List of Terms – S
Salary is the total of all financial benefits and compensations that have monetary value given to monthly and “white collar” employees for their work.
The accepted term for the compensation of daily workers or those working by the hour is wages.
Scheduling refers to planning the assignment of employees to shifts in a way that ensures adequate work coverage, according to functions, to prevent over- and under-staffing situations. Employee scheduling should be carried out in accordance with labor laws, employment agreements, constraints, and employee preferences. The process must be controlled in order to address unplanned events such as absence of employees due to illness, etc.
Scheduling is a process managed daily in business sectors such as retail chains, healthcare services, manufacturing plants, and more. It is usually built by human resource managers, department managers, or professional managers.
Medium and large organizations in particular use computerized systems to manage schedules optimally, in a way that balances correctly the needs of the organization with those of employees, subject to laws and agreements.
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Screening / screening of applicants
The employee recruitment process contains two screening stages:
First – the initial screening of resumes received, to determine the suitability of the candidate in view of job requirements. Computerized recruitment systems allow such screening based on an automatic indexing mechanism that scans the resumes of applicants in order to identify the keywords and expressions that match the job requirements. This is followed by matching – the process that determines the degree of the applicant’s suitability for the job based on the number of common expressions between the resume and the job requirements, and their relative weight.
Second – screening of candidates in various stages of recruitment through interviews and professional and personal tests by recruiters, Human Resources managers, and professional managers.
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The amount of time a person is employed in the current workplace. Seniority affects the employee’s working conditions such as number of days of annual vacation, the right to severance upon dismissal / retirement and amount thereof, and more.
Shift is a work arrangement characteristic of organizations that work 24/7, such as emergency services, hospitals, retailers, hotels, etc., or organizations that wish to take advantage of their productive resources by operation during longer hours, even if not for the entire 24 hours of the day.
The start and end times of each shift are defined in the work agreement, but assignment to shifts changes and is determined according to scheduling based on operational needs.
Shifts are subject to labor laws and collective arrangements that specify the maximum number of night and weekend shifts per month, rest periods between shifts, etc.
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Employee’s absence from work due to illness, for which the employee is entitled to full payment of sick leave pay as defined by law, his personal employment contract, or the collective agreement that applies to the employee. The absence must be backed by a medical certificate.
Learn more about the Absence Management System
Filling an employee position in an organization.
Stand-by / hours on call
Stand-by refers to the time beyond regular attendance hours when the employee does not have to be present at work but must be available to the employer in case of need, for consultation or at the workplace.
This arrangement is most common in emergency services such as medical services, fire fighting, police, etc., to allow for preparedness in emergency situations without the need for exceeding the number of employees required for a regular shift.
It is customary to pay the employee at a special rate, lower than the tariff for a regular working hour, for hours that the employee is on call.
When preparing the data for the payroll calculation, the Time & Attendance system takes into account both the actual attendance hours and the hours on call.
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Succession planning is a process aimed for identifying and developing organization’s employees with the potential to fill key / leadership positions. Succession planning increases the availability of talented, experienced and capable employees that are prepared to assume these roles as they become available.
Studies indicate that clear objectives are critical for effective succession planning:
- Identify employees with the potential to assume greater responsibility in the organization
- Provide critical development experiences to those that can move into key roles
- Engage the leadership in supporting the development of high-potential leaders
- Build a database that can be used to make better staffing decisions for key jobs
- Improve employee commitment and retention
- Meet the career development expectations of existing employees.
Learn more about the Career and Succession Planning system