21 terms that come up when talking about payroll, attendance, records and legislation, with short, practical definitions.
21 terms listed
The process of calculating, paying and filing employees’ salaries, bonuses, taxes and social security deductions. Digital payroll software automates this, lowering the error rate and saving time. In Türkiye the withholding and premium service declaration must be filed every month.
The process of planning, approving and tracking absence types such as annual leave, personal leave, sick leave and unpaid leave. Digital systems automate leave balances and approval flows.
The process in which employees are assessed periodically against defined goals and competencies. 360-degree feedback, OKR and KPI methods are widely used.
A system that records employees’ clock-in and clock-out times, overtime and absences. It can be used through a card reader, a biometric device or a mobile app. In Türkiye it is commonly known by the abbreviation PDKS.
Connecting HR software to enterprise resource planning systems such as SAP, Logo, Netsis or Microsoft Dynamics so that they exchange data. It removes double data entry and raises operational efficiency.
Management of the whole hiring process, from posting a position through candidate assessment, interview and offer. ATS (Applicant Tracking System) software digitises this process.
The process of integrating a new employee into the company. It covers completing joining paperwork, induction training and tracking development in the first period. Effective onboarding raises employee engagement.
A portal or mobile app feature that lets employees carry out HR tasks — payslip access, leave requests, updating personal details — on their own, without needing the HR department.
Processing, storing and transferring employee personal data in line with Turkish Personal Data Protection Law No. 6698 (KVKK). It covers privacy notices, explicit consent, retention periods and deletion procedures.
The statutory notifications an employer must make to the Turkish Social Security Institution (SGK): joiners and leavers, monthly premium and service documents, and missing-day reporting.
The strategic process of identifying, developing and retaining key talent in the company. It covers career planning, succession planning and individual development plans.
The process of forecasting a company’s short and long-term HR needs and planning the right headcount, skill profile and cost balance.
Time worked beyond 45 hours a week. Under Article 41 of Turkish Labour Law No. 4857, hours above 45 a week count as overtime and must be paid with a 50% uplift. Attendance systems calculate overtime hours automatically.
Under Article 14 of the Turkish Labour Law, compensation paid to those with at least 1 year of service who meet the statutory conditions, at one month’s gross wage for each full year worked. The ceiling is updated each year by the Ministry of Labour. Digital HR systems calculate severance automatically and apply the statutory ceiling.
Analysing employee data to measure and report HR indicators such as turnover rate, absence, training effectiveness and payroll cost. It supports data-driven decision making.
Designing the company’s salary structure, benchmarking against the market, managing pay review processes and building fair pay policies.
Management of training programmes, certification processes and personal development plans designed to build employees’ professional competencies.
The level of emotional commitment and motivation an employee feels towards the company, their work and their team. High engagement is directly linked to low turnover and high productivity.
The ratio of employees leaving the company in a given period to the total headcount. A high turnover rate raises recruitment and training costs. HR software calculates this rate automatically.
Employees making use of alternative working models outside fixed office hours — remote work, part-time or a compressed week. The hybrid working model falls into this category.
Measuring the effectiveness of hiring processes by analysing metrics such as time to fill, cost per application, source effectiveness and the candidate funnel.
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