Terms such as “employee,” “position,” and “salary” should be familiar to most people. But other terms are specific to HR that may not be so easily understood. For example, what does it mean when someone is referred to as a “1099 contractor?” And what is an “ATS?” 

In HR, many buzzwords and acronyms get thrown around daily. It can be hard to keep up with everything going on if you’re not in the loop.

In the human resources field, particular terms are regularly used. By understanding the definitions of these words, you can be better equipped to manage your employee and work relationships. 

In this post, we’ll define some of the most commonly used HR terms so that you can feel more confident when talking to your colleagues in the department.

Stay tuned! We’ll be covering more HR jargon in future posts.

image of word of mouth

Core HR integration integrates all the core components of human resource management (HRM) into a single system.

Core HR includes all the essential functions of HRM, such as payroll, benefits administration, and talent management. By integrating these hr functions into a single system, organizations can improve efficiency and accuracy while also reducing the overall cost of HR operations.

Additionally, core HR integration can help to enhance communication and collaboration between different departments within an organization.

By bringing all the essential HR functions into a single system, organizations can more effectively manage their workforce and make better decisions about strategic HRM initiatives.

As the name suggests, 401k tracking in HR refers to tracking employee retirement plan contributions and investments. This can be a complex task, as many different types of 401k plans and investment options are available.

However, there are a few key things that all businesses need to track. First, they need to keep track of employee contribution levels. This information is essential for tax purposes and for ensuring that employees are on track to reach their retirement savings goals.

Second, businesses need to track investment performance. This data can help companies to identify which investment options are performing well and which ones may need to be changed.

Finally, companies need to monitor employee withdrawals from their 401k plans. This information helps prevent excessive early withdrawals and understand how employees use their retirement savings.

Overall, 401k tracking in HR is vital for managing employee retirement benefits.

360 feedback is a type of performance appraisal in which employees receive feedback from various sources.

These sources may include supervisors, peers, subordinates, and customers. The goal of 360 feedback is to provide employees with a more well-rounded view of their performance.

This type of feedback can be effective because it can help employees to identify both strengths and areas for improvement. Additionally, 360 feedback can help to improve communication among employees and build trust.

However, 360 feedback can also be challenging because it requires employees to be open to constructive criticism. When used effectively, 360 feedback can be a valuable tool for improving employee performance.

ACA Reporting in HR stands for Affordable Care Act Reporting. The Affordable Care Act (ACA) requires employers to provide health insurance to their employees and report certain information about their health insurance coverage to the federal government.

The ACA also imposes a tax on employers that do not provide health insurance to their employees. ACA Reporting in HR is how employers report this information to the federal government.

ACA Reporting in HR is a complex process, and there are many different forms that employers must complete. To report their ACA information properly, employers must maintain accurate records of their employees’ hours worked, health insurance coverage, and other information. Failing to report this information can lead to substantial fines by the federal government.

ACA Reporting in HR is required for all employers with 50 or more full-time equivalent employees. Depending on the scenario, employers with fewer than 50 full-time equivalent employees are not required to report their ACA information, but they may do so voluntarily.

In human resources, bumping is the process of displacing an employee from a position that is being eliminated or downsized to a position that the employee is qualified for and that has a lower pay rate.

The displaced employee “bumps” an employee in the lower-paid position, who is then bumped to an even lower-paid position, and so on. While bumping can help to preserve jobs, it can also create feelings of insecurity and resentment among employees. Additionally, it can be difficult to manage from a logistical standpoint.

Bumping is often used as a last resort for these reasons when other options, such as voluntary separations or early retirement packages, have been exhausted.

Human resources professionals use background screening as a tool to verify that an applicant’s resume, references, and other information provided during the job application process are accurate.

Background screening can also help identify individuals who may have a criminal history or lied about their qualifications for a position. While background screening is not required for all positions, it can be an essential part of the hiring process for positions that require a high level of trust or responsibility.

In addition to verifying information, background screenings can also help to protect the employer from potential liability. By conducting a thorough background check, employers can ensure that they are not inadvertently hiring individuals with a history of violence or theft.

Ultimately, background screening is an important part of the hiring process that can help to protect both employers and employees.

Behavioral competency is a term used in Human Resources (HR) that refers to the ability of an individual to display certain behavior patterns that are essential for success in a particular job role.

In other words, it is the ability to display certain behaviors that are necessary for performing a job successfully. Behavioral competencies can be either personal or professional in nature. Personal behavioral competencies are related to an individual’s personality, such as teamwork, adaptability, and communication skills.

On the other hand, professional behavioral competencies are those related to an individual’s specific knowledge and skillset, such as technical expertise or industry knowledge.

While most jobs require a combination of both personal and professional behavioral competencies, some jobs may place a greater emphasis on one or the other.

For example: a job that requires frequent interaction with clients or customers may place a greater emphasis on personal behavioral competencies, while a job that requires highly specialized knowledge or skills may place a greater emphasis on professional behavioral competencies.

Labour forecasting is a process used by Human Resources departments to estimate future labour needs. Labor forecasting aims to ensure that an organization has the right mix of employees with the right skills at the right time.

To do this, HR professionals use a variety of data sources, including workforce data, economic indicators, and trends in the labour market. HR can develop accurate labor demand and supply forecasts by understanding these factors.

This information can then be used to make strategic recruiting, training, and retention decisions. As a result, labour forecasting is essential for ensuring that an organization has the workforce it needs to succeed.

The budget forecasting process in HR typically entails making predictions about future hiring needs and expenses. This can involve estimating the number of new hires necessary to maintain staffing levels and projecting the cost of salary increases and benefits.

In some cases, the budget forecast may also take into account the possibility of layoffs or other reductions in force. The goal of budget forecasting is to ensure that HR has the resources it needs to meet its goals, while also staying within the overall budget for the organization.

Budget forecasting requires a careful analysis of historical data and understanding current trends.

For example: if there has been a recent influx of new employees, it may be necessary to adjust the forecast accordingly. Similarly, if there is reason to believe that salary costs will increase in the near future, this should be taken into account. The goal is to create a realistic forecast that can be used to make sound decisions about HR spending.

 

The balanced scorecard is a performance management system that provides a holistic view of an organization’s performance.

It was originally developed by Drs. Robert Kaplan and David Norton as a tool for corporate strategy, but it has since been adapted for use in human resources.

The balanced scorecard approach focuses on four key perspectives: financial, customer, internal process, and learning and growth. Each perspective is represented by a set of performance measures that are used to track progress and identify areas of improvement. The balanced scorecard approach provides a comprehensive view of an organization’s performance and is an essential tool for HR professionals.

Thanks to the balanced scorecard, HR professionals can identify areas of improvement and ensure that their organizations are operating at peak efficiency.

Onboarding is the process of hiring any new employees into an organization.. It usually begins with a formal job offer and ends when the employee is fully integrated into the company culture and performs their job duties to the best of their ability.

The onboarding process can vary in length, but it typically lasts several months. Offboarding is the opposite of onboarding; it is disengaging an employee from an organization. This may be happen for a number of reasons, including retirement, termination, or resignation.

Offboarding typically involves wrapping up loose ends, such as paperwork and finalizing benefits. It is essential to have a well-defined onboarding and offboarding process to ensure that all employees have a positive experience with your company, whether they are just starting or leaving.

Attrition in HR refers to the process of reducing an employee headcount within a company through voluntary & involuntary departures.

Attrition can be voluntary, such as when an employee resigns or is fired, or it can be involuntary, such as when a position is eliminated due to budget cuts. In either case, attrition can significantly impact a company’s workforce. When Attrition occurs, it can create a number of challenges for HR professionals.

For example: Attrition can lead to a shortage of skilled workers, making it difficult to fill open positions. Additionally, Attrition can also create tension and mistrust among employees, as those who may feel that their jobs are at risk. As a result, Attrition must be carefully managed to minimize its negative impact on the workplace.

Final Thought

As a human resources professional, staying updated on the latest developments in HR processes and terminology is crucial for a competitive edge. By familiarizing yourself with these uncommon hr terms, you can ensure that you are able to communicate effectively with your team and make the most of your human resources department.

Do you know any other uncommon HR terms? Share them in the comments below!

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