What Does That HR Abbreviation Mean?

Whether you are working in HR, or you just want to understand some of the language that is used in reports or in feedback from your workplace, you might need a guide to some of the abbreviations that are used by the HR department - especially when HR itself is an abbreviation!

In this article, we will look at some of the commonly used abbreviations and acronyms in HR with a description of what they mean in relation to people management and Human Resources.

1. BCP - Business Continuity Plan

A Business Continuity Plan is a set strategy to ensure that any critical business functions can still be performed even when there is some sort of crisis, like a natural disaster. The BCP is essentially about risk management for the entire business, and for HR means considering the people who are an essential part of the organization are considered in the planning and strategy.

2. C&B - Compensation and Benefits

The compensation and benefits cover all the rewards that an employee gets as part of their employment. This includes their salary, any bonuses that are payable, and things like pensions and tax withholding.

It also covers benefits such as paid time off (sick/maternity/paternity leave), corporate discounts, and other benefits, forming part of the employment contract.

3. EEO - Equal Employment Opportunity

Equal Employment Opportunity refers to a job role where hiring, promotions, and even firing is based on ability and performance, rather than to do with protected characteristics like race, gender, or religion.

The job postings will include some reference to the fact that it is an EEO position, and this means that applications would be welcome from anyone who can meet the basic requirements of the role (such as qualifications and experience).

This has been a hot-button topic in HR and recruitment for a while, as businesses work towards creating a more diverse and inclusive workplace.

4. FTE - Full-Time Equivalent

The Full Time Equivalent is a method of measurement that HR uses to evaluate staffing numbers. This effectively adds up all the hours completed by staff, whether full-time or part-time and turns them into comparable units.

For example, if a full-time member of staff is considered to work for 40 hours a week, and a part-time member of staff works for 20 hours a week, a company with two full-time members of staff and four part-time would have an FTE of 4.0.

5. HRCI - Human Resource Certification Institute

The Human Resource Certification Institute (HRCI) is one of several certification organizations that offer courses and development for HR specialists. It offers global certifications at all levels; some specifically for HR staff in the US and some internationally.

Through the HRCI, an individual can undertake a course, and once they pass they can be certified HR professionals. The HRCI also works with businesses to provide ongoing training and development to HR staff that are already qualified.

6. HRD - Human Resource Development

Human Resource Development is all about learning for the HR department. This might include things like ongoing development for career progression, leadership training, or skill building.

It can also cover additional HR certifications or becoming proficient with new software programs.

7. HRIS - Human Resource Information System

The right Human Resource Information System (HRIS) can make all the difference when it comes to recording and maintaining detailed employee records.

Essentially, an HRIS is a piece of software that combines processes used in HR to manage people effectively, being a centralized resource for HR staff that can be used to monitor targets and performance, as well as training records and other essential details about an employee's tenure.

The HRIS will also be a place where all the details of various policies and procedures related to HR would be stored.

8. HRMS - Human Resource Management System

The HRMS is another acronym for the HRIS - a piece of software designed to put all the systems and processes used in HR into one place to make it more manageable.

9. HRP - Human Resource Planning

Any hiring strategy needs to use systematic workforce planning to ensure that all people employed by the company are used in the most effective way possible.

To avoid manpower shortages (or surpluses), HRP looks at what positions need to be filled, what people are available, and how best these figures can be put together to ensure that personnel supply can meet demand and that operational demands can be met.

10. I-9 - Employment Eligibility Verification Form

The I-9 is a government form that needs to be completed for employees. Created and monitored by the United States Citizenship and Immigration Services, it must be completed for every employee working in the US by every US employer.

Essentially, it is used to ensure that each employee is who they say they are, and that they have the legal right to work in the US. Any paid role is subject to this check.

11. KPI - Key Performance Indicator

KPIs are measurable targets that are linked to a particular objective, and they are used to measure all sorts of different types of performance.

KPIs can be used to measure the performance of an employee over a set period of time, and they can also be used to see if a department is performing well, too.

Effective KPIs combine specific targets and timed milestones, and provide insights that can be used to make good decisions and move forward strategically, based on quantifiable and actionable data.

12. LMS - Learning Management System

The LMS is software that is used to manage training in a business. This includes a library of content, management of the delivery of training courses, and a way to monitor the completion of training modules and courses.

Using the LMS, HR professionals can see at a glance what training has been completed or needs to be completed by each member of staff, and depending on the LMS used, can be used to manage both internal and external training content, choose specific training programs based on career pathing, and ensure that every employee is getting access to the learning and development they need.

13. LOA - Leave of Absence

A leave of absence is a period of time off work that is authorized by an employer. During this time, the employee is not completing any work for the business, but they are still employed in the same position.

Whether the employee receives pay (either full or a percentage) will depend on the employer’s own policies and any applicable employment law.

14. PEO - Professional Employer Organization

A PEO is a type of outsourced HR, which is sometimes referred to as co-employment.

This service often takes part of the HR workload for a business, usually administrative tasks like ensuring benefits are accessible and completing payroll duties.

In some cases, the PEO might also be used as a consultancy of sorts, providing help with things like HR strategy. PEOs are usually full-service offerings which makes them useful for smaller HR departments that might not have the manpower to complete all tasks related to people management.

15. PIP - Performance Improvement Plan

A PIP might be used as part of employee performance management, with the specific aim of helping an employee improve their performance.

While they are usually instigated by the direct line manager of an employee, the HR department will often help draft the document and ensure that the details are kept on file.

In the PIP, specific issues are highlighted, with the aim to identify if there are any training needs or skills gaps, and the PIP will set specific expectations for future achievements, using KPIs and other measurable goals.

16. PTO - Paid Time Off

PTO covers different types of time off work, where the employee will still receive pay. This differs from a LOA in that PTO is usually built into the employee contract as a benefit.

PTO covers things like annual leave, maternity and paternity leave, and sick leave.

While the employee may get full pay for annual leave, there may be other pay schedules in place for sick and/or maternity and paternity leave.

17. SOW - Statement of Work

When an HR team works with an external recruitment company, often when looking for specific short-term staff for a project, the SOW is used to ensure that the external recruiter knows what to look for.

Essentially, the SOW is a document that outlines the requirements of the role so that the recruiters are able to source the right person to meet the needs of the business.

18. TNA - Training Needs Analysis

A TNA can be used at any point during employment, but it is often used early. The TNA is a way of identifying where any skill gaps might be in an employee, and whether there is any other knowledge that is needed to successfully do the job.

The TNA can then be used to determine what specific training is needed to both meet the organizational goals and also ensure that every employee has the tools they need to do their job - and to develop further in the company, too.