Glossary

Affinity group A small group of individuals responsible for a given activity, issue, role or skill.

Ageing workforce The next few decades will see substantial demographic changes due to the ageing of the workforce. This development will reshape all aspects of our lives, including businesses, workplaces, health and education systems, requiring active intervention by all concerned.

Associate A person who works for Adecco on a temporary basis.

Baby boomers Individuals born between 1946 and 1964.

Blog (weblog) A blog is a public journal posted online that can be used as a way to give website visitors frequent updates on news and events.

Blue-collar worker Broadly refers to workers performing work of a manual nature, often in industrial settings.

Brain drain 1) The emigration of highly skilled and educated workers to other locations in search of better career opportunities and compensation. 2) The loss of skilled workers. In particular, this term refers to the loss of skills, knowledge and relationships that older workers have acquired during their careers.

Branch Where we offer our products and services to candidates and clients.

Compound average growth rate (CAGR) The average growth rate over multiple periods.

Call centre delivery A model of service delivery without face-to-face interaction with the client.

Candidate Any person interested in becoming an associate or having a permanent placement.

Capability mapping A method used by benchmarking teams to analyse the nuts and bolts of an organisation in order to determine its unique capabilities.

Capacity development The process by which individuals, groups and organisations develop their abilities to perform functions, solve problems and achieve objectives.

Career management Addresses the needs of both employers and employees throughout their working lives.

Change management The development of a planned approach to changing a method of management or business practice in an organisation. Typically, the objective is to maximise the collective efforts of everybody involved in the change.

Client A buyer of Adecco Group’s HR services.

Compensatory time A type of work schedule that allows employees to take time off instead of receiving overtime pay.

Competence-based training Training that focuses exclusively on teaching the skills, facts and attitudes associated with a specific job.

Contract business Service rendered in large volumes to large-account clients according to conditions agreed in a framework contract.

Corporate culture The inherent personality of a company or business. This includes a company’s values, vision, principles, traditions, operating methods and work environment. The company places equal value on its associates, customers, shareholders, suppliers and communities, because all these elements are important to the company and its business.

Decentralisation Significant decision-making delegated throughout the organisation, down to regional, national and local management levels.

Delivery/distribution The way to approach and serve the client.

Days sales outstanding (DSO) The average number of days that a company takes to collect revenue after a service has been delivered.

E-delivery All forms of approach to clients and service delivery using the Internet or other electronic platforms.

Emergency replacement planning A contingency process developed by a company or business to quickly identify and properly replace employees should they resign or be dismissed from an organisation.

Employee A person who works within the Adecco Group.

Executive search A search at C level.

Eurociett The European Confederation of Private Employment Agencies (Eurociett) represents the common interests of the staffing industry in Europe.

Flexicurity Refers to the combination of labour market flexibility in a dynamic economy with security for workers. Flexicurity is a three-sided mix of flexibility in the labour market, combined with social security and an active labour market policy with rights and obligations for the unemployed.

Futuring The attempt to identify and plan for future trends and events.

Generation X Individuals born between 1965 and 1977. Adecco describes generation Xers as being influenced by technology, television, day care and divorce. They represent an age of accelerated schedules, multitasking and the information revolution.

Generation Y Individuals born between 1978 and 1989. Adecco describes generation Yers as pragmatic and hardworking, as well as wanting independence and job satisfaction. They are a generation of volunteers who seek such opportunities outside the workplace.

Human resource business process outsourcing (HR BPO) Total or partial outsourcing of HR duties (e.g. payroll, recruiting, training, benefits, employee orientation, staffing).

Intergenerational programme Programmes that bring together participants of different ages.

Key performance indicator (KPI) A parameter used to determine whether the desired input or outcome has been achieved.

Knowledge retention The retention of procedural and technical information within a company. This is especially important when an employee with several years of work experience, knowledge and relationships leaves a company.

Leadership development The development of leaders within an organisation. Companies may implement programmes that instruct and guide employees on how to become leaders in both their professional lives and their communities.

Learning styles Different approaches to learning. Recognised styles include visual, auditory, kinaesthetic and intrapersonal.

Lifelong learning In an era of rapidly evolving knowledge and ever-increasing globalisation, patterns of working, learning, and living need to change with the times. Lifelong learning is a continuous process of formal and informal learning to keep employees up to date.

Mentorship Relationship between a (usually) senior and a junior employee. The senior employee instructs and guides the junior employee on a company’s work practices, skills, and career choices and decisions.

Managed Services Provider (MSP) Is contingent 3rd party Labour Management Outsourcing where the core solution provided to a client is Business Process Outsourcing with the utilisation of a Vendor Management System (VMS).

Multigenerational workplace Refers to today’s workforce, which for the first time in history includes at least four generations: the silent generation, baby boomers, generation X and generation Y. According to Adecco, the multigenerational workplace provides a strong impetus for businesses to take a closer look at the generational distribution of their workforce and understand each group’s needs, enabling them to run a more efficient and effective workplace.

Offshoring The process of relocating business processes (labour, machinery, factories, etc.).

On-site A model of service delivery where an Adecco representative (potentially a team) responsible for client management is physically present at the client‘s facility.

Outplacement The process of placing employees in other positions or training courses following loss of a job.

Outsourcing The practice of using external workers and/or machinery for certain business tasks.

Payrolling Adecco administers payrolling services, but is not involved in the search and placement process.

Peer review An assessment conducted by a person of the same level.

Professional employer organisation (PEO) Providing management and administration of human resources and employer‘s risk for its clients, in a long-term relationship, often without a fixed period.

Performance management The process of observing, setting goals, revising and implementing change within an organisation to increase or enhance performance.

Permanent placement The placement of a candidate (potentially an associate) for an indeterminate period.

Project staffing/consulting The assignment of an employee or a team from the Adecco staff (potentially complemented by associate[s]) to the client for the execution of a project, with the resources remaining on Adecco‘s payroll and integrated into Adecco‘s reporting structure.

Public-Private Partnership (PPP) All forms of cooperation between public authorities and the private sector. PPP is becoming an increasingly important factor in the labour market owing to the need for greater flexibility on the part of companies, safeguarding of social security for employees and the growing importance of career changes.

Remote worker An individual who works from a remote location (other than the office), usually linked by computer, e-mail and telephone.

Retail business Service rendered to small account clients.

Recruitment process outsourcing (RPO) Is the transfer of operational responsibility for one or more recruiting functions for permanent labour (including recruitment administration) from the client to a services provider.

Secondment The assignment of an Adecco employee (not an associate) to a client, with the employee remaining on Adecco‘s payroll, but fully integrated into the client‘s organisation.

Selective supervision The procedure for supervising specific activities on a less frequent basis due to time constraints.

Skill shortage Is an economic condition in which there are insufficient qualified candidates/employees to fill the marketplace demands for employment at any price.

Succession planning The process by which successors are identified for key positions throughout an organisation. According to Adecco, the process should focus not only on the top levels of the company, but also on other vital roles throughout the organisation. Succession planning should take into account the strategic vision and culture of the organisation.

Talent management The management of an organisation’s employees or workers. Talent management requires that a company recognise the individual strengths and weaknesses of its employees or workforce, as well as strive to revise and improve the talents and skills of its workforce.

Telecommute A term used for employees who tend to work from a remote location, usually from home, and are reachable by one or more of the following: e-mail, telephone and fax.

Temporary placement The placement of human resources for non-permanent employment needs. Placements may be definite or indefinite.

Thought leadership The process of providing specific, predetermined information on a certain subject. Individuals or entities can be “thought leaders” and can drive or lead discussions on a certain topic.

Training The development of a company’s human capital.

TWA Temporary work agencies.

Vendor management system (VMS) A web-based application for automating the procurement of contingent staff.

Voluntary reduced worktime Time/income trade-off arrangements that allow full-time employees to reduce work hours for a specified period of time, with a corresponding reduction in compensation.

White-collar worker Broadly refers to employees who perform knowledge work, such as those in professional, managerial or administrative positions, often in an office environment.

Work-life balance A situation where an employee’s work and personal life are balanced. Employees may be given options such as telecommuting, flexible work schedules, maternal or paternal leave to accommodate their personal lives with their careers.

360˚ feedback A performance review method that allows an employee to get feedback from supervisors, peers, staff members, co-workers and sometimes customers.