Glossary

Employee absence other than vacation, sickness or business trip.

Ability to register several absences for the same date.

A set of rules for generating paid leave, sickness leave and other absences.

The person to manage the absentee's responsibilities on approving the subordinates' absence leave requests during his/her leave.

Performance review launched for a specific employee.

An approval procedure determined by the company policy that is integrated into the system through approval workflows.

A sequence of steps that are needed to approve a request, a job assignment etc.; a possible template for multiple processes.

Payment in addition to salary based on the results of a project, a time period etc.

Employee absence due to travelling on business.

A person who can be relevant for one of the company’s vacancies and whose resume, contact details, etc. the company has in the company database.

The goal the employee is to achieve in terms of the career development. For example, manage the projects or start working with some new technology.

The job roles the employee can be potentially promoted to or rotated to.

Unused vacation or sickness days  from the previous period that are carried over to the current period.

An HR process where the order of steps is not important as long as all of them are completed.

A public or another holiday that is an official day off in the company.

The factor that entitles employee to additional compensation, for example, working under hazardous work conditions.

A number of competency groups united together based on the common characteristics. Used for grouping the competencies in the Competency Framework.

A set of parameters for each competency that allows for a more comprehensive and detailed assessment of it.

Description of the competencies required from the company employees to effectively perform their job roles.

A number of competencies grouped according to some common characteristics. Used for grouping the competencies in the Competency Framework.

The scales for measuring how strong the employee is in the current competency.

A segment of a business or other organization in which costs can be segregated, with the head of that segment being held accountable for expenses. Cost centers are established in large organizations to identify responsibility and to control costs.

Additional payment the employee is entitled to due to working in some country.

A set of learning materials grouped into a learning program. Create curriculums to develop specific competencies or improve skills relevant for some job role, etc.

A new report that the system administrators create using the Report Generator Wizard.

A set of quick-access links and charts that offers HR manager an overview of the system and puts everyday HR tasks within easy reach.

The learning material or external training that is assigned to the employee and should be completed within specific period.

An area or competency that the employee should work on to improve the performance or achieve some career goal. Learning materials can be assigned based on the development needs.

A list of the planned employee development activities, along with the start dates and due dates.

The company's library of learning materials in the form of either regular documents or SCORM compatible e-learning materials

User role to access personal information, absence records, objectives, KPIs, competency assessments, development plan and public company information.

Candidate for a job opening who is not a company employee.

Additional vacation days added to the main amount to compensate for overtime work or as bonus vacation days.

An official additional salary that is offered to the employees in some countries

A unit equivalent to a full-time employee's working pattern used to calculate various parameters that depend on an employee's workload.

Time off that will be available in the upcoming periods, i.e. time off that is not accrued yet.

Out-of-the box report that can be run from either Report Center or one of the system modules.

A glossary is a collection of words pertaining to a specific topic. In your articles or dissertation, it’s a list of all terms you used that may not immediately be obvious to your reader. Your glossary only needs to include terms that your reader may not be familiar with, and it’s intended to enhance their understanding of your work. Glossaries are not mandatory, but if you use a lot of technical or field-specific terms, it may improve readability to add one.

A storage of employee’s learning results, including completed development activities, certificates, etc.

A set of steps that need to be completed as a part of some process.

User role to manage all HR processes in a company, access all the information company-wide, generate full analytical reports and coordinate all the HR areas.

One of the company’s employees who can be potentially assigned to one of the vacant positions.

The levels of significance of different job roles that are used to define the base employee salary.

A “box” in the organizational structure, defined by Organizational Unit and job role.

Description of the job requirements, responsibilities, competency requirements and KPIs (Key Performance Indicators) for the job role.

Type of a job including specific regular activities (e.g. Accountant, Software Developer).

A set of competencies and their levels that a candidate for the job role must possess.

Requirements for the job role, including competencies, certifications, working schedule conditions,  etc.

A knowledge base is a self-serve online library of information about a product, service, department, or topic. The data in your knowledge base can come from anywhere. Typically, contributors who are well versed in the relevant subjects add to and expand the knowledge base. The content can range from the ins and outs of your HR or legal department to an explanation of how a product works. 

Key Performance Indicators are quantifiable measurements that reflect the critical success factors of an organization. Company, organizational unit and employee performance can be measured using these indicators.

A storage of all the company, organizational unit and employee KPIs that can then be assigned to individual organizational units and employees.

The storage of all learning materials (documents, e-learning, classroom trainings, quizzes and links) available in the company for the learning purposes. From the learning catalog, the materials can be added to the employee development plan.

A custom group of employees that can be used to make group assignments.

Any material used by the company for the employee learning purposes. It can be a document, presentation, e-learning, classroom trainings, quizzes, links and so on.

User role for the person responsible for a part of the company with limited HR access only to the employees within specific part of the company, for example, location, division, or similar.

Locations within one country where the company's offices are situated.

User role to access the information about the user's team, track employee objectives, KPIs and competencies, assess employees, run performance reviews, plan and track learning and development.

The process of employee termination

The process of internal or external employment. The OnBoarding page shows all the active starters and allows monitoring the action items related to the OnBoarding (agreeing the start date, contract signing and so on).

Assessing the employee qualifications outside specific performance review rounds and workflows.

Organizational entity that includes employees and job positions

Managing position for a job position.

The process of evaluating the employee performance during some period. Can include assessing the employee competences, achievement of the employee objectives, assessing employee by KPIs and so on.

Performance review launched for a group of employees.

Practicums allow splitting a development activity into several activities. When creating a course in the Learning Catalog, you can add practicums to this course. For each practicum, a document with task can be uploaded. An employee performs the task and uploads a document with the results.

A template of the HR process that defines whether a process will be created automatically and which action items it will consist of.

Predefined qualification grades the employees of specific job role can be divided into according to their competency level.

A business goal for which the results cannot be measured by quantities, for example, “implement a new HR system”.

A business goal for which the results can be measured in the quantitative values, for example, “increase the number of customers by 10%”.

A bank of questions for the Quiz Builder grouped by areas of knowledge.

The instrument for creating quizzes that can be used to assess employees' knowledge levels. The quizzes can be published to the Learning catalog and assigned to employees for taking. The results will be published to the employee's GradeBook.

A list of trainings (learning materials) that are required or recommended for the employee’s compliance with the job role requirements.

Time spans that define how often the performance review is conducted in the organizations, for example, annually or bi-annually.

Summary score for a review that is calculated based on scores in separate categories. Also can be adjusted manually. Serves as a basis for salary review.

A sequence of stages the performance review round consists of. For each stage, define the role that is responsible for the stage. After launching the review round, the system will submit the generated review form to the employees based on the stages and responsible roles defined in the workflow.

In Lanteria HR, a rolling year is the period of twelve months immediately preceding the last day of the current month. For example, if the current date is April 15, 2020, the rolling year is the period starting from May 01, 2019 until April 30, 2020.

Salary budget that you prepare on the organizational unit and job position level.

The range that determines the lower and the upper boundary for different job grades, including grades in different countries.

The assessment or review of the employee's salary, where decisions are taken on whether the employee's pay should be increased/decreased/etc.

An overview of all the employee salaries, including their base salary, position bonuses and additional payments.

Sharable Content Object Reference Model (SCORM) is a collection of standards and specifications for web-based e-learning. All the modern authoring tools produce the SCORM compatible e-learning that can be uploaded into Lanteria HR as a .zip file.

Employee absence due to being sick.

The employee who can potentially substitute a key employee.

A group of the most talented employees out of all employees performing specific job role(s).  Use the talent pool employees to plan successors for the key employees.

A record of the tasks the employee worked on and hours he/she spent on each of them.

A list of activities available to employees for filling their timesheets.

User's role in the system that defines the rules of user access and the menu layout.

Annual leave the employee is entitled to take for rest and recreation.

A Work Pattern details the days of the week your employee normally does and does not work and the number of working hours in each working day.

An HR process where a particular order of steps needs to be followed.

Assessment of the employee performance that is provided by subordinates, peers, and supervisors. It also includes a self-assessment and, in some cases, feedback from external sources such as customers and suppliers or other interested stakeholders.