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The following definitions are intended to help readers understand the terms used in this website and the context in which they are used.
Employee engagement is an umbrella term that covers a multitude of factors that include, but are not necessarily confined to, the following elements and everything that they entail and that help to ensure their existence:
In a Zealise context employee engagement is synonymous with zeal, a word which is deliberately and carefully chosen to depict a sense of energy, enterprise and enthusiasm that comes from fulfilled, happy people who enjoy what they are doing and feel good about it and themselves. Read more about how to assess your organisation's employee engagement here.
This self-explanatory term denotes that an employee has an ownership stake in the organisation. However, in a Zealise context it is used to convey the part of the Zealise solution that offers the option of making all employees owners:-
One of 5 capabilities regarded as essential in order for an organisation to significantly reduce the risk of failing and to secure and build its long term success. The 5 are:
The collective description of the employees of an organisation used to depict their aggregated value as depicted in the organisation's balance sheet or notional balance sheet.
The collective description of the liability depicting the aggregated ownership of the employees in the organisation's balance sheet or notional balance sheet. This is a much more narrow definition of the term than its increasingly widespread (but not always popular) use as an alternative to Human Resources or HR. The potential for confusion is therefore regrettable, but this more narrow definition fits better with standard accounting jargon and therefore seems more appropriate.
Human Capital Measurement
This is the increasingly widely used term to headline efforts to measure and standardise the manner in which organisations assess, monitor and report the effectiveness of their people and their people management. It is used interchangeably with Human Capital Management and both are sometimes abbreviated to HCM. It is used in this sense on this website, to comply with the popular understanding which provides a convenient umbrella to describe the overall nature of our efforts. This is notwithstanding the unfortunate potential for confusion described in the last definition.
The state to which every organisation should aspire, whereby everyone in the organisation acts consistently in accordance with the values of the organisation as well as their own personal values. When "everyone sings from the same song sheet." Broadly synonymous with 'Organisational Alignment' and 'Organisational Teamwork.'
This overall, generic term is used to depict the totality of issues relating to oversight of the people who work for the organisation and their contribution to the organisation. It is intended to supplant the conventional term, Human Resources (HR), and offer more respect to their total humanity and without the narrow connotations of the more narrow possible alternative of 'Employee Management.'
Return on Human Assets
This is a new Key Performance Indicator that can be added to your balance to show how well your organisation is doing as regards it people management. The formula is simply:
NET INCOME/HUMAN ASSETS
The state that precedes and facilitates 'Organisational Integrity' where everyone knows the strategy of the organisation and is totally committed to playing their part to implement it.
Generally - and increasingly popularly - used to refer to an organisation's efforts to protect and nurture the world's environment, the word sustainability is used in this website to include all that but has a much broader meaning. It is used to mean sustained success and thus incorporates everything that is necessary to ensure an organisation's long-term survival. This is underpinned by the following core principles:
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