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. Читати далі
Abandonment of Employment
When an employee stops attending work without notice or explanation, appearing to have left the job. Читати далі
Absence Management
The policies and processes an organisation uses to record, monitor and reduce unplanned employee absence. Читати далі
Absenteeism
Habitual or unplanned absence from work beyond agreed leave, often signalling deeper engagement or health issues. Читати далі
Accrual (Leave Accrual)
The gradual build-up of entitlements such as annual leave as an employee works through the year. Читати далі
Adverse Impact
When a seemingly neutral policy or practice disproportionately disadvantages a protected group. Читати далі
Annual Leave
Paid time off that employees are entitled to take each year for rest and personal use. Читати далі
Annualised Hours
A contract that sets total working hours over a year rather than per week, allowing flexible scheduling. Читати далі
Applicant Tracking System (ATS)
Software that manages job applications from advertisement through to hire, centralising the recruitment pipeline. Читати далі
Appraisal
A structured review of an employee's performance, contribution and development over a set period. Читати далі
Apprenticeship
A structured programme combining paid work with formal training that leads to a recognised qualification. Читати далі
At-Will Employment
A US doctrine allowing either employer or employee to end employment at any time, for almost any reason. Читати далі
Attrition
The gradual reduction of a workforce as employees leave and are not always replaced. Читати далі
Background Check
Verification of a candidate's history — such as identity, references and qualifications — before employment begins. Читати далі
Banded Hours
A right for workers with variable hours to be placed on a contract band reflecting the hours they actually work. Читати далі
Bank Holiday (Public Holiday)
A day recognised by statute on which most workers are entitled to paid time off or an alternative benefit. Читати далі
Benchmarking
Comparing an organisation's pay, benefits or practices against the market or peers to stay competitive. Читати далі
Benefit in Kind (BIK)
A non-cash perk provided to an employee, such as a company car or health cover, that may be taxable. Читати далі
Bereavement Leave
Time off granted to an employee following the death of a close family member or dependant. Читати далі
Blended Workforce
A workforce combining permanent employees with contractors, temporary and freelance workers. Читати далі
Bonus
An additional payment made to an employee, usually to reward performance or the achievement of targets. Читати далі
Bradford Factor
A formula that weights frequent short absences more heavily than occasional long ones to flag absence patterns. Читати далі
Burnout
A state of physical and emotional exhaustion caused by prolonged, unmanaged workplace stress. Читати далі
Candidate Experience
The overall impression a job applicant forms of an employer throughout the recruitment process. Читати далі
Career Break
An extended period of agreed unpaid leave during which the employment relationship is preserved. Читати далі
Career Pathing
Mapping the possible routes an employee can take to progress and develop within an organisation. Читати далі
Carer's Leave
Time off that allows an employee to provide care for a person in need of significant support. Читати далі
Casual Worker
A worker engaged on an irregular, as-needed basis with no guaranteed hours or ongoing commitment. Читати далі
Collective Agreement
A negotiated agreement between an employer and a trade union setting terms for a group of employees. Читати далі
Collective Bargaining
Negotiation between employers and trade unions over pay, conditions and workplace terms for a group of workers. Читати далі
Compassionate Leave
Discretionary or contractual time off granted to deal with a personal or family emergency or crisis. Читати далі
Compensation
The total financial reward an employee receives for their work, including salary and variable pay. Читати далі
Competency Framework
A structured set of skills, behaviours and knowledge that defines effective performance in a role. Читати далі
Compressed Hours
Working full-time hours over fewer, longer days rather than the standard working week. Читати далі
Constructive Dismissal
When an employee resigns because the employer's serious breach of contract left them no reasonable choice. Читати далі
Continuous Service
The unbroken length of time an employee has worked for an employer, which affects statutory rights. Читати далі
Contract of Employment
The legally binding agreement setting out the terms and conditions between employer and employee. Читати далі
Core Hours
The part of the working day when all employees must be available, within a flexible-hours arrangement. Читати далі
Corrective Action
Steps taken to address and remedy an employee's underperformance or misconduct. Читати далі
Cost of Turnover
The total financial impact of losing and replacing an employee. Читати далі
Cost per Hire
The total average cost of filling a vacancy, from advertising and agency fees to internal time. Читати далі
CSO Returns (Employment Statistics Reporting)
Statutory statistical returns some Irish employers must submit to the Central Statistics Office. Читати далі
Culture Fit
How well a candidate's values and working style align with an organisation's culture and norms. Читати далі
Deferred Compensation
Earnings set aside to be paid at a later date, such as retirement or the end of a vesting period. Читати далі
Digital Nomad
A worker who performs their job remotely while travelling or living in different locations. Читати далі
Disciplinary Procedure
A fair, structured process for addressing employee conduct or performance that falls short of standards. Читати далі
Diversity, Equity and Inclusion (DEI)
An organisation's efforts to build a diverse workforce and a fair, inclusive environment where everyone can thrive. Читати далі
Employee Assistance Programme (EAP)
A confidential support service offering employees help with personal, financial or wellbeing issues. Читати далі
Employee Engagement
The emotional commitment employees feel towards their organisation and its goals. Читати далі
Employee Handbook
A document that sets out an organisation's policies, procedures and expectations for staff. Читати далі
Employee Lifecycle
The stages an employee moves through with an organisation, from attraction to departure. Читати далі
Employee Mobility
The movement of employees between roles, teams or locations, internally or across borders. Читати далі
Employee Net Promoter Score (eNPS)
A simple metric measuring how likely employees are to recommend their organisation as a place to work. Читати далі
Employee Self-Service
Systems letting employees view and update their own HR information directly. Читати далі
Employee Self-Service (ESS)
HR software features that let employees view and update their own information and requests. Читати далі
Employee Value Proposition (EVP)
The unique set of rewards and benefits an organisation offers employees in return for their skills and contribution. Читати далі
Employee Wellbeing
An organisation's efforts to support the physical, mental and financial health of staff. Читати далі
Employer Branding
The reputation and image an organisation projects as a place to work, to current and prospective employees. Читати далі
Employer of Record (EOR)
A third party that legally employs staff on a company's behalf, often to enable hiring in another country. Читати далі
Equal Pay
The legal principle that people must receive the same pay for the same or equivalent work. Читати далі
Exit Interview
A conversation with a departing employee to understand why they are leaving and how to improve. Читати далі
Exit Management (Offboarding)
The structured process of managing an employee's departure from an organisation. Читати далі
Expatriate (Assignee)
An employee sent to work in another country for an extended period on assignment. Читати далі
Fixed-Term Contract
An employment contract that ends on a set date or on completion of a specific task or project. Читати далі
Flexible Working
Working arrangements that give employees choice over when, where or how much they work. Читати далі
FLSA (Fair Labor Standards Act)
The US federal law setting minimum wage, overtime and record-keeping standards for many employees. Читати далі
Force Majeure Leave
Short, urgent leave to deal with a sudden family emergency involving injury or illness of a dependant. Читати далі
Form W-4 (US)
A US tax form employees complete so employers withhold the correct federal income tax. Читати далі
Four-Day Week
A working pattern that reduces the standard working week to four days, often without cutting pay. Читати далі
Full-Time Equivalent (FTE)
A unit expressing workforce size by converting all hours worked into full-time positions. Читати далі
Furlough
A temporary, agreed pause in work — often with reduced or state-supported pay — during which employment continues. Читати далі
Garden Leave
A period during notice when an employee stays employed and paid but does not attend work. Читати далі
GDPR (General Data Protection Regulation)
The EU data-protection law governing how organisations collect, store and use personal data, including employee data. Читати далі
Gender Pay Gap
The difference in average pay between men and women across an organisation or workforce. Читати далі
Gig Economy
A labour market built on short-term, task-based or freelance work rather than permanent employment. Читати далі
Grievance
A formal complaint raised by an employee about a workplace issue that needs to be addressed. Читати далі
Gross Misconduct
Serious wrongdoing so grave that it can justify dismissal without notice or pay in lieu. Читати далі
Gross Negligence
A serious failure to take reasonable care that can amount to gross misconduct and justify dismissal. Читати далі
Gross Pay
An employee's total earnings before tax, social insurance and other deductions are taken. Читати далі
Hard Skills
Specific, teachable and measurable abilities such as technical or professional competencies. Читати далі
Headcount
The total number of employees in an organisation, team or category at a given point in time. Читати далі
Headhunting (Executive Search)
Actively approaching and recruiting talented individuals, often those not actively job-seeking. Читати далі
Health and Safety
The legal and practical measures an employer takes to protect the wellbeing of workers at work. Читати далі
Holiday Pay
The pay an employee receives while taking their entitled annual leave. Читати далі
HR Business Partner (HRBP)
A senior HR professional who works closely with business leaders to align people strategy with goals. Читати далі
HRIS (Human Resource Information System)
Software that centralises employee data and automates core HR processes such as records, leave and reporting. Читати далі
Human Capital
The collective skills, knowledge and experience of an organisation's people, viewed as an asset. Читати далі
Human Capital Management (HCM)
The strategic approach to recruiting, managing and developing people to maximise their value. Читати далі
Hybrid Work
A working model combining time in the workplace with time working remotely. Читати далі
I-9 Form (US)
A US federal form used to verify an employee's identity and legal authorisation to work in the United States. Читати далі
Incentive Pay
Variable pay designed to motivate and reward specific performance, results or behaviours. Читати далі
Induction
The process of introducing a new employee to their role, team and organisation in their first days and weeks. Читати далі
Insubordination
An employee's deliberate refusal to follow a reasonable and lawful instruction from a manager. Читати далі
Internal Mobility
The movement of employees into new roles within the same organisation, through promotion or transfer. Читати далі
Job Architecture
A structured framework that defines roles, levels and career paths consistently across an organisation. Читати далі
Job Description
A document setting out the purpose, duties and requirements of a specific role. Читати далі
Job Evaluation
A systematic method of assessing the relative value of roles to set fair and consistent pay. Читати далі
Job Offer
A formal proposal of employment setting out the role, terms and conditions for a chosen candidate. Читати далі
Job Sharing
An arrangement where two part-time employees share the duties and hours of one full-time role. Читати далі
Key Result Area (KRA)
The broad areas of responsibility in which an employee is expected to deliver results. Читати далі
Key Worker (Critical Role)
An employee whose role is essential to core operations or, in a wider sense, to essential public services. Читати далі
Knowledge Management
Capturing, organising and sharing an organisation's collective knowledge so it is not lost. Читати далі
KPI (Key Performance Indicator)
A measurable value that shows how effectively an individual, team or organisation is meeting a key objective. Читати далі
KSA (Knowledge, Skills and Abilities)
The knowledge, skills and abilities a person needs to perform a role effectively. Читати далі
Labour Turnover
The rate at which employees leave an organisation and are replaced over a given period. Читати далі
Lateral Move
A sideways move to a role at a similar level, broadening experience rather than increasing seniority. Читати далі
Lay-Off
A temporary suspension of work, and pay, when an employer has no work available. Читати далі
Learning and Development (L&D)
Activities that build employees' skills, knowledge and capabilities to support performance and growth. Читати далі
Leave Management
The process of requesting, approving, tracking and reporting employee time off. Читати далі
Leave of Absence
An authorised period away from work, paid or unpaid, outside normal holiday entitlement. Читати далі
Letter of Offer
A written offer of employment setting out the main terms a candidate is being asked to accept. Читати далі
Line Manager
The person with direct responsibility for managing an individual or team's daily work. Читати далі
Living Wage
A voluntary pay rate calculated to cover the basic cost of a decent standard of living. Читати далі
Long-Service Award
Recognition given to employees for reaching significant milestones of continuous service. Читати далі
Management by Objectives (MBO)
A management approach where goals are agreed jointly and progress measured against them. Читати далі
Maternity Leave
Protected time off around childbirth for the birth parent, with statutory and often contractual pay. Читати далі
Matrix Organisation
A structure where employees report to more than one manager across functions and projects. Читати далі
Mediation
A voluntary, confidential process where a neutral third party helps resolve a workplace dispute. Читати далі
Mentoring
A developmental relationship where an experienced colleague guides another's growth. Читати далі
Merit Increase
A permanent rise in base pay awarded for individual performance rather than cost of living. Читати далі
Minimum Notice
The shortest period of notice an employer must give before terminating employment, set by law. Читати далі
Minimum Wage
The lowest hourly rate an employer may lawfully pay most workers. Читати далі
Moonlighting
Holding a second job or side business alongside one's main employment. Читати далі
National Insurance / PRSI
Mandatory social insurance contributions funding state benefits and pensions. Читати далі
Night Work
Work carried out during night-time hours, subject to specific health and hours protections. Читати далі
Nine-Box Grid
A talent tool plotting employees by current performance against future potential. Читати далі
Non-Compete Clause
A contractual term restricting an employee from competing with their employer after leaving. Читати далі
Notice Period
The advance warning either party must give before ending the employment relationship. Читати далі
Objectives and Key Results (OKRs)
A goal-setting framework linking ambitious objectives to measurable key results. Читати далі
Occupational Health
Services and practices that protect and promote employees' health at work. Читати далі
Occupational Pension
A workplace pension scheme set up by an employer to provide retirement income for staff. Читати далі
Offboarding
The structured process of managing an employee's departure from the organisation. Читати далі
Onboarding
The process of integrating a new employee into the organisation so they become effective and engaged. Читати далі
One-to-One
A regular, private conversation between a manager and a team member. Читати далі
Organisational Chart
A visual map of reporting lines, roles and structure within an organisation. Читати далі
Outplacement
Support provided to departing employees to help them find new roles. Читати далі
Overtime
Hours worked beyond an employee's normal contracted hours, sometimes at an enhanced rate. Читати далі
Overtime Premium
The enhanced rate, above normal pay, paid for hours worked as overtime. Читати далі
Parent's Leave
A State-paid period of leave available to each parent during a child's early years. Читати далі
Parental Leave
Unpaid, job-protected leave for parents to care for young children. Читати далі
Paternity Leave
Short, protected leave for the relevant parent around the birth or adoption of a child. Читати далі
Pay in Lieu of Notice (PILON)
A payment covering the notice period so employment can end immediately. Читати далі
Pay Transparency
Openness about pay levels, structures and the basis on which pay decisions are made. Читати далі
PAYE
The system for deducting income tax and social contributions from wages at source. Читати далі
Payroll
The process of calculating and paying employees' wages, along with related tax and deductions. Читати далі
Peer Review
Feedback on an employee's performance gathered from their colleagues. Читати далі
Pension (Occupational)
A retirement savings arrangement, often supported by employer contributions, for employees' later life. Читати далі
Pension Auto-Enrolment
A scheme automatically enrolling eligible workers into a retirement savings plan. Читати далі
Pension Contribution
Money paid into an employee's retirement savings by the employee, employer or both. Читати далі
Performance Improvement Plan (PIP)
A structured, time-bound plan to help an underperforming employee meet expectations. Читати далі
Performance Management
The ongoing process of setting expectations, giving feedback and supporting employees to perform well. Читати далі
Preboarding
Engagement and preparation activities between a signed offer and the first day. Читати далі
Probation
An initial period of employment during which suitability for the role is assessed. Читати далі
Probation Period
An initial period of employment during which suitability for the role is assessed. Читати далі
Probationary Review
A structured assessment of a new hire's suitability during or at the end of probation. Читати далі
Protected Disclosure
A worker's report of wrongdoing that is legally protected from penalisation. Читати далі
Psychometric Testing
Standardised assessments measuring aptitude, personality or behavioural traits in recruitment. Читати далі
Quiet Quitting
Doing only what a role strictly requires, without going above and beyond. Читати далі
Reasonable Accommodation
Adjustments enabling a person with a disability to work, unless they cause disproportionate burden. Читати далі
Recruitment
The end-to-end process of attracting, selecting and hiring people to fill roles in an organisation. Читати далі
Redundancy
Dismissal because a role is no longer needed, rather than because of the individual's conduct or capability. Читати далі
Reference Check
Verification of a candidate's employment history and suitability with previous employers. Читати далі
Remote Work
An arrangement where employees carry out their duties away from a central workplace, typically from home. Читати далі
Reskilling
Training employees for a substantially different role from the one they currently hold. Читати далі
Restrictive Covenant
A contractual clause limiting an employee's activities during or after employment. Читати далі
Retention (Employee Retention)
An organisation's ability to keep its employees and reduce avoidable turnover. Читати далі
Right to Disconnect
The principle that employees can disengage from work communications outside working hours. Читати далі
Right-to-Work Check
Verifying that a prospective or current employee is legally permitted to work in the relevant country. Читати далі
Rostering
Scheduling employees' shifts to match staffing needs and legal requirements. Читати далі
Sabbatical
An extended period of leave, often for rest, study or personal projects, with a right to return. Читати далі
Salary Band
A defined pay range for a role or grade, with a minimum, midpoint and maximum. Читати далі
Порівняльний аналіз зарплат
Comparing pay for roles against external market data to inform reward decisions. Читати далі
Salary Sacrifice
An arrangement where an employee gives up part of their salary for a non-cash benefit. Читати далі
Secondment
A temporary assignment of an employee to a different role, team or organisation. Читати далі
Settlement Agreement
A legally binding agreement resolving an employment dispute or ending employment on agreed terms. Читати далі
Shift Differential
Extra pay for working less desirable shifts, such as nights or weekends. Читати далі
Shift Swap
An arrangement where employees exchange rostered shifts, usually with approval. Читати далі
Short-Time Working
A temporary reduction in an employee's hours or pay due to reduced work. Читати далі
Sick Leave
Time off work due to illness or injury, which may be paid or unpaid. Читати далі
Skills Matrix
A grid mapping which employees hold which skills, and at what level. Читати далі
Soft Skills
Interpersonal and behavioural abilities such as communication, teamwork and adaptability. Читати далі
Span of Control
The number of direct reports a manager is responsible for. Читати далі
Staff Handbook
A single document setting out an organisation's policies, procedures and expectations for employees. Читати далі
Statutory Redundancy
The minimum redundancy payment prescribed by law for eligible employees. Читати далі
Statutory Sick Pay
The minimum sick pay employers must provide by law to eligible employees. Читати далі
Stay Interview
A conversation with a current employee to understand what keeps them and what might make them leave. Читати далі
Succession Planning
Identifying and developing people to fill critical roles as they become vacant. Читати далі
Талант-аквізиція
The strategic, long-term function of attracting and hiring the people an organisation needs. Читати далі
Talent Management
The integrated set of practices for attracting, developing and retaining capable people. Читати далі
Облік часу та явки
Systems and processes for recording when employees work and are absent. Читати далі
Total Reward
The complete package of financial and non-financial benefits an employee receives from working. Читати далі
Сукупна винагорода
The full package of pay, benefits and non-financial rewards an employee receives. Читати далі
Training Needs Analysis
A systematic assessment of the gap between current and required skills. Читати далі
TUPE
Rules protecting employees' terms when a business or service transfers to a new employer. Читати далі
Turnover (Staff Turnover)
The rate at which employees leave an organisation and are replaced over a given period. Читати далі
Unconscious Bias
Automatic, unintended judgements about people that can influence workplace decisions. Читати далі
Unfair Dismissal
Termination of employment that breaches statutory fairness in reason or process. Читати далі
Upskilling
Developing employees' existing skills to meet evolving role and business needs. Читати далі
Vacancy
An open position an organisation intends to fill. Читати далі
Variable Pay
Compensation that fluctuates with performance, such as bonuses or commission. Читати далі
Wellbeing Programme
A coordinated set of initiatives supporting employees' physical, mental and financial health. Читати далі
Whistleblowing Policy
A policy setting out how workers can safely report wrongdoing and how the employer responds. Читати далі
Workforce Planning
Anticipating future people needs and ensuring the organisation has the right skills at the right time. Читати далі
Working Time Directive
EU law setting limits on working hours and minimum rest and leave. Читати далі
Workplace Investigation
A structured, impartial process for establishing facts about a workplace complaint or allegation. Читати далі
Workplace Relations Commission (WRC)
Ireland's statutory body for employment rights, enforcement and dispute resolution. Читати далі
Works Council
A body representing employees in information and consultation with the employer. Читати далі
Zero-Hours Contract
An arrangement where the employer does not guarantee any minimum hours of work. Читати далі
“Ідеал — це те, що є зараз з 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.”
Що кажуть наші клієнти
Ідеал — це те, що є зараз з Grouper.
З нашою швидкістю наймання ви не маєте часу на гуглення чи перегляд відеоуроків. Те, що у вас є людина, з якою можна поговорити та швидко отримати практичні рішення, надзвичайно цінно. Їх обслуговування клієнтів бездоганне.
Співробітницько-відносини з Grouper були надзвичайно добрими. Наш менеджер облікового запису дружній, гнучкий та доступний. Їхні знання та експертиза чудові, і є велика впевненість, що я можу доручити системі робити те, що вона повинна. Це зняло багато тиску з нашої команди.
Впровадження пройшло добре. Grouper завжди був реагував, наш менеджер облікового запису старанний та на поготові, гнучкий щодо часу та допомоги. Навіть зараз, коли система встановлена, що б ми не надіслали електронною поштою або запит, вони, ймовірно, відповідають протягом години.
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.
У багатьох транзакціях продавець не бере участі у трансформації. Moji надзвичайно унікальний у своїй галузі: він занурюється в менталітет HR-фахівців, але одночасно розуміє бізнес і є дуже технічним. Він може наростити рівень там, де потрібно. Це був найкращий пакет у своєму класі.
Системи приходять і йдуть, люди можуть проходити передавання, але є щось надзвичайне у тому, наскільки пристрасний і здатний Moji. Він був в офісі, зустрічався та навчав кожного. Такого рівня консалтингу ви не зустрінете скрізь.
До 85% нашого робочого тижня займало підбір кадрів, контракти та листи пропозицій. Тепер, я б сказав, що адміністративне навантаження зменшилося приблизно на 40% — ми не пересилаємо тисячі листів електронною поштою один за одним.
У нас раніше не було HR-системи; усе було ручним і на електронних таблицях. Grouper зробив усе настільки простим, і це стало справжньою зміною — не лише для мене, але й для наших менеджерів. Вони не надсилають мені електронні листи з проханнями про інформацію. Я б сказав, що адміністративну сторону скоротили приблизно на 40%.
Саме сервісне обслуговування вони демонструють на найвищому рівні. Я був здивований, що можна надіслати електронного листа конкретній особі з проблемою. Як тільки з’являється запит — він відповідає найшвидше, як тільки можливо, і завжди вирішується. Такі риси, як у багатьох інших постачальників, де постачальник відповідає загальним шаблоном або немає гнучкості, ви не знайдете тут.
На самому початку рівень сервісу був дуже високий. У нас була можливість працювати разом з нашим менеджером по рахунках, який був блискучий. Він орієнтований на сервіс і хоче розуміти наші потреби та проблеми. Він швидкий: коли виникає запит — він відповідає одразу, і ми дуже раді.
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.
Це надзвичайно цінно. Наш менеджер по рахунках — гарний друг на даному етапі. Він із задоволенням приєднається до дзвінка, щоб показати конкретну функцію системи або пояснити її крок за кроком. Я надсилаю лист вранці, і він повертається через кілька годин. Чудово мати когось на особистому рівні, з ким можна взаємодіяти.
Швидкість відповіді. Вони завжди вирішують питання дуже швидко. Ми велика команда, мріємо зробити речі трохи простіше. Інколи народжуються ідеї, які, на нашу думку, досяжні, тож ми завжди звертаємося до Grouper. У мене вся інформація під рукою, мені не потрібно шукати у фізичному файлі або папці: все є на платформі. Безцінно!
З деякими аутсорсинг-провайдерами ви не знаєте, хто відповість або скільки будете чекати. А я завжди пишу електронного листа Grouper — вони одразу відповідають і завжди намагаються знайти рішення.
Ми з Grouper з 2019 року і бачимо їх як дуже близького партнера. Також визнаємо, що вони розуміють наш бізнес.
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.
Ось у чому краса роботи з такою компанією, як Grouper. Ми мікро-і мікро-підприємство, і той рівень підтримки, що нам потрібен, саме такий, який ми отримуємо.
Grouper відповідає швидко, наш менеджер з облікових записів має чудові знання, може дати ідеї та показати, як використати систему ще більше. Обслуговування проходило без збоїв: це велика зміна, але команда дуже оперативна та також добре ділиться інформацією.
Grouper базується в Ірландії, тому з нашої точки зору було набагато простіше з комунікацією та підтримкою. Вони дуже ефективні, відповідають на всі наші електронні листи своєчасно. Вони відслідковують і, якщо потрібно, організовують зустрічі для обговорення питань та ефективно вирішують їх.
Наш менеджер з облікових записів був на висоті та дуже оперативний. Переміщення програмних систем не є дрібним завданням, тож ми контактували досить часто. Він зробив так, щоб я отримав все, що потрібно, вчасно. Я був в курсі подій, комунікація була дуже прозорою, тож я завжди знав, що відбувається.
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.
Я б сказав, що сервіс дуже зручний для користувача, підтримка оперативна, з швидким часом відповіді. Досвід клієнта добрий. І маючи того самого менеджера з облікових записів, з яким побудовані відносини, я знаю, що можу зателефонувати, і є гнучкість у тому, як може надаватися підтримка. Таку послідовність, яку ми отримуємо з Grouper, дуже цінно.
Grouper helped us to navigate a difficult time in the best possible way, as a kind of translator for the system.
Унікальність Grouper? Вони дуже оперативні, надійні та підтримують. Коли ми намагались автоматично налаштувати оцінку продуктивності, у нас було кілька дзвінків, де вони демонстрували екран, щоб показати, як правильно це налаштувати. Завдяки Grouper.
Наш менеджер з облікових записів дуже, дуже допомагає і завжди готовий зателефонувати. Це може зайняти кілька хвилин, але набагато простіше говорити з кимось і ділитися екраном. Нещодавно я хотів змінити поле та вкладку роботи. Він зробив це дуже швидко. На інших системах я витрачав час на з’ясування та, можливо, дійшов туди за годину.
Grouper шлях є дуже корисним, особисто я вважаю це дуже зручним, бо це економить час, а в кінці дня — гроші компанії, бо я не витрачую час на пошук інформації.
Я відчуваю, що якщо потрібно звернутися до нашого менеджера з облікових записів, він намагається знайти рішення. Він добре знає систему, його технічні знання дуже хороші. Я думаю, що, звернувшись до нього, отримую технічну експертизу, і він намагається вирішити інші проблеми з рішенням. Впевненість у тому, що у мене є Grouper для підтримки нас як клієнтів, додає відчуття впевненості.
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.
Мені просто потрібно було щось, що полегшило б моє життя від ручних записів повсюдно. Grouper були дуже корисні, вони зробили все налаштування згідно з моїми проханнями, і це полегшило навігацію по системі з уже наявною інформацією.
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.
Ми завжди мали персонального контактну особу в Grouper, який був дуже активним, особливо на початкових етапах.
Через галузь, у якій ми працюємо, ми, ймовірно, приділяємо більше уваги аспектам обслуговування клієнтів, і ця реактивність є надзвичайно важливою для нас. Це допомогло мені бути таким задоволеним підтримкою. Наш менеджер з облікових записів завжди добре реагує, і мені подобається, що це особистий підхід: наявність одного єдиного контактного пункту дуже зручна річ, як і для наших клієнтів — мати знайому постать, якій довіряють.
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