360-degree feedback
360-degree feedback is a method in which a person receives input from different working relationships: their manager, peers, direct reports and sometimes internal or external customers, along with a self-assessment. It is mainly used to develop competencies and leadership, with anonymity rules that protect the people giving feedback.
Alobri Performance →Absenteeism
Absenteeism is an employee's absence from scheduled work, whether excused or not: unplanned absences, sick leave, permitted leave or extended lateness. It is usually measured as the percentage of hours or days lost compared with those scheduled in a period. Analyzing it by department, shift or site helps reveal causes such as workload, leadership or health.
Alobri Time →Aguinaldo (Mexico)
In Mexico, the aguinaldo is a mandatory annual year-end bonus that, under the Federal Labor Law, equals at least 15 days of salary and must be paid before December 20. Employees who did not work the full year are entitled to a prorated amount based on time worked. Other countries have similar benefits with their own rules.
Alobri Payroll →Assessment center
An assessment center is a method in which several trained assessors observe participants in exercises that simulate job situations, such as case studies, group discussions, presentations or role plays. Behaviors are recorded against defined competency criteria and combined into a report that supports hiring, promotion or development decisions.
Alobri Psychometrics →ATS (applicant tracking system)
An applicant tracking system is software that organizes the recruiting process: posting jobs, receiving applications, screening, managing stages, scheduling interviews, running assessments and making offers. It centralizes each candidate's information and lets recruiters and hiring managers collaborate with a complete history of the process.
Alobri ATS →CFDI payroll receipt (Mexico)
In Mexico, the CFDI de nómina is the digital tax receipt an employer issues and certifies with the tax authority, the SAT, for wage payments to each worker, using the payroll complement. It details earnings, deductions and other payments and also serves as the employee's digital pay slip. It is currently issued under CFDI version 4.0.
Alobri Payroll →DC-3 (Mexico)
In Mexico, the DC-3 is the certificate of job competencies or skills, a form issued under the Ministry of Labor and Social Welfare (STPS) format that shows a worker passed a training course. It records details of the worker, the employer, the course and the training provider, and forms part of the workplace's training evidence.
Alobri Learning →Digital employee file
A digital employee file is the online record that brings together each person's employment information: personal details, contract, job, salary, onboarding documents, certificates, reviews and history of changes. It makes information easier to find, controls access through permissions and removes the need for paper folders spread across different offices.
Alobri People →Employee turnover
Employee turnover is the rate at which people leave an organization and must be replaced over a period. It is commonly calculated by dividing separations by average headcount. It is split into voluntary turnover, when the employee resigns, and involuntary turnover, when the employer ends the relationship. High turnover raises recruiting, onboarding and training costs.
Alobri People Analytics →Employer branding
Employer branding is an organization's reputation as a place to work and the set of actions used to communicate it. It includes the employee value proposition, messaging in job posts and social channels, the candidate experience and what employees themselves say about the company. A strong employer brand influences both talent attraction and retention.
Alobri ATS →eNPS (Employee Net Promoter Score)
eNPS measures how likely employees are to recommend their company as a place to work. The question uses a 0 to 10 scale; people who answer 9 or 10 are promoters and those who answer 0 to 6 are detractors. The score is the percentage of promoters minus the percentage of detractors, ranging from -100 to 100.
Alobri Employee Experience →Finiquito (Mexico)
In Mexico, the finiquito is the payment of benefits the employer owes a worker when the employment relationship ends for any reason. It usually includes unpaid wages, the prorated year-end bonus (aguinaldo), unused vacation days and the vacation premium. It is documented in a receipt signed by both parties and is different from severance (liquidación).
Alobri Payroll →Geofence
A geofence is a virtual perimeter drawn on a map around a location such as an office, a store or a job site. In time and attendance, the mobile app uses the device's location to confirm that the employee is inside that perimeter when clocking in or out, which is useful for field and remote workers.
Alobri Time →Headcount
Headcount is the number of people employed by an organization on a given date. It differs from full-time equivalent, which adjusts the count for each person's working hours. Headcount planning compares authorized, filled and vacant positions and is used to plan labor budgets and hiring across departments and locations.
Alobri People Analytics →Integrity test
An integrity test is an instrument that assesses attitudes and tendencies related to honesty and rule compliance at work, such as views on theft, fraud, substance use or policy violations. It is often used when hiring for sensitive roles, and its results should be combined with other evidence about the candidate rather than used alone.
Alobri Integrity →Job competencies
Job competencies are the combination of knowledge, skills, attitudes and observable behaviors a person needs to perform well in a role. They are described with proficiency levels and provide a common language for recruiting, performance reviews, training design and career planning across the organization, so expectations are clear for everyone.
Alobri Performance →Job description
A job description is the document that defines a position's purpose, duties and responsibilities, reporting line, education and experience requirements, expected competencies and working conditions. It is the foundation for recruiting, performance reviews, job evaluation and compensation decisions, and it should be reviewed whenever the role changes significantly.
Alobri People →Liquidación (Mexico)
In Mexico, the liquidación is the payment owed to a worker when the employer ends the employment relationship without justified cause. In addition to the finiquito, it includes severance that, under the Federal Labor Law, contemplates three months of salary and may add other items such as the seniority premium, depending on the case.
Alobri Payroll →LMS (learning management system)
A learning management system is a platform used to publish courses, assign them to people or groups, track progress, run assessments and issue certificates. Companies use it for required training, onboarding and professional development. Most platforms support content built on standards such as SCORM or xAPI, and they report completion by person or team.
Alobri Learning →Managed payroll services
Managed payroll, known in Mexico as maquila de nómina, is a service in which a company hands payroll processing to a specialized provider: receiving time exceptions, calculating, validating, issuing pay slips and delivering reports on an agreed calendar. The company keeps its employment relationship with workers and only outsources the operation of the process.
Alobri Payroll →Nine-box grid
The nine-box grid is a talent management tool that places each employee in a three-by-three matrix based on two axes: current performance and growth potential. Talent review committees use it to identify successors, define development plans and decide where to focus retention efforts. Criteria for each axis should be documented to keep ratings consistent.
Alobri Performance →NOM-035
NOM-035-STPS-2018 is a Mexican official standard on psychosocial risk factors at work. It requires workplaces in Mexico to identify, analyze and prevent those factors, identify workers exposed to severe traumatic events and promote a favorable organizational environment. Specific obligations vary according to the number of employees at each workplace.
Alobri NOM-035 →Offboarding
Offboarding is the structured process for an employee's departure. It includes notifying the departments involved, returning equipment and tools, revoking system access, transferring knowledge, calculating final pay and, often, an exit interview to understand why the person is leaving. A clear process protects data and keeps a positive relationship.
Alobri People →OKR (objectives and key results)
OKR stands for objectives and key results, a goal-setting method. Each objective describes in qualitative terms what the team wants to achieve and is paired with a few measurable key results that show progress. OKRs are usually set for short periods, such as quarters, and aligned across the company, teams and individuals.
Alobri Performance →Onboarding
Onboarding is the process of bringing a new employee into the organization, from offer acceptance until they are fully settled in the role. It covers hiring paperwork, equipment and system access, orientation to culture and policies, and initial training. A structured onboarding process shortens time to productivity and improves the new hire's experience.
Alobri People →Overtime
Overtime is time an employee works beyond their regular working hours. Each country sets its own limits and pay rules; in Mexico, the Federal Labor Law states that the first nine overtime hours per week are paid at double rate and any hours beyond that limit at triple rate. Overtime should be approved and recorded before payroll cutoff.
Alobri Time →Payroll
Payroll is the process and record through which a company calculates and pays employees what they are owed each pay period. It includes earnings such as salary, overtime and bonuses, and deductions such as income tax, social security contributions and loans. Each country defines its own tax and social security rules for payroll.
Alobri Payroll →People Analytics
People Analytics is the systematic use of HR data to understand and improve decisions about people in an organization. It combines headcount, attendance, turnover, performance, compensation and engagement data into metrics and dashboards. It helps identify patterns, compare departments and measure the effect of HR initiatives over time.
Alobri People Analytics →Pre-payroll
Pre-payroll is the stage before payroll calculation in which period data is gathered and validated: attendance, absences, late arrivals, overtime, leave, vacation and other changes. Its goal is to make sure time exceptions are reviewed and approved before earnings and deductions are calculated, which reduces errors and later corrections.
Alobri Payroll →Psychometric tests
Psychometric tests are standardized instruments that measure work-related psychological characteristics such as personality traits, cognitive abilities, interests, leadership styles or values. In hiring and development they complement interviews and experience reviews. Results should be interpreted with professional judgment and never replace human evaluation of the person.
Alobri Psychometrics →Psychosocial risk
Psychosocial risk factors are working conditions that can harm people's physical or mental health, such as excessive workload, long hours, little control over tasks, negative leadership, workplace violence or conflict between work and personal life. Identifying and preventing them is part of managing occupational health and safety and employee wellbeing.
Alobri NOM-035 →PTU – profit sharing (Mexico)
In Mexico, PTU is workers' right to receive a share of the company's annual profits. The percentage to be distributed is set by the National Commission for Workers' Profit Sharing, and the Federal Labor Law defines how it is distributed, who is eligible and which employers are exempt. It is paid once a year after the annual tax filing.
Alobri Payroll →Salary band
A salary band is the pay range, with a minimum, midpoint and maximum, assigned to a job level or group of positions. It allows for differences in experience and performance within the same level and helps HR see whether each person is below, within or above the defined range during salary reviews.
Alobri Compensation & Benefits →Salary scale
A salary scale, called tabulador salarial in Mexico, is the table that sets the pay or pay ranges for each job or level in an organization. It is built from job evaluation and market references and helps keep hiring, promotion and raise decisions consistent and fair across departments, locations and teams.
Alobri Compensation & Benefits →Shift
A shift is the block of time assigned to a person or group to cover operations, such as morning, afternoon or night. Businesses that operate many hours a day organize fixed or rotating shifts, on-call duty and handovers. Assigning shifts correctly makes it possible to calculate late arrivals, absences and overtime against each employee's real schedule.
Alobri Time →Succession planning
Succession planning is the process of ensuring continuity in an organization's critical roles. It involves identifying those positions, spotting the people who could fill them, assessing how ready they are and setting development actions to close gaps before the role becomes vacant. It reduces risk when key people leave or retire.
Alobri Performance →Time clock
A time clock is the device or system employees use to record when they start and end work and, in some cases, their breaks. It may use badges, fingerprints, facial recognition, PIN codes or a mobile app. The records are used to calculate attendance, late arrivals and hours worked for each person. In Mexico it is called reloj checador.
Alobri Time →Time exceptions
Time exceptions are the events in a pay period that change an employee's pay or time record, such as absences, late arrivals, overtime, sick leave, permitted leave, vacation or worked rest days. They are captured, reviewed and approved before cutoff so that payroll reflects what actually happened. In Spanish-speaking markets they are called incidencias.
Alobri Time →Working hours
Working hours are the time during which an employee is at the employer's disposal to perform their work. Each country's laws set maximum limits and often distinguish between day, night and mixed shifts, along with rules on breaks, weekly rest days and overtime. Accurate time records help show that limits are respected.
Alobri Time →Workplace climate
Workplace climate is the shared perception employees have of their work environment, including leadership, communication, recognition, workload, conditions and relationships with coworkers. It is measured through periodic surveys with aggregated results that protect anonymity, followed by action plans that address the findings.
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