ATS - Applicant Tracking System
Software that manages the full recruitment lifecycle: job posting, CV parsing and screening, candidate pipeline management, selection stage tracking, candidate communications, and reporting. It is the system of record for all candidate data and reduces manual administrative work for recruiters.
HRIS - Human Resource Information System
The central HR information system that stores employee master data, contracts, attendance, payroll, and organizational structure. It is the system of record for all people data and integrates HR processes from hiring to offboarding. Common platforms: Workday, SAP SuccessFactors, BambooHR.
HCM - Human Capital Management
A term describing the full suite of strategic people-management practices and technologies, including recruitment, training, performance evaluation, compensation, and workforce analytics. Often used interchangeably with HRIS for comprehensive HR software suites (e.g., Oracle HCM, SAP HCM).
DSAR - Data Subject Access Request
A formal request by an individual to access their personal data held by the organization, under GDPR Art. 15 (EU Reg. 2016/679). In the HR context it covers the personnel file, evaluation history, payslips, and organizational communications. The organization must respond within 30 calendar days.
KPI - Key Performance Indicator
A quantitative metric used to evaluate progress toward defined objectives of an individual, team, process, or organization. Common HR KPIs: time-to-hire, turnover rate, eNPS, absenteeism rate, cost-per-hire, training completion rate.
OKR - Objectives and Key Results
A goal-setting framework that defines ambitious qualitative objectives paired with measurable key results indicating progress toward the objective. Popularized by Google and widely adopted by technology-led organizations to align individual and team efforts with strategic goals.
FTE - Full-Time Equivalent
A unit of measure that normalizes headcount by contractual working hours (e.g., 40 hours/week = 1.0 FTE). A part-time employee working 20 hours per week equals 0.5 FTE. Enables meaningful workforce cost comparisons across organizations with different contract models.
PTO - Paid Time Off
Paid leave entitlements available to an employee, including annual vacation, personal days, sick leave, and other compensated absence types. The term is common in North American contexts; in most jurisdictions paid absence entitlements are defined by collective agreements and national labor law.
eNPS - Employee Net Promoter Score
An engagement metric based on the question: "How likely are you to recommend this organization as a place to work, on a scale of 0 to 10?". Calculated as % promoters (9-10) minus % detractors (0-6). Positive values indicate a generally favorable climate; typically measured quarterly or semi-annually.
L&D - Learning and Development
The HR function dedicated to building employee skills through training, e-learning, mentoring, and coaching. Encompasses learning pathway planning, Learning Management System (LMS) administration, and measurement of training return on investment (training ROI).
LMS - Learning Management System
A software platform to create, deliver, manage, and track online and classroom training programs. Examples: Cornerstone, Docebo, Moodle. Integrated with HRIS for automatic tracking of completions and training credits.
CBA - Collective Bargaining Agreement
An agreement negotiated between employee trade unions and employer associations that defines minimum working conditions for a sector: minimum pay, working hours, leave, job classification, severance, and protections. Individual employment conditions may not be less favorable than the applicable CBA.
TFR - Trattamento di Fine Rapporto (Italian severance pay)
An Italian statutory employment entitlement (art. 2120 c.c.) consisting of a monthly accrual paid to the employee upon termination, equivalent to approximately one month's pay per year of service. The employee may opt to redirect future accruals to a supplementary pension fund.
PIP - Performance Improvement Plan
A formal plan activated when an employee's performance falls below minimum role expectations. Defines specific measurable objectives, organizational support commitments, timescales for improvement, and consequences for failure to improve. Both a development tool and formal HR procedural documentation.
SLA - Service Level Agreement (HR context)
An agreement defining expected service levels from the HR function to internal customers (employees and managers): response times to requests, payroll processing timelines, onboarding completion targets, etc. Used in the HR shared service model to measure functional efficiency.
HRBP - HR Business Partner
An HR professional who acts as a strategic adviser to specific business units, aligning people-management practices with business objectives. Unlike an HR generalist, the HRBP has a strongly strategic orientation and collaborates directly with line management.
C&B - Compensation and Benefits
The specialized HR function responsible for designing and managing the compensation structure (base salary, incentives, bonuses) and employee benefits (insurance, pensions, welfare). Includes salary benchmarking analysis, merit review process management, and employee total compensation communication.
GDPR (in the HR context) - General Data Protection Regulation
EU Regulation 2016/679 governing personal data processing in the European Union, fully applicable to employee and candidate data. In the HR context it impacts recruitment processes, personnel file management, data retention, and access rights (DSAR). All processing requires a lawful legal basis (Art. 6) and must respect the principles of data minimization and storage limitation.
RPO - Recruitment Process Outsourcing
A model in which an organization delegates all or part of its recruitment process management to a specialized external provider. The RPO provider integrates with the company's HR systems, manages the ATS, coordinates recruiters, and optimizes hiring at scale or during peak periods.
HRO - Human Resources Outsourcing
Outsourcing of non-core HR processes (payroll processing, attendance management, benefits administration) to specialized providers, while retaining strategic functions internally (HRBP, talent management, L&D). Reduces fixed costs and compliance risk for mid-size organizations.
SHRM - Society for Human Resource Management
The world's leading HR professional association, headquartered in the USA. Publishes standards, research, and guidelines on HR practice and manages the SHRM-CP (Certified Professional) and SHRM-SCP (Senior Certified Professional) certifications.
EVP - Employee Value Proposition
The set of tangible and intangible benefits that an organization offers employees in exchange for their contribution. Includes compensation, professional development, culture, purpose, and quality of daily work. A clear and authentic EVP is the foundation of employer branding and the retention strategy.
NDA - Non-Disclosure Agreement
A confidentiality agreement requiring the employee not to disclose the organization's confidential information during and after the employment relationship. Often included in the individual employment contract or signed separately at hiring.
DEI - Diversity, Equity and Inclusion
A strategic framework guiding HR practices toward creating a work environment that values individual differences, ensures equitable treatment and opportunity, and promotes a sense of belonging for all employees regardless of gender, age, origin, ability, or orientation.
HiPo - High-Potential Employee
An employee identified by the organization as having the capabilities and motivation to grow significantly toward roles of greater responsibility in the future. The HiPo classification is distinct from high performance alone: a top performer excels in their current role, while a HiPo also demonstrates the learning agility, leadership, and adaptability required for future roles. HiPo employees typically receive accelerated development pathways.