HR metrics refer to a system of data that is used to measure HR and its relationship and impacts on the company. HR metrics can focus on a variety of different specifics and can be used to help uncover areas that the HR department or other departments are excelling at or those areas that they need improvement in.

Succession planning is a process by which one or more successors are identified for key posts (or groups of similar key posts) and career moves and/or development activities are planned for these successors. Successors may be fairly ready to do the job (short-term successors) or seans as having longer-term potential (long-term successors).

Human resource accounting is an attempt to identify and report investment in human resources of an organization that are presently not accounted for in conventional accounting practice.

HR audit is an examination of the human resources policies, practices, and systems of a firm (or division) to eliminate deficiencies and improve ways to achieve goals.

A human resource information system is a systematic procedure for collecting, storing, maintaining, and retrieving data needed by an organisation about its human resources and various activities that are relevant to its management in a central and accessible location.

Transfer is a lateral shift causing movement of individuals from one position to another usually without involving any marked change in duties, responsibilities, skills needed or compensation,

Job evaluation is a formal and systematic approach to analysing jobs and categorising them regarding their relative worth in an organisation. This process is also valuable in the formulation of compensation plans by the personnel manager.

Human Resource Planning (HRP) is a system of balancing the supply of people including the present and prospective employees with the potential job openings in the organisation over a given period.