headhunting (Executive Search)
Actively approaching and recruiting talented individuals, often those not actively job-seeking. Ler mais
Health and Safety
The legal and practical measures an employer takes to protect the wellbeing of workers at work. Ler mais
Holiday Pay
The pay an employee receives while taking their entitled annual leave. Ler mais
HR Business Partner (HRBP)
A senior HR professional who works closely with business leaders to align people strategy with goals. Ler mais
HRIS (Human Resource Information System)
Software that centralises employee data and automates core HR processes such as records, leave and reporting. Ler mais
Human Capital
The collective skills, knowledge and experience of an organisation's people, viewed as an asset. Ler mais
Human Capital Management (HCM)
The strategic approach to recruiting, managing and developing people to maximise their value. Ler mais
Hybrid Work
A working model combining time in the workplace with time working remotely. Ler mais
I-9 Form (US)
A US federal form used to verify an employee's identity and legal authorisation to work in the United States. Ler mais
Incentive Pay
Variable pay designed to motivate and reward specific performance, results or behaviours. Ler mais
Induction
The process of introducing a new employee to their role, team and organisation in their first days and weeks. Ler mais
Insubordination
An employee's deliberate refusal to follow a reasonable and lawful instruction from a manager. Ler mais
Internal Mobility
The movement of employees into new roles within the same organisation, through promotion or transfer. Ler mais
Job Architecture
A structured framework that defines roles, levels and career paths consistently across an organisation. Ler mais
Job Description
A document setting out the purpose, duties and requirements of a specific role. Ler mais
Job Evaluation
A systematic method of assessing the relative value of roles to set fair and consistent pay. Ler mais
Job Offer
A formal proposal of employment setting out the role, terms and conditions for a chosen candidate. Ler mais
Job Sharing
An arrangement where two part-time employees share the duties and hours of one full-time role. Ler mais
Key Result Area (KRA)
The broad areas of responsibility in which an employee is expected to deliver results. Ler mais
Key Worker (Critical Role)
An employee whose role is essential to core operations or, in a wider sense, to essential public services. Ler mais
Knowledge Management
Capturing, organising and sharing an organisation's collective knowledge so it is not lost. Ler mais
KPI (Key Performance Indicator)
A measurable value that shows how effectively an individual, team or organisation is meeting a key objective. Ler mais
KSA (Knowledge, Skills and Abilities)
The knowledge, skills and abilities a person needs to perform a role effectively. Ler mais
Labour Turnover
The rate at which employees leave an organisation and are replaced over a given period. Ler mais
Lateral Move
A sideways move to a role at a similar level, broadening experience rather than increasing seniority. Ler mais
Learning and Development (L&D)
Activities that build employees' skills, knowledge and capabilities to support performance and growth. Ler mais
Leave Management
The process of requesting, approving, tracking and reporting employee time off. Ler mais
Leave of Absence
An authorised period away from work, paid or unpaid, outside normal holiday entitlement. Ler mais
Letter of Offer
A written offer of employment setting out the main terms a candidate is being asked to accept. Ler mais
Line Manager
The person with direct responsibility for managing an individual or team's daily work. Ler mais
Living Wage
A voluntary pay rate calculated to cover the basic cost of a decent standard of living. Ler mais
Long-Service Award
Recognition given to employees for reaching significant milestones of continuous service. Ler mais
Management by Objectives (MBO)
A management approach where goals are agreed jointly and progress measured against them. Ler mais
Maternity Leave
Protected time off around childbirth for the birth parent, with statutory and often contractual pay. Ler mais
Matrix Organisation
A structure where employees report to more than one manager across functions and projects. Ler mais
Mediation
A voluntary, confidential process where a neutral third party helps resolve a workplace dispute. Ler mais
Mentoring
A developmental relationship where an experienced colleague guides another's growth. Ler mais
Merit Increase
A permanent rise in base pay awarded for individual performance rather than cost of living. Ler mais
Minimum Notice
The shortest period of notice an employer must give before terminating employment, set by law. Ler mais
Minimum Wage
The lowest hourly rate an employer may lawfully pay most workers. Ler mais
Moonlighting
Holding a second job or side business alongside one's main employment. Ler mais
National Insurance / PRSI
Mandatory social insurance contributions funding state benefits and pensions. Ler mais
Night Work
Work carried out during night-time hours, subject to specific health and hours protections. Ler mais
Nine-Box Grid
A talent tool plotting employees by current performance against future potential. Ler mais
Non-Compete Clause
A contractual term restricting an employee from competing with their employer after leaving. Ler mais
Notice Period
The advance warning either party must give before ending the employment relationship. Ler mais
Objectives and Key Results (OKRs)
A goal-setting framework linking ambitious objectives to measurable key results. Ler mais
Occupational Health
Services and practices that protect and promote employees' health at work. Ler mais
Occupational Pension
A workplace pension scheme set up by an employer to provide retirement income for staff. Ler mais
Offboarding
The structured process of managing an employee's departure from the organisation. Ler mais
Onboarding
The process of integrating a new employee into the organisation so they become effective and engaged. Ler mais
One-to-One
A regular, private conversation between a manager and a team member. Ler mais
Organisational Chart
A visual map of reporting lines, roles and structure within an organisation. Ler mais
Outplacement
Support provided to departing employees to help them find new roles. Ler mais
Overtime
Hours worked beyond an employee's normal contracted hours, sometimes at an enhanced rate. Ler mais
Overtime Premium
The enhanced rate, above normal pay, paid for hours worked as overtime. Ler mais
Parent's Leave
A State-paid period of leave available to each parent during a child's early years. Ler mais
Parental Leave
Unpaid, job-protected leave for parents to care for young children. Ler mais
Paternity Leave
Short, protected leave for the relevant parent around the birth or adoption of a child. Ler mais
Pay in Lieu of Notice (PILON)
A payment covering the notice period so employment can end immediately. Ler mais
Pay Transparency
Openness about pay levels, structures and the basis on which pay decisions are made. Ler mais
Payroll
The process of calculating and paying employees' wages, along with related tax and deductions. Ler mais
Peer Review
Feedback on an employee's performance gathered from their colleagues. Ler mais
Pension (Occupational)
A retirement savings arrangement, often supported by employer contributions, for employees' later life. Ler mais
Pension Auto-Enrolment
A scheme automatically enrolling eligible workers into a retirement savings plan. Ler mais
Pension Contribution
Money paid into an employee's retirement savings by the employee, employer or both. Ler mais
Performance Improvement Plan (PIP)
A structured, time-bound plan to help an underperforming employee meet expectations. Ler mais
Performance Management
The ongoing process of setting expectations, giving feedback and supporting employees to perform well. Ler mais
Preboarding
Engagement and preparation activities between a signed offer and the first day. Ler mais
Probation
An initial period of employment during which suitability for the role is assessed. Ler mais
Probation Period
An initial period of employment during which suitability for the role is assessed. Ler mais
Probationary Review
A structured assessment of a new hire's suitability during or at the end of probation. Ler mais
Protected Disclosure
A worker's report of wrongdoing that is legally protected from penalisation. Ler mais
Psychometric Testing
Standardised assessments measuring aptitude, personality or behavioural traits in recruitment. Ler mais
Quiet Quitting
Doing only what a role strictly requires, without going above and beyond. Ler mais
Reasonable Accommodation
Adjustments enabling a person with a disability to work, unless they cause disproportionate burden. Ler mais
Recruitment
The end-to-end process of attracting, selecting and hiring people to fill roles in an organisation. Ler mais
Redundancy
Dismissal because a role is no longer needed, rather than because of the individual's conduct or capability. Ler mais
Reference Check
Verification of a candidate's employment history and suitability with previous employers. Ler mais
Remote Work
An arrangement where employees carry out their duties away from a central workplace, typically from home. Ler mais
Reskilling
Training employees for a substantially different role from the one they currently hold. Ler mais
Restrictive Covenant
A contractual clause limiting an employee's activities during or after employment. Ler mais
Retention (Employee Retention)
An organisation's ability to keep its employees and reduce avoidable turnover. Ler mais
Right to Disconnect
The principle that employees can disengage from work communications outside working hours. Ler mais
Right-to-Work Check
Verifying that a prospective or current employee is legally permitted to work in the relevant country. Ler mais
Sabbatical
An extended period of leave, often for rest, study or personal projects, with a right to return. Ler mais
Salary Band
A defined pay range for a role or grade, with a minimum, midpoint and maximum. Ler mais
Benchmarking salarial
Comparing pay for roles against external market data to inform reward decisions. Ler mais
Salary Sacrifice
An arrangement where an employee gives up part of their salary for a non-cash benefit. Ler mais
Secondment
A temporary assignment of an employee to a different role, team or organisation. Ler mais
Settlement Agreement
A legally binding agreement resolving an employment dispute or ending employment on agreed terms. Ler mais
Shift Differential
Extra pay for working less desirable shifts, such as nights or weekends. Ler mais
Shift Swap
An arrangement where employees exchange rostered shifts, usually with approval. Ler mais
Short-Time Working
A temporary reduction in an employee's hours or pay due to reduced work. Ler mais
Sick Leave
Time off work due to illness or injury, which may be paid or unpaid. Ler mais
Skills Matrix
A grid mapping which employees hold which skills, and at what level. Ler mais
Soft Skills
Interpersonal and behavioural abilities such as communication, teamwork and adaptability. Ler mais
Span of Control
The number of direct reports a manager is responsible for. Ler mais
Staff Handbook
A single document setting out an organisation's policies, procedures and expectations for employees. Ler mais
Statutory Redundancy
The minimum redundancy payment prescribed by law for eligible employees. Ler mais
Statutory Sick Pay
The minimum sick pay employers must provide by law to eligible employees. Ler mais
Stay Interview
A conversation with a current employee to understand what keeps them and what might make them leave. Ler mais
Succession Planning
Identifying and developing people to fill critical roles as they become vacant. Ler mais
Aquisição de Talentos
The strategic, long-term function of attracting and hiring the people an organisation needs. Ler mais
Talent Management
The integrated set of practices for attracting, developing and retaining capable people. Ler mais
Tempo e Comparecimento
Systems and processes for recording when employees work and are absent. Ler mais
Total Reward
The complete package of financial and non-financial benefits an employee receives from working. Ler mais
Recompensas Totais
The full package of pay, benefits and non-financial rewards an employee receives. Ler mais
Training Needs Analysis
A systematic assessment of the gap between current and required skills. Ler mais
TUPE
Rules protecting employees' terms when a business or service transfers to a new employer. Ler mais
Turnover (Staff Turnover)
The rate at which employees leave an organisation and are replaced over a given period. Ler mais
Unconscious Bias
Automatic, unintended judgements about people that can influence workplace decisions. Ler mais
Unfair Dismissal
Termination of employment that breaches statutory fairness in reason or process. Ler mais
Upskilling
Developing employees' existing skills to meet evolving role and business needs. Ler mais
Variable Pay
Compensation that fluctuates with performance, such as bonuses or commission. Ler mais
Wellbeing Programme
A coordinated set of initiatives supporting employees' physical, mental and financial health. Ler mais
Whistleblowing Policy
A policy setting out how workers can safely report wrongdoing and how the employer responds. Ler mais
Workforce Planning
Anticipating future people needs and ensuring the organisation has the right skills at the right time. Ler mais
Working Time Directive
EU law setting limits on working hours and minimum rest and leave. Ler mais
Workplace Investigation
A structured, impartial process for establishing facts about a workplace complaint or allegation. Ler mais
Workplace Relations Commission (WRC)
Ireland's statutory body for employment rights, enforcement and dispute resolution. Ler mais
Works Council
A body representing employees in information and consultation with the employer. Ler mais
Zero-Hours Contract
An arrangement where the employer does not guarantee any minimum hours of work. Ler mais
“O ideal é o que temos agora com 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.”
O que os nossos clientes dizem
O ideal é o que temos agora com Grouper.
Com a nossa taxa de contratação, não tem tempo para pesquisar ou ver tutoriais em vídeo. O facto de termos alguém para falar connosco e nos apresentar soluções práticas muito rapidamente é inestimável. O serviço ao cliente deles é incomparável.
A relação de trabalho com Grouper tem-based sido fantástica. O nosso gerente de conta é simpático, acessível e disponível. O conhecimento e a experiência deles foram excelentes e transmite uma grande certeza de que o sistema faz o que deve. Alivía muita pressão à nossa equipa.
A implementação correu bem. Grouper respondeu sempre e o nosso gerente de conta é diligente e atento, e flexível em termos do tempo e da ajuda que nos forneceram. Mesmo agora que o sistema já está estabelecido, sempre que enviamos um e‑mail ou temos uma dúvida, eles regressam provavelmente dentro de uma hora.
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.
Numa grande quantidade de transacções, o vendedor não está envolvido na transformação. Moji é bastante único na sua área porque entra na mente dos profissionais de RH mas também entende o negócio, e é também muito técnico. Pode ajustar o nível conforme necessário. Era o melhor pacote da classe.
Os sistemas vão vindo e indo e as pessoas podem ultrapassar transições, mas há algo muito único na forma como Moji é apaixonado e capaz. Ele já esteve no escritório e conheceu e formou todos. Esse nível de consultoria não se encontra em todo o lado.
Até 85% da nossa semana de trabalho era ocupada com recrutamento, contratos e cartas de proposta. Agora, diria que o nosso peso administrativo já baixou 40% porque não andamos a procurar através de e-mails atrás de e-mails.
Não tínhamos um sistema de RH antes; tudo era manual e em folhas de cálculo. Grouper tornou tudo tão fácil e tem sido uma verdadeira mudança, não apenas para mim, mas para os nossos gestores. Eles não me enviam e-mails a pedir informações. Diria que reduziu o lado administrativo em cerca de 40%.
É o serviço ao cliente em que eles se destacaram. Fiquei surpreso por conseguir enviar e-mail a um indivíduo específico com uma questão. Assim que há qualquer dúvida, ele volta mais rápido do que já vi. E está sempre resolvido. Não há o que acontece com muitos outros fornecedores onde o fornecedor envia uma resposta genérica por e-mail ou não há flexibilidade.
Logo no início, o nível de serviço foi muito alto. Tivemos a oportunidade de trabalhar com o nosso gestor de conta, que foi excelente. Ele é muito orientado ao serviço, quer perceber as nossas necessidades e os nossos problemas. É muito rápido: quando tenho um pedido, ele responde de imediato, e estamos realmente satisfeitos.
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.
É extremamente valioso. O nosso gestor de conta já é um bom amigo neste estágio. Ele aceita de bom grado entrar numa chamada para mostrar uma funcionalidade específica do sistema ou explicar passo a passo. Envio um e-mail de manhã e ele regressa dentro de algumas horas. É ótimo ter alguém com quem pode interagir a um nível pessoal.
Velocidade de resposta. Eles abordam as coisas muito rapidamente. Somos uma equipa grande e ambicionamos tornar as coisas um pouco mais fáceis. Às vezes surgem ideias que achamos realizáveis, por isso contactamos Grouper. Tenho toda a informação acessível, não preciso recorrer a um arquivo físico: tudo está lá na plataforma. Inestimável!
Com alguns fornecedores externalizados, não sabe quem irá responder ou quanto tempo irá esperar. Enquanto isso, eu apenas sempre mando e-mail para Grouper e eles respondem de imediato e tentam sempre encontrar uma solução.
Estamos com Grouper desde 2019 e vemos-nos como um parceiro muito próximo. Reconhecemos também que eles entendem o nosso negócio.
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.
Essa é a beleza de lidar com uma empresa como a Grouper. Somos uma PME pequena e o tipo de apoio de que precisamos é exatamente o que estamos a receber.
Grouper é muito responsivo e o nosso gestor de conta tem um excelente conhecimento, sendo capaz de nos apresentar ideias e mostrar como utilizar o sistema ainda mais. O serviço tem sido muito suave: é uma grande mudança, mas a equipa tem respondido rapidamente e também é boa a partilhar informações.
Grouper tem sede na Irlanda, por isso, do nosso ponto de vista, foi muito mais fácil em termos de comunicação e apoio necessário. São muito eficazes, respondem a todos os nossos e-mails de forma atempada. Seguem e, se precisarmos, organizam reuniões para discutir questões e resolvem-nas de forma eficaz.
O nosso gestor de conta estava atento e realmente responsivo. Não é tarefa pequena mover sistemas de software, por isso estivemos em contacto com alguma frequência. Ele certificou-se de que eu recebesse o que precisava a tempo. Fui mantido no loop, e a comunicação foi muito transparente, por isso sempre soube o que estava a acontecer.
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.
Diria que o serviço é muito fácil de usar, de apoio, com tempos de resposta rápidos. A experiência do cliente é boa. E tendo tido o mesmo gestor de conta para construir essa relação, sei que posso ligar e há flexibilidade em termos de como esse apoio pode ser fornecido. Essa consistência que obtemos com Grouper é muito valiosa.
Grouper helped us to navigate a difficult time in the best possible way, as a kind of translator for the system.
O que é único no Grouper? Diria que são muito responsivos, confiáveis e solidários. Quando tentámos configurar avaliações de desempenho automaticamente no sistema, tivemos algumas chamadas em que partilharam a tela para me mostrar como configurar corretamente. Graças a Grouper.
O nosso gestor de conta é muito, muito prestável e irá sempre fazer uma chamada. Pode ser apenas alguns minutos, mas é muito mais fácil falar com alguém e partilhar a tela. Recentemente, queria alterar um campo e mudar a aba de trabalho. Ele fez isso muito rapidamente. Em outros sistemas, passei algum tempo a tentar resolver algo e, talvez, chegar lá, mas demorou uma hora.
A forma Grouper é muito útil e pessoalmente acho que é realmente útil porque poupa tempo e no final do dia, isso poupa dinheiro à empresa porque não estou a desperdiçar tempo a procurar informações.
Sinto que, se precisar de contactar o nosso Gestor de Conta, ele fará o possível para encontrar uma solução. Ele conhece muito bem o sistema, por isso o seu conhecimento técnico é muito bom. Sinto que, ao ir ter com ele, obtenho experiência técnica e ele tenta resolver outros problemas com a solução. Saber que tenho o Grouper para nos apoiar como cliente dá-me mais tranquilidade.
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.
Eu precisava apenas de algo que tornasse a minha vida mais fácil, em vez de ter registos manuais por toda a parte. Grouper foram muito úteis, fizeram toda a configuração conforme o que eu tinha pedido e isso facilitou a minha navegação no sistema com a informação já existente.
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.
Sempre lidámos com um ponto de contacto pessoal no Grouper, que era muito prático, especialmente nos estágios iniciais.
Por causa da indústria em que estamos, damos mais atenção aos aspetos de atendimento ao cliente e essa capacidade de resposta é extremamente importante para nós. Isso ajudou-me a ficar tão satisfeito com o apoio. O nosso gestor de conta está sempre disponível para responder e eu aprecio o toque pessoal: ter esse ponto único de referência é muito útil, tal como os nossos clientes gostam de ter uma cara familiar em quem confiar.
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