In my experience as a consultant in the Human Resources area, there is always the time that with a client, in a course or talk on topics related to the function, at least one word or concept appears in English to refer to some tool, process, methodology etc. And many times we think that everyone knows what we mean or we use them without knowing their real meaning.
In response to this, I obtained a sample and a brief definition of those terms most frequently used in human resources slang and which I trust will be useful in expanding our work culture:
1.Assessment Center: Simulation exercise, through external observers, of real situations to identify the leadership potential, problem solving and personal traits of employees and candidates.
2. Benchmarking: A continuous, structured and systematic process of comparing human resource processes with the practices of other excellent companies in order to learn, identify valid initiatives for the company and establish objectives.
3. Coaching: Personal development method based on the support of a person external to the organization so that the individual unleashes its full potential and optimizes its performance.
4. Balanced Scorecard: An ordered set of indicators that determine the progress of the company - emanating from the vision and the strategy - by identifying how people create value from the different business units. It combines traditional financial indicators with other performance indicators that serve as predictors.
5. Empowerment: Increase in organizational effectiveness through the transfer of power to make decisions at lower levels where there is capacity for it.
6. 360º Feedback: Development tool based on obtaining behavioral data; supervised, immediate boss, collaborators and clients, are the source of feedback that will serve the individual to elaborate her improvement plan.
7. Learning organization: Organizational actions of a sociological, psychological and technological nature that cause rapid and lasting learning for all the people in the organization.
8. Mentoring: Individual development tool based on the assignment of a mentor with experience in the organization, which helps the collaborator to understand personal, organizational or political issues that affect their performance.
9. Networking: A concept that has evolved from the original model of sharing information between members of groups that did not physically work together to the current organizational model derived from it in that success is based on the relationships that the individual creates in a complex organization.
10. Outplacement: Relocation or relocation of part of the organization's staff in other companies, according to their professional profile and career plan.
11. Outsourcing: Total or partial subcontracting of non-basic activities or activities with less added value of the human resources function.
12. Performance: A continuous and structured process of reviewing the performance of the individual with his supervisor to identify strengths and opportunities and design objectives for the following period.
13. Stock Options: Right, reserved to some executives, to buy a number of shares at a fixed price in the future during a period of time.
14. Workaholics: People addicted to work.
