Every term your HR and finance teams use, in one place.
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The base cash compensation an employee receives each year before variable pay, bonuses, or benefits. It is typically stated as a gross annual figure in the employment contract or offer letter.
A market benchmark compares your organization's pay levels to survey data or peer companies for similar roles, locations, and industries.
Total rewards encompasses all financial and non-financial elements of the employee value proposition: base pay, incentives, benefits, recognition, development, and work experience.
The compensation budget is the pool of money finance and HR allocate for merit increases, promotions, and bonus payouts in a planning cycle.
Peer recognition programs allow employees to celebrate each other's work through points, badges, or messages tied to company values.
A stock option grants the holder the right to buy shares at the exercise price after vesting, commonly used in startup and growth-stage equity plans.
An ESOP is a qualified plan that holds company stock in a trust for employees, often used in ownership transitions and long-term wealth building.
Base pay is the fixed portion of total cash compensation. It excludes bonuses, commissions, and other variable or one-time payments.
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