In this article, we will explain why influence is important. We will also unpack the sources of influence and discuss how you can develop influence skills to build your credibility across the organization.

Contents
Why influence is crucial for HR business partners (HRBPs)
How to establish credibility with influence
1. Personal motivation: Make the undesirable desirable
2. Personal ability: Equip the right skills to build confidence
3. Social motivation: Leverage peer influence
4. Social ability: Use social structures for support
5. Structural motivation: Rewarding change
4 tips on using the sources of influence

Why influence is crucial for HR business partners (HRBPs)

Often, HR isn’t in a position of power and relies on its ability to influence stakeholders to manage the People agenda and priorities. This is why influence is a critical behavior for HRBPs to master. 

Influence: 

• Enables you to guide stakeholder decision-making and set the strategic agenda with the business
• Is critical in an HRBP’s toolbox for bringing about organizational change
• Helps you gain support from different levels across the organization and secure essential resources, such as HR budget and technology, for impactful HR initiatives
• Helps you champion policies that improve employee experience and create a positive workplace environment.

Lack of influence

However, a lack of influence can create many challenges for HRBPs. 

• You may struggle to gain support from senior leadership, leading to unsuccessful change initiatives, low adoption rates, and doubts about HR’s effectiveness
• It can impede efforts to enhance the employee experience, promote Diversity, Equity, and Inclusion (DEIB), improve working conditions, and boost engagement

Balancing different stakeholders’ diverse and sometimes conflicting interests can make it difficult for HRBPs to build influence. Based on findings from our HRBP Impact Assessment, 38% of HR Business Partners struggle to identify actions when faced with conflicting priorities. 

Building influence isn’t about using power but about earning trust, showing expertise, and communicating the value of HR initiatives. Using different strategies and understanding where influence comes from can help you position yourself as a strategic partner who drives essential organizational changes.

Take the HRBP Impact Assessment

Diagnose the quality of your HRBP model implementation with AIHR’s T-Shaped HR Competency Model Assessment. Get results and recommendations on how strategically aligned your HRBP model really is.

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How to establish credibility with influence

Understanding and using different sources of influence is crucial for driving behavior change. Researchers Joseph Grenny, David Maxfield, and Andrew Shimberg identified six critical sources of influence in this process.

 Sources of influence: 

1. Personal motivation 
2. Personal ability
3. Social motivation
4. Social ability
5. Structural motivation
6. Structural ability

In the context of the HRBP role, we will focus on the first five sources of influence and explain how you can use them to gain influence and build credibility. 

1. Personal motivation: Make the undesirable desirable

The first source of motivation involves creating an internal desire for change in individuals. This means connecting the changes or initiatives with the core values and personal goals of others, making them see the direct benefits and relevance to their own lives.

How HRBPs can use personal motivation: 

• Understand what’s important to your stakeholders and what they care about most: It’s essential to connect with the individuals’ personal values and priorities and show them how proposed initiatives align with or contribute to them. 
• Recognize that change can be challenging and uncomfortable: Addressing this from the beginning can alleviate concerns and minimize resistance. 
• Connect the change to the broader mission and organizational goals: This helps stakeholders see the bigger picture and how the changes will contribute to organizational success. 

2. Personal ability: Equip the right skills to build confidence

HRBPs can develop personal abilities to help stakeholders feel confident and take ownership. This reduces resistance to change and increases the likelihood of successful implementation. 

For example, HRBPs can build influence by providing employees, managers and senior leadership with the right tools, training, and practice opportunities. 

How HRBPs can use personal ability: 

• Take an incremental approach: Progressively build on previous knowledge to enhance stakeholders’ individual abilities. This will also prevent them from feeling overwhelmed, reinforce learning, and help them to retain skills over time. 
• Mirror real-life situations: Ensure that the learning experiences closely mirror real-life situations where the changes will be implemented, including potential challenges. Help them to practice as frequently as possible with activities like role-plays or interactive workshops. These will help them to receive immediate feedback and identify any challenges in the application.
• Enable autonomy and empowerment: Encourage stakeholders to take the initiative and make decisions to increase their sense of ownership and internal motivation.

3. Social motivation: Leverage peer influence

Using social motivation means using the influence of peers and social networks to encourage the adoption of new behaviors. 

When important individuals and groups start using and supporting these new behaviors, others are likelier to do the same. This approach helps changes to be accepted more quickly and by more people, and it also creates a supportive community around new initiatives, making them more likely to last.

How HRBPs can use social motivation: 

• Identify opinion leaders within the organization: These could be formal leaders, like managers and executives, or informal leaders, such as long-tenured employees or those with strong social connections. 
• Engage opinion leaders during the design and planning stages: This will help them feel committed to the initiative’s success and establish role models who support it based on their positive experiences. 
• Identify stakeholders most likely to raise concerns: By identifying these from the start, you can address their concerns upfront and turn potential resistance into support, making them advocates for the change.

4. Social ability: Use social structures for support

Social ability focuses on using the power of social interactions and networks to facilitate the adoption of new behaviors. 

Leveraging social ability as a source of influence is a powerful strategy to foster collective ownership and support for initiatives. When stakeholders feel connected and supported by their peers, they are more likely to embrace and lead changes. 

How HRBPs can use social ability:

• Establish formal and informal networks connecting stakeholders: These could include councils, cross-functional committees, and other networking events that encourage open dialogue and relationship-building.
• Create collaborative learning opportunities: These could include workshops, strategy sessions, and knowledge-sharing forums. Through interaction, discussion, and collective problem-solving, stakeholders can learn from each other and see the value of collective support. 
• Create safe ways for stakeholders to seek help without embarrassment: This could include peer coaching programs and confidential discussion groups. 

5. Structural motivation: Rewarding change

Structural motivation leverages tangible incentives and clear consequences to drive behavior change. 

People are more likely to adopt and maintain new behaviors if they see that their efforts are recognized and rewarded. On the other hand, clear expectations and consequences for not meeting standards help reinforce the importance of the desired behaviors.  

How HRBPs can use structured motivation: 

• Ensure rewards are tangible, meaningful, and directly linked to the desired behaviors: Different people value different rewards. Some might prefer financial incentives, while others might value public recognition or opportunities for professional development. The important thing is that these rewards should be something stakeholders can see or experience and care about.
• Take a balanced approach: Focus on positive reinforcement and create clear expectations for non-compliance. 
• Promote accountability and support rather than punishment: This will help people stay motivated and committed to changing their daily routines. 
• Implement clear and fair criteria for rewards and consequences: This will help everyone understand how their actions align with the desired behaviors, promote fairness, and motivate people to meet the set standards.

4 tips on using the sources of influence

When we look at the five sources of influence relevant to the HRBP role, it’s clear that to drive the changes and behaviors we want, having and using influence is not just about persuading others to follow orders. Here are some tips on how to effectively leverage different sources of influence for HRBPs:

• Tip 1. Use diverse sources of influence: Drive the desired changes and behaviors by leveraging personal, social, and structural influences.
• Tip 2. Don’t use all sources simultaneously: Implementing strategies aimed at all the different levels at once can lead to confusion, overwhelm, resistance, and strained resources. 
• Tip 3. Plan and execute carefully: Each strategy needs careful planning, execution, and monitoring to work effectively.
• Tip 4. Prioritize and sequence strategies: Rather, focus on one or two at a time to ensure effective implementation and allow employees to adjust gradually to changes. 

To sum up

Using these influence strategies effectively, you can motivate and engage stakeholders at all levels, gain support for HR initiatives, and promote a culture of continuous improvement and innovation. 

This influence transforms resistance into readiness and ensures that your HR efforts lead to ongoing organizational success. As HR’s role continues to expand, the ability to influence will remain a key aspect of effective HR leadership, allowing HRBPs to navigate complexities and shape the future of work.

The post HRBP Soft Skills: How To Successfully Influence Stakeholders appeared first on AIHR.

This comprehensive guide covers everything you need to know to become an Onboarding Specialist. Learn how to start and excel in this rewarding profession that sets new hires up for success.

Contents
What is an Onboarding Specialist?
Onboarding Specialist career path
How much does an Onboarding Specialist make?
Onboarding Specialist job description
How to pursue a career as an Onboarding Specialist 
5 steps to become an Onboarding Specialist

What is an Onboarding Specialist?

An Onboarding Specialist (also called an HR Onboarding Specialist) is an HR professional who handles the final step of the hiring process. They educate new hires on the company’s procedures, practices, and policies to help integrate them into its workforce.

The HR Onboarding Specialist also advises new hires on the skills and knowledge they need to succeed in the company and in their new role. They work mainly with new employees but also collaborate with talent acquisition professionals, other HR representatives, management, and hiring managers to make new employee transitions as seamless as possible.

In smaller companies, this role may report directly to the HR Manager or business owner and handle the entire employee onboarding process themselves. In larger organizations, they might be part of a bigger HR onboarding team. They could report to a senior HR Onboarding Specialist or an HR Business Partner (HRBP) focusing on onboarding.

HR Onboarding Specialist career path

Career path to becoming an Onboarding Specialist

If you’re already in an entry-level HR position, you may be able to more easily transition into this role. These positions include:

• HR Specialist: Manages HR functions like recruitment, training and development, compensation and benefits, rewards, and employee relations.
• HR Generalist: Handles HR functions like employee relations, recruitment, benefits administration, and policy implementation to support the company’s HR operations.
• HR Coordinator: Facilitates all key HR functions and programs, including matters related to employment, employee relations, compensation and benefits, and labor negotiations.
• HR Assistant: Supports the HR department with administrative tasks related to employee records, recruitment, and general HR functions.

HR tip

Explore AIHR’s Career Map to help plot your career path. The tool also provides an overview of various HR roles, their salaries and offers insights into projected timelines for career progression.

You could also move laterally into other roles on the same level, such as:

• Recruiting Coordinator: Streamlines the hiring process, improves candidate experience, and helps the company to meet its hiring objectives. 
• Talent Acquisition Coordinator: Coordinates the end-to-end recruitment process, including sourcing candidates and scheduling interviews.
• Benefits Administrator: Administers employee benefits programs, such as health insurance, retirement plans, and other perks, ensuring employees receive and understand their benefits.
• Employee Engagement Coordinator: Develops and implements employee engagement strategies to improve employee satisfaction and productivity.

Career progression

Once you have mastered your role, there are several mid-level to senior roles you can consider when planning your career growth goals: You could become a:

• HR Manager: Leads a team of HR professionals across various HR functions.
• HR Business Partner (HRBP): Works closely with specific departments to handle employee relations, talent management, and (potentially) onboarding for those departments.
• Senior HR Onboarding Specialist: Oversees the onboarding team, mentoring junior specialists and managing more complex onboarding processes.

Onboarding Specialist job description

An Onboarding Specialist is responsible for facilitating a smooth and positive onboarding experience for new employees. Their goal is to eventually make it easier for them to become more engaged and productive at work. 

Below is a typical description of the duties and Onboarding Specialist performs:

1. Create and update employee resources

An Onboarding Specialist creates or updates the employee handbook, outlining the company’s policies, benefits, and procedures. They work with other HR personnel and legal counsel to ensure the accuracy and compliance of policies, which they then communicate to new hires.

They also develop or curate resources like benefits guides or training materials. Additionally, they may enroll new employees in the company’s payroll system and ensure they can access online portals for managing tax forms, payslips, and PTO requests. 

2. Communicate company policies to new hires

Onboarding Specialists help train new hires by developing t onboarding presentations or conduct workshops on company policies. This training may also cover topics likework hours, dress code, workplace technology use, anti-discrimination policies, and workplace safety procedures. 

They also communicate individual policies to new employees, answer their questions, and distribute onboarding documents or online resources for their reference.

3. Create employee welcome kits

An Onboarding Specialist is responsible for creating and imparting a positive first impression of the company on new hires. They may design and assemble welcome kits (sometimes called “swag bags”) with company-branded items like mugs, notebooks, and T-shirts.

They may also provide other essential resources, like company overview brochures, an office map, or team contact information. Additionally, the welcome kit or swag bag could include a handwritten welcome note or a small gift to make the onboarding experience more personal and memorable. 

4. Introduce new employees to their team

An organization’s Onboarding Specialist hosts virtual or in-person introductions between new hires, their managers, and team members by organizing team lunches or coffee chats and creating online team directories. 

They might also help foster mentorships that pair new hires with experienced colleagues who can guide and support them during onboarding. 

5. Align new hires with their managers and team members

An HR Onboarding Specialist arranges meetings between new employees and their managers to discuss job expectations, performance goals, and training plans. They may also integrate new hires with their team via team and other onboarding activities.

6. Process paperwork

Onboarding usually involves plenty of documentation. An Onboarding Specialist prepares essential paperwork (such as tax forms, employment contracts and IT forms, etc.) for new hires. They then instruct new hires on the purposes of the different paperwork and ensure they complete the necessary forms correctly.

7. Ensure new hires have relevant training links and login details

An Onboarding Specialist gives new employees access to relevant training modules or online courses. This would include company email login information to their company email accounts, project management software, and communication platforms.

8. Audit data and set up employee profiles in internal HR systems

Another responsibility for an Onboarding Specialist is to input new employee data into the HRIS (HR information system) to ensure new hires are on the payroll. They also review and audit new hire data to ensure it’s complete and accurate.

9. Ensure employee compliance with all company policies

The Onboarding Specialist must explain company policies and procedures to new hires to ensure they understand and comply. Should an employee fail to comply, the Onboarding Specialist has to advise managers on the appropriate disciplinary action to take and document the process.

10. Connect new hires with IT personnel

The Onboarding Specialist introduces new hires to the company’s IT staff, who will assist them with setting up their computers, installing and accessing software, and troubleshooting any technical issues.

11. Answer all company-related questions

The Onboarding Specialist is typically a new employee’s first point of contact. New hires rely on them to answer their questions about topics such as payroll, employee benefits, company policies, practices and culture, PTO, pension plans, and income taxes. 

How to pursue a career as an HR Onboarding Specialist 

An Onboarding Specialist plays a valuable role within the business. In fact, 89% of employees report higher engagement in the workplace following an effective onboarding experience.

An Onboarding specialist not only must facilitate a smooth transition for new hires, they must ensure an effective onboarding process that prepares new employees well for their roles. This usually results in greater employee satisfaction and morale, which in turn helps the company meet its business goals more efficiently.

Onboarding Specialists help foster a strong sense of belonging in new employees by giving them important information on company culture and policies, as well as their individual responsibilities. At the same time, successful onboarding can help increase employee engagement and satisfaction, making them more likely to remain at the organization.

HR tip

Get relevant experience for the role. Develop your skills and experience in other roles that involve training, recruitment, or employee engagement to build the foundational knowledge you’ll need for Onboarding Specialist positions.

Skills an Onboarding Specialist needs

An Onboarding Specialist should have certain skills to make new hires feel welcome and help them transition smoothly into the organization. These include:

• Interpersonal and communication skills: Clear and concise communication, active listening, and constructive feedback are important when onboarding new hires.
• Organizational and planning skills: Help you properly manage onboarding schedules, coordinate training sessions, and prepare all necessary materials and resources.
• Training and teaching skills: Strong teaching and training skills help you educate new employees on company policies and their individual responsibilities.
• Problem-solving skills: Problem-solving comes in handy when adapting onboarding strategies and processes based on employee or management feedback.
• Technological skills: This role requires proficiency in onboarding software, HRIS, and virtual communication software to help new hires access and use the company’s online resources. 
• Content creation skills: Making onboarding materials clear, concise, and engaging captures new hires’ attention and makes them more likely to remember what you teach them.
• Data analysis skills: Tracking time-to-productivity, employee retention rates, and new hire satisfaction surveys can tell you what improvements to optimize the onboarding experience.

HR tip 

“You have to collaborate with many different departments to make the onboarding process smooth, so relationship-building skills are important. You must also become familiar with onboarding tools/technology, what they do, and how to use them,” explains Chloë de Jonge,  People Ops and Office Specialist at AIHR. 

5 steps to become an Onboarding Specialist

Step 1: Pursue relevant education or undergo a certification program

An HR management degree in communications, psychology, or business administration will help. However, a good certification program can also prepare you for this role, and is the best option if you have budget or time constraints. 

Check out the following certifications: 

• AIHR’s Strategic Talent Acquisition Certificate Program: Learn about talent acquisition strategies, sprint recruting, candidate experience, and recruitment analytics.
• SHRM’s Certified Professional (SHRM-CP): With a focus on recruitment, you can build a strong foundation of HR practices to become a well-rounded recruiter.
• Sourcing Certifications’ Certified People Sourcing Professional (CPSP): Learn sourcing techniques critical to effective recruitment practices.

While not specifically focused on onboarding, HR recruitment certifications can equip aspiring Onboarding Specialists with valuable skills and knowledge. This will not only help you create more effective onboarding experiences, but also understand where onboarding fits within the talent acquisition lifecycle.

Step 2: Accrue relevant experience

Apply for training and teaching roles through internships, trainee programs, volunteer work, or entry-level HR positions. These experiences will teach you how to create lesson plans, deliver instructions, and assess understanding — all critical skills for Onboarding Specialists. Highlight your experience in employee orientation, training programs, or HR functions in your résumé.

Step 3: Keep abreast of industry changes

Read industry publications, attend webinars, and join professional HR organizations to stay informed on the latest trends, technologies, and regulations in HR. Staying up-to-date on industry news and changes can help you ensure your onboarding processes are compliant and effective, making you a valuable member of your organization’s HR team.

Step 4: Develop crucial soft skills

An Onboarding Specialist needs excellent verbal and written communication skills to clearly explain onboarding processes and expectations and good interpersonal skills to build strong relationships with new hires. Additionally, you need strong organizational skills to efficiently manage multiple tasks and processes to ensure a smooth onboarding experience.

Step 5: Master HR technology

As an Onboarding Specialist, you must be proficient at using different HR software, such as onboarding software, HRIS, and virtual communication tools. Using these tools in onboarding will help you enhance efficiency and user experience.

To sum up

If you have strong communication and interpersonal skills and are passionate about building a good first impression, becoming an HR Onboarding Specialist could be an excellent career choice. You don’t have to remain in the same role permanently, either — the Onboarding Specialist position can be a stepping stone to roles like Senior HR Onboarding Specialist, HRBP, and HR Manager.

The post Onboarding Specialist: Job Description, Salary, & How To Become One appeared first on AIHR.

By being strategic about your human resources professional development, you can gain sought-after skills, become a more valuable asset to your organization, and open doors to exciting career opportunities in the future.

So, how can you take charge of your career and maximize your potential? This roadmap will offer tips on how to define your work goals and develop the skills you’ll need to achieve them.

Contents
What is HR professional development?
The importance of Human Resources professional development
Key skills and competencies for HR professionals
Types of HR professional development opportunities
Top HR professional development programs
Creating an HR professional development plan

What is HR professional development?

HR professional development is about equipping yourself with the knowledge and skills you’ll need to excel and advance in your field. This includes formal learning (like completing accredited courses and certifications to enhance your abilities) and informal learning (attending conferences and networking sessions, listening to podcasts, or reading to gain more knowledge).

Successful and highly sought-after HR executives share a common focus on professional development in both HR-specific specialist competencies and broader skills, such as business acumen, communication, leadership, project management, and data analytics. This wider sphere of expertise makes them valuable assets to their organizations beyond HR functions.

Taking a proactive, strategic approach to developing your skills will not only help you succeed in your current role but also enhance your résumé, making you a more attractive candidate for future promotions and job openings.

The importance of Human Resources professional development

As the field of HR continues to develop and expand, continuous learning is your key to remaining relevant and successful. Your HR professional development shouldn’t be seen as a one-off event but rather an ongoing lifelong investment in further developing your skill sets.

Why? Consider the changes constantly reshaping the business landscape and tech advancements. In the past five years alone, the world has experienced a pandemic that has redefined where, when, and how everyone works; frequent regulatory changes that impact workplace compliance; social movements driving diversity, equity, inclusion, and belonging (DEIB); and the rise of the fourth industrial revolution, robotics and AI, and more.

Key skills and competencies for HR professionals

Professionals in any specialized field, including HR, run the risk of becoming disconnected from broader business perspectives and goals. This comes from an overly narrow focus and siloed thinking, which hamper an individual’s ability to add value to their organization on a macro level.

This explains the increasing demand for HR professionals who have expert knowledge in their respective HR disciplines, as well as the ability to collaborate across disciplines with different internal stakeholders on a broad scope of projects.

A professional from this next generation of HR talent is called the ‘T-Shaped’ HR professional. AIHR’s T-Shaped HR Competency Model encompasses the competencies all HR professionals must have to equip them with the versatility needed to tackle complex problems, adapt to changing environments, and succeed in the future.

Becoming a T-Shaped HR professional

Possessing a T-Shaped skill set means building strong HR and leadership competencies, along with a broad range of complementary skills, including:

• Business Acumen: The understanding of the strategic and commercial aspects of the business, as well as how HR can deliver on organizational goals and contribute to the bottom line.
• Data Literacy: The ability to collect, analyze, and interpret data to extract insights for informed HR decision-making.
• Digital Agility: The ease of using technology to improve HR processes and champion digital adoption.
• People Advocacy: The use of productivity, culture, and wellbeing to build a human-centric workplace.
• Execution Excellence: Achieving objectives through problem-solving, stakeholder engagement, and purposeful execution.

Types of HR professional development opportunities

HR professionals can explore a range of opportunities to develop the five core HR competencies mentioned above. There are additional specialist competencies you should develop, namely, Awareness and Attraction, People Experience and Culture, Business Transformation, Talent Growth, Digital HR, and People Operations.

Here are some ways to help you further develop your skill set:

Internal training programs

Internal training programs are structured learning experiences designed and delivered within an organization to develop the skills, knowledge, and competencies of its employees. The programs are often tailored to meet the specific needs and goals of the company and help to provide targeted skill development.

These internal courses can help hone your recruitment, compensation, leadership expertise, or talent management skills, depending on the specific needs of your company and employee KPIs.

External HR professional development opportunities

Investing in external development opportunities fuels personal growth and moves your career forward. Venturing beyond internal training can unlock your full potential in four main ways:

Professional associations:

• Become a member: Joining internationally respected organizations like the Human Resources Professionals Association (HRPA), the Human Resource Certification Institute (HRCI), and the Society for Human Resource Management (SHRM) grants access to an invaluable network of HR professionals.
• Access communities: You can leverage their online communities, attend exclusive events, and pursue industry-recognized certifications (see below) to elevate your professional credibility.

Join an active and engaged community

AIHR has a thriving and engaged community with over 25,000+ ambitious HR professionals from all over the world who discuss thought-provoking HR topics, share ideas and learn from one another. We also offer weekly live events to help members stay current with the latest in HR.

AIHR certificate programs:

Formal industry certifications boost your HR career in two important ways. First, they provide a structured learning path, ensuring a strong foundation in the skills and knowledge necessary to take on greater responsibility. Second, these credentials enhance your résumé, showcasing your commitment to professional development and expertise in the field

• Access a wide range of certificate programs: AIHR offers a comprehensive suite of certificate programs designed to hone your HR expertise and provide impressive credentials to beef up your CV.
• Become certified: AIHR’s certificate programs can help you become certified in the areas of HR Generalist, People Analytics, HR Metrics & Reporting, and more. 

Industry conferences and webinars:

• Attend industry conferences to gain knowledge and learn from other HR professionals
• Gain insights into curated topics on pertinent issues impacting the business
• Leverage events like these to connect with your industry peers and grow your professional network
• Although webinars don’t provide credentials you can add to your résumé; they do offer a convenient and cost-effective way to expand your knowledge in specific areas by learning from industry experts
• Some webinars also offer recertification credits — look out for these if you need a refresher course and updated certification.

Top HR professional development programs

Staying ahead of the curve in HR requires continuous learning. Here’s a list of courses and certifications to accelerate your HR professional development journey, including options from AIHR and its esteemed partner organizations. 

1. Expand your horizons with AIHR partner certifications

Earning a global HR certification strengthens your ability to handle HR complexities, including legal and cultural aspects, and proves your eligibility for global HR roles.

• HR Certification Institute (HRCI): Offers globally recognized certifications for various HR experience levels, including Associate (APHRi), Professional (PHRi), Senior (SPHRi), and Global (GPHR). Focuses on HR operations, recruitment, employee relations, and global HR strategy.
• Society for Human Resource Management (SHRM): Offers globally relevant certifications with a strong US market focus. Also provides certifications for HR professionals (SHRM-CP) and HR leaders (SHRM-SCP), and focuses on HR practices related to organizations, people, leadership, and workplaces.
• Chartered Institute of Personnel and Development (CIPD): Prominent HR body in Europe and the UK that offers certifications through accredited universities or their membership programs. Its highest ‘chartered member’ level signifies expertise and leadership.
• HR Professional Association (HRPA): A Canada-focused organization offering certifications, including the CHRP, which validates proficiency in Canadian HR practices and regulations.

2. Elevate your career with AIHR’s certificate programs

AIHR certificate programs that align with your career aspirations will provide you with the knowledge and skills to advance your career in the ever-evolving HR landscape. You’ll also earn points and credits toward accredited HR certification from eight professional associations. Click here for more details.

3. Get full access to AIHR’s online Academy 

When you sign up for our Full Academy Access, you’ll be able to:

• Unlock our extensive library of on-demand training content, including 13 certificate programs, 56 courses, and mini-courses covering various HR disciplines and industry trends
• Use our interactive HR career planner to help you tailor your learning path to suit specific goals and interests
• Have access to a dedicated coach to help you reach your professional learning goals
• Interact with our community of 25,000+ HR professionals
• Get access to hundreds of off-the-shelf templates, playbooks, and tools to enable you to create more value in your current HR role.

HR tip

Be publicly accountable for your goals. A study on goal achievement that involved five diverse groups found that the group that had created written goals and action plans, as well as publicly informed and updated a supportive friend on these plans, was most effective. They accomplished significantly more of their desired outcomes than the other groups did. So the next time you commit to a goal, like completing a certified training program, enlist the support of a trusted colleague or friend or announce your plans and post regular updates on social media. 

Creating an HR professional development plan

Take control of your professional development with this five-step guide to creating a personalized plan that aligns with your goals and unique strengths and interests.

Step 1: Identify your strengths

Start your journey by reflecting on your strengths. Consider past performance reviews, feedback from colleagues, and successful projects. Determine if you excel at communication, data analysis, or strategic planning to identify strengths you can leverage in your desired career path. 

Step 2: Align your passion and values

Let your values and interests guide your career choices. Which areas of HR are you most passionate about, and what type of work do you find most stimulating and rewarding? Answering these questions will help you identify an ideal career niche.

Also, think about the kind of work environment you thrive in and what your non-negotiables are in a company culture. Reflect on values like trust, respect, collaboration, work-life balance, and continuous learning to identify the organizations that appeal to you most.

Step 3: Define your career aspirations and set SMART goals

Define your career aspirations — consider your key strengths, passion, and values, as well as what position or specialty you want to explore. If you’re wondering how to develop yourself as an HR professional, AIHR’s Career Mapping tool provides an easy, intuitive way to visualize various career pathways to help you define your journey.

Once you’ve mapped a clear career pathway, draw up your HR professional development goals using the SMART goals formula:

• Make your goal specific by defining it precisely. For example, ‘become a Compensation & Benefits manager’ is more specific than ‘get a promotion in HR’
• Ensure your goal is measurable by establishing metrics to track your progress. For instance, ‘obtain a certification within 12 months’ sets a quantifiable target
• Choose an attainable — it should be challenging yet achievable, based on your skills and resources
• Make sure your goal is relevant by aligning it with your strengths, values, and overall career aspirations
• Set deadlines to stay focused and ensure your goals are time-bound. For example, ‘complete a Compensation & Benefits certificate program within 10 weeks’ creates a sense of urgency.

Step 4: Identify skills gaps and development opportunities

Compare your current skills with those needed for your target career to achieve your goals. Take AIHR’s T-Shaped HR Competency Assessment to pinpoint knowledge areas that need development. This online assessment evaluates your depth of HR expertise alongside your broader business acumen, digital fluency, and data literacy needs.

Step 5: Build your action plan

Finally, create a concrete, step-by-step action plan using AIHR’s Career Aspirations Template to map out specific activities, timelines, and resources to bridge your skills gaps and reach your development goal.

Take the next step

Ready to unlock your full HR potential and propel your career forward? AIHR’s certificate programs are your springboard to success. Earning an AIHR certificate shows your commitment to your professional development and positions you as a valuable asset in today’s competitive job market.

Start with individual courses or sign up for Full Academy Access for unlimited access to our extensive library of HR professional development courses, templates, resources, and more. Enroll today to build the HR skillset to take your career to the next level.

The post How To Advance Your HR Career With Human Resources Professional Development (In 2024) appeared first on AIHR.

Payscale noted that having an HR certification positively influences an HR professional’s chances of getting a promotion and salary hike. 82% of HR assistants surveyed said they have been promoted in the last 5 years. HR directors also reported increased chances of promotion if they had the proper HR credentials. 

Contents
What is an HR certification?
Why get an HR certification for your HR career?
Do you need experience to get an HR certification? 
Eligibility requirements for HR certifications
Steps to get HR certified without experience

What is an HR certification?

An HR certification is a credential that acknowledges a professional’s knowledge and skills in the Human Resources field. You receive a certificate after completing the training program and passing an exam offered by a reputable HR training organization, usually after gaining relevant work experience. 

Human resource certifications educate HR professionals over a wide range of topics, including but not limited to:

1. HR management: Strategic HR planning, workforce planning, organizational development, and change management.
2. Talent acquisition: Recruitment, selection, onboarding, and retention strategies.
3. Compensation and benefits: Salary administration, employee benefits, incentive programs, and compensation analysis.
4. Employee relations: Conflict resolution, disciplinary procedures, grievance handling, and employee engagement.
5. Learning and development: Training and development initiatives, training needs analysis, and performance management.
6. Legal and compliance: Employment law, labor relations, diversity and inclusion, and regulatory compliance.

There are several HR certifications available to address different experience levels. Some certifications, like Professional in Human Resources (PHR), are appropriate for beginners. Others target more senior or experienced HR professionals, like Senior Professionals in Human Resources (SPHR). 

Why get an HR certification for your HR career? 

HR certifications are valuable investments in your career. Here are some of the reasons why: 

• Validate your expertise: They signal to employers that you know HR principles and practices, making you an attractive candidate for HR positions.
• Boost your professional credibility: Employers and clients are likelier to trust you to do HR work because you’ve undergone professional development. 
• Increase your chances of getting hired for an HR job: You have an edge over other applicants who don’t have formal HR credentials and are also applying for the same position. 
• Can lead to new career opportunities: You can apply for senior, leadership, and management HR roles in your company or other organizations. In short, it can help you advance in your career and reach your long-term goals.
• Keeps you up-to-date within your profession: Completing HR certificate programs provides you with new ideas, best practices, and the latest trends in human resources. These programs expand your knowledge and skill set so you excel in various HR roles.
• Many HR certifications are globally recognized and respected by organizations: This is your advantage if you are looking for a job overseas. It makes you more marketable to employers and shows you can adapt to various HR environments. 
• Provides networking opportunities: HR certifications give you the confidence to meet and network with industry experts and thought leaders in the human resources industry. AIHR offers a vibrant membership community where you can connect with HR professionals.
• Offers specialization opportunities: HR certifications offer courses in specific HR areas, such as recruitment, employee relations, compensation or benefits, or HR analytics. These courses give you an in-depth understanding of your chosen HR niche, which many employers value. 
• Enhances your job security and stability during uncertain economic times: An HR certification helps you stay relevant and up-to-date within your expertise to remain competitive and valuable during industry changes. 

Do you need experience to get an HR certification? 

Experience is not always necessary to get an HR certification. Certification courses are available for individuals at different stages of their HR careers. 

While some certifications require certain years or levels of experience, here are some alternative credentials you can obtain to qualify for certifications: 

• Many HR certification courses accept candidates who have completed relevant education programs, such as undergraduate or graduate degrees in human resources, business administration, or related disciplines. In these courses, candidates learn HR foundations and basic skills. 
• Once you have finished introductory HR courses, you can move on to more advanced courses that offer specialized training in HR fundamentals like legal compliance, workforce planning, and other key HR areas. 
• Specific HR certifications are targeted towards entry-level professionals or recent graduates who are just starting their careers in HR. They often have minimal or no experience requirements, making them accessible to individuals new to human resources. 
• Many HR certifications require candidates to pass examinations to demonstrate their knowledge and competency in HR principles and practices. While experience can benefit you as you prepare for the exam, it is not always a strict requirement. 
• Some HR certifications require candidates to complete continuing education credits to maintain their certification status. These credits can be earned through workshops, seminars, webinars, and online courses. 
• Some HR certifications may require candidates to pass skill-based assessments or practical exercises to measure their competencies instead of specific experience levels. It tests their abilities to apply their knowledge to real-world HR situations. 
• Some human resource certifications accept alternative qualifications or experiences that show candidates’ readiness for certifications. This could include volunteer stints, internships, leadership positions in student organizations, or relevant extracurricular activities. 
• Some companies offer career pathing programs or apprenticeships as part of their learning and development activities. Employees interested in working in HR are given hands-on training or mentoring opportunities to gain experience and practical skills to prepare for certification exams. 

HR tip

There are various HR certifications, each with its own focus. Research what kind of HR role you’re interested in (e.g., Generalist Certificate Program, Compensation and Benefits Certification, Recruitment etc.,) and choose a certification aligned with that.

Eligibility requirements for HR certifications

Qualification for HR certifications is based on the specific certification courses and the certifying body administering the credential. 

Here are common prerequisites and criteria that candidates must meet to become eligible for HR certifications, which include credits achieved from finishing HR certificate programs. 

1. The candidate must have at least a high school diploma or equivalent. Some certifications require a bachelor’s degree in HR, business administration, or related fields. As part of the application process, the candidate may need to submit transcripts proving they completed their degree. 
2. Work experience requirements are based on the certification level and the certifying body. Entry-level certifications may have minimal or no experience requirements. Advanced certifications need several years of HR-related work experience. They must provide proof of their work history, including job titles, responsibilities, and duration of their employment. 
3. Candidates may earn credits or points towards certification by completing specific HR certificate programs that offer specialized training in HR fundamentals or legal compliance. 
4. Many HR certifications require candidates to earn continuing education credits to retain their certification status. Credits can be earned through professional development activities like online courses, workshops, seminars, webinars, and conferences. To remain certified, candidates must reach or accumulate a particular number of credits or points within a specific time frame. 
5. Candidates may enroll in exam preparation or study programs to prepare for HR certification exams. Certifying institutions, professional organizations, or third-party providers offer these programs. These courses help candidates review fundamental concepts, topics, and skills tested on the exam and may include study guides, practice exams, and interactive learning modules. 
6. Some certifying organizations require candidates to be members of professional associations to qualify for certification. Membership benefits include access to resources, networking opportunities, exam fee discounts, and certification program eligibility. 
7. When pursuing HR certifications, candidates should adhere to ethical standards and codes of conduct established by certifying bodies. They must agree to uphold principles of integrity, professionalism, confidentiality, and fairness in their HR practices. 
8. Candidates must usually complete their application process. They must submit their transcript of educational records, resumes, and other work-related documentation. The application process verifies that candidates meet the eligibility requirements and are ready to pursue certification. 

4 steps to get HR certified without experience

Gaining an HR certification without prior experience is a strategic way to enter the field of Human Resources. Here’s a roadmap to navigate this process:

1. Gain relevant HR skills

You can start building basic HR knowledge even if you have not gained formal HR experience. Be on the lookout for volunteer opportunities and internships to learn HR 101.

Consider working in customer service, administration, or any position focusing on people management and organizational skills, as these can also provide relevant experience.

2. Complete accredited HR certificate programs 

Certificate programs educate candidates on the essential knowledge to get into HR and prepare them for certification exams. Research and select programs recognized in the HR industry (such as those offered by AIHR) or HRCI (HR Certification Institute).

Participate in forums, chats, and group discussions to network with your peers and make learning more effective. Try to apply what you have learned with your present job or through the program’s simulated projects. Once you complete the program, stay updated with new courses and workshops to know the latest HR practices.  

3. Prepare for the certification test

Join study groups with your peers who are also preparing for the same examination so you get motivated and get help to understand complex topics. Use practice exams to familiarize you with the format and types of questions that will be asked in the test.

Reflect on practice test results so you’ll know what to improve. Create a study plan covering all topics discussed in the course. Use the recommended resources and materials so you are fully prepared. 

4. Complete the application process for the certification exam

Be sure to meet the eligibility requirements for the certification you’re applying for, including education, certificate program completion, and sometimes work experience. Prepare all the documents, such as certificates of completion, IDs, and educational transcripts.

 Follow the application process as outlined per the instruction of the certifying body, which typically includes filling out an application form and paying an exam fee. Monitor the status of your application. 

HR tip

Once certified, maintain your credentials by attending workshops, seminars, and courses to earn the required continuing education credits. Stay updated on the renewal processes to ensure your certification is recovered.

How to get HR experience

For aspiring HR professionals looking to gain experience and broaden their expertise in the field, the following tips can help pave the way for a successful career in Human Resources:

• Cross-skilling within your organization: Volunteer on projects or tasks outside your job, like participating in recruitment events. Look for job opportunities in payroll or ER to understand how HR impacts these departments. 
• Job shadowing: You can request to shadow HR staff in your company or through your work connections to gain hands-on experience in daily HR tasks and challenges. Learn about different aspects of HR, like benefits management, talent acquisition, or compliance, so you’ll know which one you’d like to specialize in. 
• Joining professional HR associations: Join esteemed human resource associations like SHRM (Society for Human Resource Management) or HRCI (HR Certification Institute) to access resources, workshops, and networking events. Be an active member by participating in seminars and conferences to build connections and stay informed about the latest industry trends and best practices. 
• Applying for entry-level HR positions: Search for positions that serve as a stepping stone into the HR field, such as HR assistant or recruiter assistant roles, even if they require minimal experience. Arrange your resume to highlight relevant skills (communication skills, organizational skills) and HR-related experience like internships or volunteer work. 
• Continued education: Enroll in HR certification programs or pursue a degree in human resources to gain comprehensive knowledge and credentials to enhance your resume. Attend webinars, take online courses, and read industry publications for the newest updates on the sector. 
• Developing technology skills: Learn standard HR tools like application tracking systems (ATS), human resource information systems (HRIS), and employee performance management tools. Learn data analysis software, as HR is now gearing towards making data-driven decisions. 

To sum up

Whether transitioning from a different career or stepping into the professional world for the first time, an HR certification can open doors and provide the necessary credibility and skills to embark on an HR career.

The key to success lies in choosing the right certification program that aligns with your career goals and leveraging the available learning tools, from online courses and workshops to immersive hands-on experiences like internships and volunteer work. These opportunities prepare you for certification exams and deepen your understanding of HR practices, making you a valuable asset to potential employers.

The post How To Get an HR Certification Without Experience (In 2024) appeared first on AIHR.

This article unpacks 93 HR terms, including a usage example for each. It’s a handy reference to refer to the next time you encounter an unfamiliar term.

Contents
Compensation & Benefits terms
Digital HR terms
Diversity, Equity, Inclusion & Belonging terms
HR Generalist terms
HR Metrics and People Analytics terms
Learning & Development terms
Organizational Development terms
Talent Acquisition & Recruitment terms
Talent Management terms

[HR]: Human Resources

The Shoulder to Cry On, the Welcoming Ambassador, the Strategic Navigator, the Growth Coach, and the Policy Pro. These are just a few of the many roles HR plays in organizational success. 

HR might not always be seen as the main character, but if you look behind the scenes, you will undoubtedly see and recognize HR’s business impact and contribution to the workplace. 

In order to effectively play all of these roles and more, HR practitioners need to stay on top of the latest developments in their field and keep fine-tuning and building their skill set. This can take many forms, from taking a course or certificate program like the ones we offer at AIHR to simply brushing up on their knowledge of (the latest) HR terms.

As for the latter, this article is a great place to start.

HR terms list

Compensation & Benefits terms

1. Broadbanding

Broadbanding combines several similar job categories into the same pay band. This gives organizations a wider range of payment options and creates space for lateral moves and horizontal career growth.

• HR term example: “Broadbanding offers flexibility in employee compensation and encourages people to develop new skills to move higher within the pay range.”

2. Compa ratio

Compa ratio, also known as a comparative ratio, is a metric that compares an individual’s or group’s salary to the midpoint of a defined salary range.

• HR term example: “The HR department analyzed the compa ratio to assess the fairness of our salary distributions.”

3. Compassionate leave 

Compassionate leave is a type of absence granted by the employer to give employees the time they need to deal with a personal or family emergency.

• HR term example: “Compassionate leave is not the same as bereavement leave. It can include personal health issues, emotional recovery, or challenges in the employee’s family life.”

4. Discretionary benefits

Discretionary benefits are benefits that employers choose to offer their employees, although they are not legally required to do so. Offering discretionary benefits aims to attract, retain, and engage people beyond the basic legal requirements.

• HR term example: “Examples of discretionary benefits include remote work options, employee discounts, employee wellness programs, educational assistance, and commuter benefits.”

5. Garden leave

Garden leave refers to a period during which an employee is paid to stay away from work, typically after resignation, to prevent them from starting a similar job or sharing sensitive company information.

• HR term example: “After he resigned as a derivatives trader in a large American investment bank, Jayden used his 2-month garden leave to travel and do a yoga teacher training.”

6. Internal equity

Internal equity refers to the fairness of pay and benefits within an organization, ensuring that compensation is consistent with the value of each role and employee contribution.

• HR term example: “The HR team reviewed salaries to address concerns regarding internal equity among departments.”

7. Paid time off

Paid time off (PTO) is the personal time employees take and spend while in employment while still getting paid for the days taken. PTO policies can be structured in many ways but typically combine vacation, sick, and personal days. 

• HR term example: “In France, employees get a minimum of 30 PTO days per year while most people in the US only get 15 paid-off days per year on average.”

8. Payroll audit

A payroll audit is an analysis of a company’s payroll data, documents, and processes to ensure accuracy. Most payroll audits are internal checks and, depending on the size of the organization and the extent of the audit, can take a few minutes to a few weeks.

• HR term example: “While the payroll department is responsible for running the payroll audits, HR still needs to be involved to ensure accuracy.”

9. Salary range penetration

Salary range penetration is a compensation metric that looks at an employee’s salary in relation to the entire pay band, not just the midpoint (like the compa ratio).

• HR term example: “Salary range penetration helps HR understand and manage pay differences in their organization.”  

10. Supplemental pay

Supplemental pay is pay that employees receive in addition to their regular base salary. It includes overtime pay, bonuses, sick leave payments, tips, commissions, and anything else paid in addition to someone’s regular earnings.    

• HR term example: “HR practitioners need to be aware of the key role supplemental pay can play in motivating employees.” 

Digital HR terms

11. Digital HR

Digital HR is a form of process optimization that is cloud-first, mobile-first, data-driven, and collaborative and that aims to make HR more effective, efficient, and connected.

• HR term example: “Digital HR aligns culture, talent, structure, and processes to create a balance between innovation and efficiency.”

12. Employee listening strategy

An employee listening strategy is an orchestrated effort to collect regular feedback from employees to understand their desires and needs and to identify and tackle potential issues proactively.  

• HR term example: “An effective employee listening strategy ideally involves a continuous conversation between managers and their team members.” 

13. HR automation

HR automation is a way of digitalizing, automating, and streamlining repetitive and laborious HR tasks using software.

• HR term example: “HR automation can free up time for HR practitioners to focus on more strategic work while improving efficiency and security.”

14. HR Chatbot

An HR chatbot is an AI-driven virtual assistant that handles various HR functions, such as offering support, answering basic questions, and performing simple tasks. 

• HR term example: “There are different types of HR Chatbots, including recruitment chatbots, onboarding chatbots, HR analytics chatbots, and (many) more.”

15. Human Resources Information System

A Human Resources Information System (HRIS) is a type of people management software that collects, manages, stores, and processes employee data.

• HR term example: “An HRIS helps organizations manage and automate key HR processes such as payroll, benefits administration, employee self-service, and more.” 

16. HR tech stack

An HR tech stack is a collection of strategically integrated software, platforms, and apps that improve and expand various HR functions.

• HR term example: “Common software categories of an HR tech stack include core HR solutions, recruiting technology, and software related to employee experience.”

17. Voice of the Employee

Voice of the Employee (VoE) refers to a structured process for detecting and assessing employee concerns or issues.

• HR term example: “Voice of the Employee forms the basis of an organization’s employee listening strategy. It gives employees the opportunity to share their opinions freely.”     

Diversity, Equity, Inclusion & Belonging terms

18. Adverse impact

Adverse impact, also known as disparate impact, in the workplace, refers to employment policies and practices that seem neutral but disproportionately negatively affect certain groups of people.

• HR term example: “Adverse impact can occur in, for example, hiring, promotion, learning and development, and performance appraisals.”

19. Affinity bias

Affinity bias is the unconscious human tendency to naturally like people with similar beliefs, backgrounds, and interests.   

• HR term example: “Affinity bias may look like a manager promoting someone on their team simply because they share the same passion for playing golf.”

20. Ageism

Ageism in the workplace refers to employee discrimination based on age. While older workers are more likely to have encountered ageism at work, it happens to younger employees, too. This is called reverse ageism.

• HR term example: “Examples of ageism in the workplace include marginalization, reduced training opportunities, (semi) forced retirement, and unequal pay.”

21. Disparate treatment

Disparate treatment is a form of intentional discrimination against certain groups of people in an organization.

• HR term example: “The difference between disparate treatment and disparate impact is that the former is intentional while the latter is neutral in its description but has a disproportionate impact on protected groups.”

22. Horn effect

 The horn effect is a type of unconscious bias that refers to the human tendency to judge someone based on a single negative trait and have that determine our perception of that person, hence overlooking their positive qualities.

• HR term example: “HR can mitigate the horn effect in the organization by, for example, providing bias awareness training for recruiters and hiring managers.”  

23. Inclusive communication

Inclusive communication in the workplace is an approach to communication that seeks to make all employees feel heard, respected, and able to participate fully.

• HR term example: “Inclusive communication aims to meet the various needs of all the employees in the organization.” 

24. Intercultural competence

Intercultural competence is the ability to develop knowledge, skills, and attitudes to effectively collaborate with people from different cultural backgrounds.

• HR term example: “According to the Intercultural Competence Model, there are five components of intercultural competence: skills, knowledge and comprehension, attitudes, internal outcomes, and external outcomes.”

25. Microaffirmations

Microaffirmations are small gestures anyone can make to show respect for their co-workers daily. Examples include nods, word choices, and facial expressions.

• HR term example: “Microaffirmations can play an important role in creating an open and inclusive work environment.”  

26. Proximity bias 

Proximity bias, also known as distance bias, is the penchant leaders tend to have for the people who are physically present or (working) close to them.

• HR term example: “Proximity bias can lead to a situation in which remote employees, in particular, are overlooked and hence put at a significant disadvantage.”

27. Undue hardship

Undue hardship refers to a situation that may occur when a company needs to take extraordinary measures to accommodate an employee with a disability or other specific needs.

• HR term example: “Factors to consider to determine whether or not a situation qualifies as one of undue hardship includes the nature, cost, and impact of the modification on the organization’s operations.” 

HR Generalist terms

28. Employee life cycle 

The employee life cycle covers the entire employee journey at a company, from attraction to offboarding and beyond.

• HR term example: “Understanding the employee life cycle and knowing how to engage with people in every stage of that cycle improves the employee experience, increases performance, and leads to better retention.”

29. Job dissatisfaction

Job dissatisfaction refers to a state where employees feel discontented with their roles, often due to factors like poor working conditions, inadequate pay, or misalignment with their career goals.

• HR term example: “High job dissatisfaction led many employees to seek positions at companies with better work-life balance.”

30. Employment contract

An employment contract is a formal legal document that outlines the terms of employment and the duties of both the employee and the employer.

• HR term example: “Before starting their new job, the candidates signed the employment contract outlining their role and salary.”

31. Onboarding

Onboarding is the process through which new hires get familiar with the job, the company, the people, and the organization’s culture where they have just started working. 

• HR term example: “Onboarding is a key element in creating the foundation for a lasting employee-employer relationship.”

32. Employment status

Employment status defines a worker’s classification—like full-time, part-time, or freelance—and determines their workplace rights and benefits.

• HR term example: “Your employment status affects eligibility for health benefits and other workplace protections.”

HR tip

Print out this article once so that you have a handy, fun guide with ‘HR terms to know’ available for everyone in the office. If you’re working remotely, bookmark this page so that you can quickly peek at the list in this article.

HR Metrics and People Analytics terms 

33. Application completion rate

The application completion rate is a recruitment metric that indicates how many candidates who started the application process completed it.    

• HR term example: “Factors that influence the application completion rate include the complexity of the application, its length, and whether or not it is optimized for mobile.” 

34. Attrition rate 

The attrition rate is an HR metric that indicates how many employees leave the company – voluntarily or involuntarily – without an immediate replacement.

• HR term example: “The employee attrition rate is usually shown as a percentage. If the percentage is high, the organization is shrinking.”

35. Employee lifetime value 

Employee lifetime value (ELTV) is another important HR metric. It measures the expected future value an employee brings to the company during their entire time there.  

• HR term example: “Employee lifetime value is a relatively new concept, but its principles are similar to those of a well-known business metric, namely customer lifetime value.”  

36. Dysfunctional turnover 

Dysfunctional turnover occurs when an organization’s high-performing people leave faster than its employees with a weaker performance.

• HR term example: “Dysfunctional turnover is a voluntary type of turnover that negatively impacts a company’s end profit.” 

37. Headcount planning

Headcount planning involves strategizing to ensure your organization has the appropriate number of skilled individuals to meet both short-term and long-term organizational needs.

• HR term example: “HR practitioners, together with the organization’s business leaders and managers, drive the headcount planning process.”

38. Human Capital Analytics 

Human Capital Analytics (HCA) can be considered a classical approach to assessing the return on investment that an organization’s people bring to the business. Over the years, HCA has evolved into People Analytics.   

• HR term example: “There are three levels of data examination in Human Capital Analytics: descriptive, predictive, and prescriptive.” 

39. Human capital ROI 

Human capital ROI (HCROI) is an HR metric that measures the value an organization’s employees – individually or collectively – contribute as a result of the money spent on their recruitment, compensation, training, etc.  

• HR term example: “Regularly calculating the organization’s human capital ROI will help HR teams gain new insights and see opportunities for improvement for their HC initiatives.”

40. HR scorecard

The HR scorecard is a well-known HR tool that helps measure, manage, and improve the strategic role of the HR function within a company.  

• HR term example: “The biggest advantage of using an HR scorecard is that it becomes easier to align HR strategies and objectives with those of the business.” 

41. Interview-to-hire ratio 

The interview-to-hire ratio is a recruitment metric that measures the number of conducted interviews in relation to the number of candidates hired within a certain period.  

• HR term example: “Factors that affect the interview-to-hire ratio include the complexity of the role, labor market conditions, and the company’s reputation as an employer.” 

42. New hire turnover

New hire turnover is a recruitment metric that measures how many employees leave the company within the first year, for example. This period may be shorter depending on the company and the industry. 

• HR term example: “New hire turnover is an important indicator of the effectiveness of an organization’s hiring and onboarding processes.” 

43. Promotion rate

The promotion rate is an HR metric that indicates how frequently employees are promoted within the company and within which timeframe.   

• HR term example: “A high promotion rate suggests that the organization offers plenty of opportunities for growth and development.”  

44. Revenue per FTE

Revenue per FTE (full-time equivalent) is an HR metric that measures the revenue an organization generates per full-time equivalent employee.     

• HR term example: “Revenue per FTE converts the hours that part-time and contingent workers make into full-time equivalents.”

45. Selection ratio 

Selection ratio is a metric that measures the number of people hired in relation to the total number of candidates who applied for a particular position. 

• HR term example: “Factors influencing the selection ratio include job attractiveness, the application process, and the organization’s employer brand and reputation.” 

46. Source of hire 

Source of hire (SoH) is a recruitment metric that tracks via which sourcing channel people originally learned about the vacancy or where they were sourced.   

• HR term example: “Common source of hire channels include employee referrals, job boards, the company’s careers page, professional networks, and social media.” 

47. Workforce analysis 

Workforce analysis refers to a process that uses employee data and ROI data to make informed decisions about recruitment, retention, and people management.    

• HR term example: “Conducting a workforce analysis helps companies to better understand their strengths, weaknesses, and future staffing needs.”   

48. Yield ratio

The yield ratio is a recruitment metric that measures the percentage of applicants who succeed in passing from one stage of the hiring process to the next and the percentage of candidates who end up being hired.     

• HR terms example: “Calculating the yield ratio enables organizations to pinpoint bottlenecks and identify bias in their recruitment process.”

Learning & Development terms 

49. ADDIE model

The ADDIE model is a well-known instructional design tool that helps HR and L&D professionals design, develop, and serve effective learning content.    

• HR term example: “The ADDIE model is often used to develop courses and streamline the production of training material.”

50. Group mentoring 

Group mentoring in the workplace is a type of mentoring in which one or more mentors collectively provide guidance, support, and advice to a group of mentees.  

• HR term example: “Group mentoring fosters teamwork, builds relationships across different levels and departments within the company, and encourages peer-to-peer learning.” 

51. Job shadowing

Job shadowing is a form of on-the-job training where a person learns from a more experienced colleague by observing them during their work day. 

• HR term example: “Job shadowing can lead to higher employee engagement and productivity, improved knowledge sharing, and better retention.”  

52. Learning agility 

Learning agility in the workplace refers to people’s ability to do three things: i) learn, unlearn, and relearn; ii) apply freshly learned skills and information to changing workplace conditions; and iii) use feedback to continuously improve.

• HR term example: “Learning agility enables people to deal with and work through new and unknown situations when they occur without actually knowing what to do.”

53. Performance coaching

Performance coaching is a tailored process that aims to enhance an individual’s skills and effectiveness in a specific area through guidance, goal-setting, and feedback from a coach.

• HR term example: “Performance coaching in the workplace is a form of on-the-job learning that cultivates strengths and addresses weaknesses.”

54. Professional development plan 

A professional development plan (PDP) is like a roadmap for employees on how to achieve their career goals. It helps them identify where they currently are, where they want to go, and the steps they need to take to get there.  

• HR term example: “A professional development plan aligns (or should align) individual employee goals with organizational objectives.”   

55. Reverse mentoring

Reverse mentoring is a type of workplace mentoring where younger, less experienced employees mentor their older, and often more skilled co-workers.

• HR term example: “Reverse mentoring acknowledges that skills and knowledge don’t solely depend on age or experience; every generation brings its own unique strengths and perspectives.”

56. Skills gap 

A skills gap is the difference between the skills an organization’s workforce needs to achieve the company’s business goals and the capabilities employees currently have.   

• HR term example: “To assess how big or small a company’s skills gap is and what knowledge and skills they are currently missing, they can conduct a skills gap analysis.” 

57. Training needs analysis 

A training needs analysis (TNA) identifies and bridges gaps in knowledge, skills, and abilities (KSA) in the workforce. When a lack of knowledge, skills, or abilities causes a problem in the organization, conducting a TNA can be a suitable solution. 

• HR term example: “A training needs analysis points out the reasons for the gaps in KSA and helps identify the various ways to remove those gaps.”  

HR tip

Quizz your HR colleagues! Refer to this list of HR terms every month with your HR buddy and test each other’s knowledge. Also, use this as an opportunity to see if there are specialist topics you want to learn more about and enroll in an HR certificate program to learn more and gain practical knowledge.

Organizational Development terms 

58. Boundaryless organization 

A boundaryless organization actively eliminates barriers to innovation. It is characterized by reduced hierarchy and functional divisions, resulting in greater integration.

• HR term example: “The idea of a boundaryless organization is that removing barriers will allow for a free flow of ideas, information, and innovation.” 

59. Culture change

Culture change or cultural transformation is when a company embarks on a process to realign its culture with its mission, vision, and core values to reach its strategic goals.

• HR term example: “Culture change starts with the organization’s leadership recognizing that its current culture no longer reflects the company’s vision and core values.”  

60. Customer-centric culture 

A customer-centric culture is an organizational culture that emphasizes creating an excellent customer experience. 

• HR term example: “In a customer-centric culture, every decision is made based on a deep understanding of the customer’s needs and desires.” 

61. Emerging work models 

Emerging work models are (futuristic) work models that suggest various innovative approaches to how and where work is done, as well as the integration of modern technology.   

• HR term example: “Examples of emerging work models are Microsoft’s triple peak days, top sharing (similar to job sharing but at the leadership level), and Unilever’s U-Work model (an assignment-based work model).”    

62. Formalization

Formalization refers to the extent to which an organization’s employees’ behavior is dictated by rules and procedures.

• HR term example: “Companies with a high level of formalization have explicit job descriptions, lots of organizational rules, and clearly defined procedures to structure work processes.”

63. Intergroup development 

Intergroup development involves initiatives and strategies that enhance communication, understanding, and cooperation among different groups within an organization.

• HR term example: “Intergroup development is an example of an organizational development (OD) intervention.”

64. Job characteristics model 

The job characteristics model is a practical tool managers and HR practitioners can use to analyze an employee’s job and make it more engaging, leading to happier and more productive employees.  

• HR term example: “The job characteristics model consists of five core job characteristics: skill variety, task variety, task significance, autonomy, and feedback.” 

65. Job evaluation

Job evaluation is the systematic process of assessing the relative value of jobs in an organization by comparing them to one another. The goal of job evaluation is to ensure people are paid fairly for their work.

• HR term example: “Common job evaluation methods are the ranking method, job classification, the point-factor method, and the factor comparison method.” 

66. Market culture 

Market culture is a type of organizational culture characterized by a strong emphasis on (financial) results, outperforming the competition, and customer satisfaction. 

• HR term example: “Market culture is often found in large corporations across various industries.”

67. Network organization

A network organization is a decentralized company structure where autonomous business units are responsible for their own profit and losses while sharing the common goal of maximizing the value of the network as a whole. 

• HR term example: “In a network organization, business units share resources and collaborate whenever it makes sense commercially.”

68. Organizational restructuring 

Organizational restructuring is a process in which an organization changes its processes, systems, and structure to enhance its competitiveness or efficiency or adapt to new market demands.  

• HR term example: “The organizational restructuring process involves redefining roles and responsibilities, realigning departments, and oftentimes, also downsizing.” 

69. Strategic initiatives 

Strategic initiatives act as a roadmap for organizations to achieve specific objectives or long-term visions for improvement. They are action-oriented and measurable goals.  

• HR term example: “An example of a strategic initiative can be creating and implementing a social media campaign to boost awareness about the employer brand.”

Talent Acquisition and Recruitment terms

70. Applicant screening 

Applicant screening is a systematic multi-step method of assessing candidates.   

• HR term example: “Applicant screening typically involves reviewing résumés and job applications, conducting initial phone screenings, and assessing culture fit and interpersonal skills.” 

71. Boomerang employees 

Boomerang employees are people who return to work for a company they’d resigned from before.  

• HR term example: “Boomerang employees come back for various reasons, including disappointment in their new organizations, familiarity with their previous companies, better advancement opportunities, and financial incentives.” 

72. Candidate experience

Candidate experience is how an organization’s applicants feel about the company’s recruitment and selection process, from the first moment they interact with the organization (usually via a job advert or careers page) to their onboarding.

• HR term example: “A company’s candidate experience gives applicants a taste of how the organization treats its employees.”

73. Culture add

Culture add is the new, updated version of culture fit. Instead of simply hiring people whose skills, qualifications and experience match the company’s mission and values, organizations that hire for culture add look for candidates who bring new perspectives and skills that can enrich the company culture.   

• HR term example: “Culture add aims to enhance and evolve the company’s culture, while culture fit focuses on maintaining the status quo.”

74. Employer brand

A company’s employer brand refers to its reputation as an employer, especially among potential employees. It’s the perceived identity of an organization and is experienced daily by its employees, customers, and the wider public.   

• HR term example: “Every company has an employer brand, whether they’ve consciously created one or not.”

75. Hiring process flowchart 

A hiring process flowchart is a clear visual layout of an organization’s entire recruitment and selection journey. 

• HR term example: “A hiring process flowchart provides clarity for everyone involved and helps maintain consistency, responsibility, and compliance.’   

76. Recruitment funnel 

A recruitment funnel is a framework that defines the various stages of an organization’s recruitment process, from beginning to end. 

• HR term example: “The goal of a recruitment funnel is to build an effective, scalable, and systematic process to attract and hire the right people.”

77. Recruitment ROI 

Recruitment ROI (return on investment) is a metric that measures the effectiveness and value of an organization’s recruitment strategies.    

• HR term example: “Calculating recruitment ROI allows companies to make informed decisions on which hiring strategies, methods, or tools are the most (cost) effective and which ones aren’t.

78. Staffing plan 

A staffing plan, often called a staffing model, is essentially a roadmap for aligning a company’s talent with its business goals. 

• HR term example: “A staffing plan provides a detailed illustration of a company’s talent pool. It indicates the required roles, skills and competencies, training and development needs, etc.”

79. Talent pipeline

A talent pipeline is a pool of (passive) candidates an organization has previously engaged and who are ready to fill specific positions when needed.  

• HR term example: “Maintaining a talent pipeline gives companies access to high-quality candidates they may not have been able to reach via traditional job adverts.”   

80. Transitional employment 

Transitional employment refers to temporary job placements for people who have, for example, been out of the workforce or faced considerable barriers to employment. It allows them to gain the skills, experience, and confidence needed to (re)enter the workforce. 

• HR term example: “Companies that offer transitional employment opportunities can benefit from access to a wider pool of candidates, improved employee morale, and in some cases, tax incentives.” 

81. Hiring freeze 

A hiring freeze is when an organization decides to temporarily stop hiring new employees for open roles. 

• HR term example: “A hiring freeze is often used to avoid layoffs and maintain financial stability.”

Talent Management terms 

82. 360-degree feedback 

360-degree feedback, also called a 360 review or multi-rater feedback, is a type of employee performance evaluation that collects ratings and input from direct reports, managers, and peers. 

• HR term example: “While 360-degree feedback has so far been used mainly for managers and leaders, it is becoming increasingly popular as a feedback system for all employees.” 

83. Agile performance management 

Agile performance management is a collaborative and continuous approach to employee evaluation and supporting them in their professional growth.  

• HR term example: “Agile performance management has four key pillars: continuous learning, frequent check-ins, building trust, and a sense of connection to the work community.”

84. Career lattice

A career lattice is a type of career progression framework in which employees can move not only vertically but also horizontally and diagonally, both inside and outside their organization. 

• HR term example: “As non-traditional career paths become increasingly common, the career lattice is gaining traction in modern work environments.”

85. Competency mapping 

Competency mapping is the process of identifying and defining the skills, competencies, knowledge, and personal attributes needed to perform a particular role effectively. 

• HR term example: “Competency mapping is commonly used by managers and HR in performance management.”

86. Employee resource group

An employee resource group (ERG) is a voluntary, employee-led group seeking to foster a diverse and inclusive workplace aligned with the company. 

• HR term example: “Employee resource groups often involve and are led by employees who share a particular characteristic, such as ethnicity, religion, gender, or lifestyle.” 

87. Graphic rating scale 

A graphic rating scale is a performance evaluation method that identifies the desired behaviors and traits for a specific role, then uses a scale to rank employees on these traits and behaviors.  

• HR term example: “One benefit of the graphic rating scale method is it is easy to understand and use, and inexpensive to develop.”

88. GRPI model of team effectiveness

The GRPI model of team effectiveness is a comprehensive framework consisting of four key elements teams must get right to function effectively.  

• HR term example: “GRPI is an acronym that stands for Goals, Roles and Responsibilities, Processes and Procedures, and Interactions/Interpersonal Relationships.”

89. Multi-rater feedback 

Multi-rater feedback is a type of performance appraisal that collects input from various sources, such as coworkers, managers, customers, and direct reports. 

• HR term example: “The most well-known type of multi-rater feedback is the 360-degree feedback method.”

90. Performance appraisal

A performance appraisal, or performance review, is a periodic and systematic process of assessing and documenting an employee’s overall performance and contribution to the organization. 

• HR term example: “In many companies, performance appraisals take place once or twice a year.” 

91. Performance improvement plan 

A performance improvement plan (PIP) is a document that outlines how an employee may be falling short of their job expectations. It includes concrete steps they should take to improve their performance, as well as a timeline for them to do so.

• HR term example: “An effective performance improvement plan should always be made together with the employee.” 

92. Succession planning

Succession planning refers to the process of identifying and developing key (internal) talent to ensure the continuity of leadership and business-critical positions in the future.   

• HR term example: “Succession planning helps organizations prepare for the future, based on various scenarios.”

93. Talent mapping

Talent mapping gives organizations insights into the talent and skills they currently have, and the gaps they may need to address in the (near) future.  

• HR term example: “One way to use talent mapping is to ensure the company can access the right skills at the right time to achieve its business objectives.”

Key takeaway

• HR terminology is essential for those who work in Human Resources. It ensures that everyone knows what they are discussing and helps avoid misunderstandings.  
• Bookmark this page so you can quickly look it up whenever you’re unsure what a particular HR term means.

The post The Comprehensive Dictionary of HR Terms To Know [In 2024] appeared first on AIHR.

It can also provide a career boost, especially if you haven’t followed the traditional path of completing a degree in Human Resources and starting your career in the HR field. In fact, research shows that certified professionals without a postsecondary degree have better career prospects and earn more than their peers that obtained a degree. 

In this article, you’ll find out everything you need to know about how to get an HR certification without a degree, the different certifications you should consider, and alternatives to an HR certification.

Contents
Why get an HR certification for your HR career?
Do you need a degree to get an HR certification?
Types of HR certifications and eligibility requirements
4 steps to get HR certified without a degree
Maintaining and updating your HR certification
Alternatives to traditional HR certification

Why get an HR certification for your HR career? 

Obtaining an HR certification is one of the best ways to help you future-proof your HR career, whether you’re a seasoned HR professional or just starting out. 

Here are a few benefits of becoming HR certified: 

• Better career progression: Receiving an HR certification shows your employer that you’re committed to the field and to continuous development. This can open up opportunities for you to get promoted or be involved in additional HR projects. 
• Valuable career transition support: if you’re transitioning into HR, having a certification is a good way to demonstrate your HR knowledge and skills. It can give you an edge over other candidates who also come from an unrelated background. In fact, our research shows that only 8% of HR professionals start their first job in HR, so career transition is very common in HR.
• Enhanced professional credibility: HR certifications are often globally recognized. They indicate that you’re well-versed in industry standards, best practices, and ethics and are committed enough to undergo rigorous exams and qualifications. 
• Improved employment prospects: As a certified HR professional, you are more likely to stand out from non-certified peers when applying for a new position. What’s more, getting certified can help you improve your earning potential over the course of your career. According to the LMI Institute, you can earn as much as 44% more than those without a certification. 
• Increased skills and HR expertise: An HR certification often covers a wide range of topics. You also have the opportunity to participate in case studies and complete real-world assignments to put your skills into practice. 

Do you need a degree to get an HR certification? 

Our latest research into the State of HR shows that 92% of HR professionals move into HR from a different job, with only only 18% starting in HR as their first or second role. Most people that move into HR have experience in humanities, social sciences, or administration – with little to no HR-specific qualifications and skills.

This often means that HR professionals need to learn on the job and seek out learning opportunities such as HR certificate programs and HR certifications. Fortunately, some certification providers do not require formal education to get an HR certification. For example, the Associate Professional in Human Resources (APHR) requires no formal education or experience in HR, making it perfect for beginners or those looking to switch careers. 

Certifications like SHMR Certified Professional (SHRM-CP) often require a combination of experience and formal education, but candidates are allowed to make up for a degree with additional work experience.  

The next section provides a helpful breakdown of the various HR certifications and requirements. 

Different types of HR certifications and eligibility requirements

HR tip: Get a global HR certification

Most HR certifications mainly focus on the U.S. context. A global HR certification is also worth considering if you’re not based in the U.S., plann to work abroad, or for an international company. HRCI, for example, offers several international HR certifications, such as Global Professional in Human Resources (GPHR) or Associate Professional in Human Resources International (aPHRi). Check out this article for a list of 15 best global HR certifications.

4 steps to get HR certified without a degree

Step 1: Gain relevant HR experience 

Your first step is to gain some relevant work experience. This will help you learn about the field and provide you with an understanding of core HR functions and activities. It’s also an opportunity for you to network with more seasoned HR professionals. 

Here are several things you can do to gain relevant HR experience: 

• Volunteer or intern: Pay attention to local nonprofits, start-ups, or small businesses. They often have a backlog of basic HR tasks that they might not have the resources or workforce to get done. Reach out and ask if they have space for an intern or a volunteer. 
• Apply for entry-level positions: Keep an eye out for positions like an HR assistant, recruiter assistant, or HR administrator assistant. These are typically entry-level roles involving tasks such as updating the HRIS, helping with the recruitment process, or handling basic employee inquiries. 
• Join cross-departmental projects: If you’re not in a position to revert to an entry-level or intern role, you can also look for opportunities to contribute to your organization’s HR projects.

HR tip: Seek a mentor in HR

An HR mentor can provide you with valuable knowledge, insights, and best practices. You can find a mentor from your organization’s HR department or through professional HR networks. 

• Find a mentor with a similar career path: Identify the HR career path you’re interested in (you can use tools such as our HR Career Map) and look for a mentor whose career path aligns with what you hope to achieve. 
• Be prepared: You’re probably both busy people, so before your meeting, look into their professional background and prepare specific questions or topics you want advice on. 
• Communicate regularly: Give them updates or have regular feedback sessions to discuss your progress, adjust learning goals, and show your appreciation for their guidance. This will help accelerate your development and also strengthen your relationship with your mentor.

Step 2: Completing accredited HR certificate programs 

Enrolling and completing accredited HR certificate programs can help you prepare for the HR certification exams and gain practical HR knowledge and skills. 

There are many well-recognized accredited HR certificate programs, such as those offered by AIHR. When you complete AIHR’s HR Certificate Programs, you’ll earn credits towards accredited HR certifications like SHRM, HRCI, or HRPA.

Step 3: Preparing for the HR certification test 

You’ll need to invest time and resources to prepare for the certification test to get an HR certification. Here are a couple of tips to make this journey easier: 

• Make use of study materials: Most institutions will have workbooks and practice question booklets available for purchase on their websites. These materials are tailored to each exam’s structure, content, and requirements. If official materials are not an option, you can also search on Google, HR forums, or social media platforms for online resources. 
• Do mock tests: Get familiar with the format and timing of the actual test. These exams can help you understand where you need improvement, how you perform within a set time limit, and how to best approach the exam. 
• Don’t study too much: SHRM recommends spending around 40 to 120 hours studying for their exam. Based on insights from their students, instructors, and test-takers, studying for more than 120 will actually make your performance worse.
• Join study groups: Join study groups locally or online for motivational support and knowledge exchange. Focus your study sessions on areas where you feel less confident. 

Step 4: Applying for the HR certification exam 

Once you’re ready, it’s time to apply for the exam. Double-check the eligibility requirements to make sure you satisfy all the criteria. You can refer to the previous section for the requirements of several popular HR certifications. 

Once your application is approved, you will receive a confirmation and an invitation to schedule your exam. You can usually choose from a wide variety of dates and locations. In cases where you can’t attend the exam in person, you can also opt for online proctored exams. You will often need to install a proctoring software. This software has detailed instructions on how to set up the webcam, whether you need a second one, how to prepare your room, and whether you need to update your operating system.  

What to expect from the HR certification exams

Both the SHRM-CP and SHRMP-SCP exams last for four hours and contain 134 questions, among which are: 

• 80 HR-specific knowledge questions: Test your understanding of the 15 key HR functions. 
• 54 scenario-based situational questions: Test your judgment and decision-making skills. 

Meanwhile, if you’re considering getting a certification offered by HRCI, the exam length, number of questions, and topics covered will vary based on the certification. You can check HRCI’s website for detailed information.

Maintaining and updating your HR certification

HR is constantly evolving, and so should you if you want a long-lasting, rewarding, and meaningful career. Getting a certification shouldn’t be the end of the line, especially in a field like HR, where there are frequent changes to labor laws, technology advancements, and best practices. 

This is why most HR certification bodies emphasize continuing education and recertification. On average, you need to renew your certification every three years. Certification bodies calculate the exact date your certification expires based on your test date, birth month, and when the three-year cycle ends. Check the official website for the exact information on how to calculate the expiry date. 

There are two options for recertification: 

Option 1: You can retake the certification exam in the last year before your certification expires. If you prefer this option, refer to the section on our guide to the HR certification exam. 

Option 2: You also have the option to earn credits for your professional development activities if you don’t want to sit through an exam every three years. 

These are activities that: 

• Advance your education: Join seminars, webinars, and conferences, enroll in accredited online courses, or read approved books. 
• Advance your organization: Implement a new HR project that contributes to developing the organization. 
• Advance the HR field: Conduct original HR-related research, volunteer as an HR expert, or maintain professional HR memberships. 

You’ll need to complete these activities and register them within a three-year time frame from the start date of your certification. Here’s a quick rundown of what you need to know about earning credits from SHRM and HRCI:  

Alternatives to traditional HR certification

If you prefer not to obtain an HR certification or don’t have the means to do so, there are many other options available. You can enroll in micro-credential HR programs, where you’ll learn specific skills or competencies that you can apply right away. These programs are available at many universities and colleges. HRCP also offers many micro-credential programs with instantly verifiable badges you can attach to your profiles. 

Another option is to enroll in online certificate programs in HR. They are convenient, accessible, and up-to-date, and they often come with a variety of extra benefits to enhance your learning. For example, when you become an AIHR member, you get access to a library of more than 100 HR templates, guides, and other tools that you can use in your day-to-day work.

To sum up

In HR, entry into this field or success is not determined by the degree you hold. It’s determined by your knowledge and capabilities, which you can gain in many different ways. One effective method is to get certified in HR. This process requires careful preparation, considerable investment, and continuous learning, but it pays off. You’ll become more effective in what you do and have better career prospects and earnings.

The post How To Get an HR Certification Without a Degree [in 2024] appeared first on AIHR.

This is especially true in an HR field that is rapidly changing and requires new skills and competencies from HR leaders and their teams. Leadership books can be a great go-to source for any HR leader looking to embrace a continuous learning mindset.

This article provides a list of must-read leadership books designed with you, the HR leader, in mind.

1. A Cure for the Common Company (2023) by Richard Safeer, MD

Health and wellbeing expert Safeer wrote A Cure for the Common Company, to help business and HR leaders foster a healthier work environment and more resilient workforce.

Why you should read this book

Total wellbeing and resilience-building among employees remain top priorities for organizations, and HR is often charged with these tasks. In this book, Richard Safeer provides a step-by-step roadmap to creating a health and wellbeing culture that keeps people happier and more engaged.  

Topics covered

• The importance of shaping your wellbeing culture
• Strategies to help leaders build a solid cultural foundation to support their change efforts
• Challenging yourself, your team, and your workforce to live better lives. 

Also available as an audiobook.

2. Beyond Discomfort (2024) by Nadia Nagamootoo

Beyond Discomfort revolves around three attitudes Nagamootoo regularly encounters among leaders, which act as barriers to progress on DEIB.  

Why you should read this book 

The framework the author created around these three different mindsets allows HR and business leaders to reflect on their thoughts and behaviors. They can then challenge themselves and channel their discomfort into positive action.

Topics covered 

• Real-life examples and insights to deepen your understanding of DEIB and its complexities
• New perspectives to better connect with your existing leadership values and beliefs 
• Practical tools and activities to develop and improve your DEIB practices. 

3. Built for People (2023) by Jessica Zwaan

In Built for People, Zwaan explains how you can transform your people function by applying the best elements of a product management approach to HR.

Why you should read this book 

The book shows HR practitioners and business leaders how to improve workforce and business performance by following three key steps:

• Developing people-centered ways of working 
• Using evidence-based decision-making
• Encouraging a culture of continuous feedback and iteration. 

Topics covered 

• The product management approach’s impact on HR, and how to execute it effectively
• The importance of testing and iteration and how to define metrics for success
• Tools, case studies, exercises, and advice from those who’ve already seen the benefits of product -management for their people operations.

4. Bring Your Human to Work (2018) by Erica Keswin

Bring Your Human to Work identifies the key practices of well-known human companies such as Lyft and SoulCycle. Keswin translates these into applicable advice that any business leader can use to build a ‘“human workplace.”

Why you should read this book

The author has over 20 years of experience working with top business leaders and executives to build companies that are real, aligned, and true to themselves. Her leadership lessons foster fairness, devotion, and joy in the workplace — all core elements of a successful business.

Topics covered

• Understanding your company’s role in the world beyond financial profit
• Running your meetings with a clear purpose
• Simply saying “thank you”.

Also available as an audiobook.

5. Dare to Un-Lead (2022) by Céline Schillinger

In Dare to Un-Lead, Schillinger explores how modern organizations can transform leadership from a top-down hegemony to one that enables people to lead together based on the concepts of liberty, equality and community. 

Why you should read this book

Dare to Un-Lead challenges how you may think and feel about the role of leadership in your life. It can be valuable — if not indispensable — for HR and business leaders to look at leadership through multiple lenses and constantly broaden their perspectives. 

Topics covered 

The author presents a series of evidence-based approaches to reinvent collective performance across organizations, stemming from her own experiences and analysis of leadership.  

6. HR Disrupted (2017) by Lucy Adams

HR Disrupted is a leadership classic that explores HR’s role of HR in the future.  This includes leading, managing, engaging and supporting people in a radically different way.

Why you should read this book 

The author introduces the EACH model, which encompasses treating Employees as Adults, Consumers, and Human Beings

Adams draws on her experience as an HR Director at BBC to demonstrate how to better manage people in an increasingly digital and disruptive business environment. 

Topics covered

In HR Disrupted, the author presents the following three pillars of disruptive HR:

• Treating employees as adults, not children
• Treating employees as consumers or customers rather than employing a one-size-fits-all approach
• Treating employees as human beings.

7. HR Like a Boss (2023) by John Bernatovicz

HR Like a Boss features real-life stories of HR practitioners who embody the characteristics of a so-called ‘boss,’ i.e., a skilled business leader.

Why you should read this book

In HR Like a Boss, Bernatovicz gives HR professionals the tools they need to help employees feel more connected to the company they work for and ensure the organization’s success. 

Topics covered

• The evolving role of HR
• HR as a strategic partner 
• Recruitment, performance management, engagement, and retention.

Also available as an audiobook.

8. HR Rising!! (2020) by Steve Browne

In HR Rising!!, bestselling author Steve Browne encourages HR practitioners to move beyond the mindset of simply being a support function. Browne encourages you to enter the role of intentional leadership.

Why you should read this book 

The author believes impactful leadership comes from people who are not confined solely to their job titles. Rather, the HR professionals’ ability to connect and interact with all employees puts them in the perfect position to lead and build meaningful change for their organizations. 

HR Rising!! highlights the aspects of your own professional experience that will help you start leading from where you are right now.

Topics covered

• The author’s formula of People + Processes = Results. 
• Fostering collaboration, developing credibility, and building trust.

9. Humanocracy (2020) by Gary Hamel and Michele Zanini

In Humanocracy, the authors present a detailed blueprint for creating organizations as inspired and ingenious as the people within them. 

Why you should read this book

We all know that organizations must become more human. The big question that the book addresses is ‘How?’. In Humanocrocy, Hamel and Zanini explain the DNA of human-centric organizations, providing a use case to help you get started.

Topics covered 

• How to equip everyone in your organization to be their best and do their best
• The building blocks for creating ‘Humanocracy’ within your company. 

Also available as an audiobook.

10. I, Human: AI, Automation, and the Quest to Reclaim What Makes Us Unique (2023) by Tomas Chamorro-Premuzic

I, Human tackles a question every HR and business leader should consider: Whether we will use AI to improve the way we work and live.

Why you should read this book

AI and automation will affect every organization to a certain extent. Technology can improve our lives, but it can also worsen our bad tendencies. It is up to us to adapt and determine how we want to live and work, and the time to do so is now. 

Topics covered 

I, Human is filled with insights about human behavior and our complicated relationship with technology. The book also touches on the (soft) skills we need to develop to thrive in the future.  

Also available as an audiobook.

11. Leading Below the Surface (2021) by LaTonya Wilkins

In Leading Below the Surface, culture leader LaTonya Wilkins challenges our thinking about traditional leadership standards and the countless DEIB initiatives that have failed to make a lasting impact. 

Why you should read this book 

Leading Below the Surface explores how certain highly rewarded behaviors are actually destroying companies, blocking us from creating genuinely diverse, equitable, and inclusive cultures of belonging. 

As an HR or business leader, you will learn how to take your DEIB efforts to the next level and create an authentic culture of belonging. 

Topics covered 

This book combines real-life anecdotes from Wilkins herself with actionable insights backed by interdisciplinary research. 

Also available as an audiobook.

12. Love + Work (2022) by Marcus Buckingham

In Love + Work, Marcus Buckingham aims to help you discover your best in work and life. 

Why you should read this book

Love + Work encourages HR leaders and managers to be compassionate towards the people in their organization, cultivate their potential, and help them reach the point where they love what they do. 

Topics covered 

This book will enable readers to:

• Choose the right role on their team
• Position themselves as a leader that people trust easily
• Make lasting changes for their team, company, family, or students.

Also available as an audiobook.

13. People Operations (2021) by Jay Fulcher, Kevin Marasco and Tracy Cote

People Operations guides leaders in small and medium-sized companies on how to stop spending too much time on HR admin and start focusing more on the people in their organization. 

Why you should read this book

If you’re an HR generalist or business owner in a small or medium-sized company, People Operations is a great book to read. It examines how to optimize HR, support employees, maximize workforce investment, and modernize your business. 

Topics covered

• Digitalizing legacy HR functions
• Using robots for tedious busywork
• Employing software to design and improve the employee experience.

Also available as an audiobook.

14. Redefining HR (2021) by Lars Schmidt

In his second book, Lars Schmidt examines the evolution of Human Resources and breaks down many of the fundamental components of modern HR and people operations.

Why you should read this book 

Redefining HR is a business book written to help companies build modern people teams. It provides a tangible framework of progressive ideas and practices for HR practitioners, people leaders, and business executives.

Topics covered 

• Diversity and inclusion
• People analytics 
• L&D and employee experience. 

The book also features global case studies.

15. Remote, Not Distant (2022) by Gustavo Razzetti

This book examines what makes some companies thrive, and others fail under a remote or hybrid work model.

Why you should read this book

Remote and hybrid work are here to stay, as many candidates and employees prefer. In Remote, Not Distant, Gustavo Razzetti reveals the secret of successful remote workplace cultures and provides actionable tools for senior (HR) leaders. 

Topics covered

Razzetti addresses the different areas crucial to effective remote and hybrid work, including:

• Culture
• Keeping teams connected
• Asynchronous communication.  

Also available as an audiobook.

16. Scaling People (2023) by Claire Hughes Johnson

Scaling People is a practical and empathetic guide to being an effective leader and manager in a high-growth environment. 

Effective leadership and management is crucial as remote and hybrid working becomes more prevalent. Johnson, former COO of Stripe, has firsthand experience in this area and shares her valuable insights and strategies for effectively scaling your team while maintaining a positive company culture.

Why you should read this book

Scaling People provides a detailed roadmap for every HR or business leader in a fast-growing company who may be wondering how to put in place the right operating structures and people systems to scale.

Topics covered

Johnson’s book includes numerous worksheets, templates, exercises, and example documents to help leaders, founders, and company builders scale.

Also available as an audiobook.

17. Strategic Human Resources Planning, 7th Edition (2019) by Mark Podolsky and Monica Belcourt

This is another classic on the list and one of the best leadership books for new leaders in the field of HR. 

Why you should read this book 

Successful HR planning is strategic and focuses on the organization’s unique needs. The Seventh Edition of Strategic Human Resources Planning highlights the importance of HR practitioners as business partners who are key in the organization’s strategic planning.

Topics covered

• The forecasting process
• IT for HR planning
• HR planning today.

18. Teams Unleashed (2019) by Phillip Sandahl and Alexis Phillips

Teams Unleashed offers a map for engaged, sustainable, and better team performance. 

Why you should read this book

Teams Unleashed offers a map for engaged, sustainable, and improved team performance, particularly for team and executive coaches, internal HR, OD and L&D professionals, and team leaders.

Topics covered

• The five core competencies for working effectively with teams
• Essential team coaching skills
• Exercises and activities to spark conversations that increase understanding and lead to new team norms.

Also available as an audiobook.

19. The Coaching Habit (2016) by Michael Bungay Stanier

In The Coaching Habit, the author aims to make coaching a habitual, informal part of your daily life. 

Why you should read this book 

Stanier has trained over 10,000 managers worldwide in practical, everyday coaching skills. In this book, he shares how you can develop coaching methods that unlock your people’s potential by saying less and asking more.

Topics covered 

• Combines insider information with research based on neuroscience and behavioral economics
• Provides interactive training tools that turn practical advice into practiced habits.  

Also available as an audiobook.

20. The Color of Emotional Intelligence (2023) by Farah Harris 

Author Farah Harris outlines how to elevate your emotional intelligence (EQ) to help with addressing inequities. 

Why you should read this book

Emotional intelligence is a crucial interpersonal skill needed for strong leadership in HR. In The Color of Emotional Intelligence, Harris teaches us, among other things, the fundamentals of EQ and how to use EQ to break barriers to equity. 

Topics covered

• Barriers to practicing EQ effectively
• Different types of stressors, including microaggressions
• Tools everyone can use to elevate their emotional intelligence. 

21. The Culture Code (2018) by Daniel Coyle 

The Culture Code explores where great culture comes from and how you can build and sustain it in your group (or company). 

Why you should read this book 

A healthy organizational culture drives engagement, productivity, and revenue growth. This book offers a roadmap for creating an environment where innovation flourishes, problems get solved, and expectations are exceeded.  

Topics covered 

• What makes organizations like the U.S. Navy’s SEAL Team Six and the San Antonio Spurs tick
• Three skills he identified that generate cohesion and cooperation
• How diverse groups learn to function with a single mind.

Also available as an audiobook.

22. The Culture Map (2014) by Erin Meyer

In The Culture Map, Erin Meyer provides a field-tested model for decoding how cultural differences impact international business. 

Why you should read this book 

The Culture Map is a must-read for HR leaders in organizations where people from different nationalities and cultural backgrounds work. It will help you understand how local culture impacts global interaction and provide valuable insights for working effectively and sensitively with people all over the world.

Topics covered

In The Culture Map, Erin combines a smart analytical framework with practical, actionable advice for working globally. 

Also available as an audiobook.

23. The Fearless Organization (2018) by Amy C. Edmondson

In The Fearless Organization, Edmondson explores the culture of psychological safety and provides a blueprint for bringing this to life. 

Why you should read this book

As an HR leader, you want to encourage a work atmosphere where people feel free to share their ideas and express themselves  — even when their opinions differ. This book helps you create this psychologically safe environment. 

Topics covered

• The connection between psychological safety and strong performance (using real-life examples from the public and private sectors)
• Practical steps leaders must take to ensure psychological safety that can help build and maintain a fearless organization.

Also available as an audiobook.

24. The New HR Leader’s First 100 Days (2017) by Alan Collins 

In The New HR Leader’s First 100 Days, Collins, former VP of HR at PepsiCo, shares his proven step-by-step approach for starting strong and accelerating your success in your new HR leader role.  

Why you should read this book

Like with many things, the foundation you create when you start as an HR leader determines your success — or the lack thereof — further down the road. Therefore, the first 100 days in your new role as an HR leader are critical.

Topics covered

• Strategies to take charge and get up to speed even before your first day
• How to make a positive and powerful first impression as a new HR leader
• Ten tips to select the early HR wins you need to make your mark and establish yourself.

25. The Squiggly Career (2020) by Helen Tupper and Sarah Ellis

Helen Tupper explains the ‘squiggly career’ — a career where people constantly jump between roles, industries, and locations. 

Why you should read this book 

Squiggly careers (or non-traditional career paths) are becoming more prevalent, and as a result, models like the career lattice are gaining traction in modern workspaces. This book provides insights into the changing shape of work as companies increasingly work with employees with squiggly careers.

Topics covered

• How to play to your “super” strengths
• How to build better support frameworks
• How to gain more confidence and explore future possibilities.

Also available as an audiobook.

26. Unapologetically Ambitious (2020) by Shellye Archambeau

Unapologetically Ambitious is a leadership book that offers a blueprint for achieving personal and professional goals. 

Why you should read this book 

While Archambeau’s book is primarily intended for women, her practical advice and guidance are valuable for any HR and business leader, regardless of their background or demographic.   

Topics covered

• Tackle imposter syndrome 
• Take risks
• Develop financial literacy 
• Integrate work, marriage, parenthood, and self-care.

Also available as an audiobook.

27. Bonus: HBR’s 10 Must Reads for HR Leaders Collection (5 books – 2019) from the HBR editors

Looking to get up to speed on core topics like leadership, strategy, change, managing people, and managing yourself? HBR’s 10 Must Reads for HR Leaders provides you with a collection of books delving into various essential leadership topics. 

Why you should read these books 

HBR’s 10 Must Reads for HR Leaders Collection presents groundbreaking ideas on cultivating a high-performance company culture, leading positive change, and leveraging the advantages of a diverse workforce.

Topics covered

The collection includes:

• HBR’s 10 Must Reads on Reinventing HR
• HBR’s 10 Must Reads on Change Management
• HBR’s 10 Must Reads on Building a Great Culture
• HBR’s 10 Must Reads on Diversity
• HBR’s 10 Must Reads on Managing People.

Over to you

As the role of HR continues to evolve, HR leaders need to play a more strategic role within the business. This requires you to equip yourself and your team with the skills and competencies needed to succeed. Constant learning can help you to stay abreast of best practices and innovative approaches.

The post 27 Best Leadership Books for HR Leaders [2024 Edition] appeared first on AIHR.

This article will discuss the basic and advanced education requirements for an HR specialist. You’ll also find out the five steps you can take to determine the best HR education path to advance and future-proof your career. 

Contents
What is an HR specialist?
Basic education requirements for HR specialists
Advanced education requirements
Determining the best HR education path for you

What is an HR specialist?

A human resources specialist is in an entry-level role and is responsible for specific HR functions, such as recruitment, training and development, compensation and benefits, rewards, and employee relations. Their daily tasks most likely include some other HR activities, but their main focus is on their specialization. 

You’ll most often find HR specialists in large organizations and consulting firms. These companies usually have multiple HR specialists responsible for the same expertise. 

Basic education requirements for HR specialists

Now that you know what an HR specialist does and the skills they need, let’s discuss the basic education requirements for this role. 

1. Formal education 

Most organizations require a Bachelor’s Degree in HR or related fields (such as business administration, organizational psychology, economics, or business management). Degrees in these fields cover a broad range of topics, including organizational behavior, employee and labor relations, compensation and benefits, and HR information systems. 

However, this is not a hard requirement. People who enter the HR field often don’t have formal tertiary education and HR experience. In fact, according to our latest report on the State of HR, 92% of HR professionals moved into HR from a different job—often as a second, third, or fourth job. Most have experience in humanities, social sciences, or administration before entering HR. 

2. HR Certification 

Completing HR certificate programs and getting certified can help you gain crucial HR skills needed to succeed as an HR specialist. You’ll be up-to-date with the latest trends, laws, and best practices in human resources. 

These certifications also give you the professional credibility you need to advance your career, demonstrating your commitment to develop yourself continuously. Additionally, as a certified HR specialist, you have the leverage to demand higher compensation from the company you are working for or want to work for. 

3. Internships and other work experience

Participating in HR internships can help you build a robust foundation for your future career as an HR specialist. You will gain practical insights into the day-to-day operations of an HR department, including recruitment, training, employee relations, and compliance with labor law. An internship also allows you to build professional networks within the HR community. These relationships can be valuable when you’re looking for a new job or seeking mentorship. 

HR internships and other work experience can also help you understand different organizational cultures and dynamics. This is vital for the field of HR, as it will help you effectively navigate and shape the workplace environment. 

Advanced education requirements

According to our research, many HR professionals transition into the function from admin and non-business roles. This makes it challenging for them to provide value to the organization because they lack core skills like business acumen, data analytics, or digital dexterity. For example, only 64% of HR professionals feel confident in translating strategy and aligning priorities. 

That’s why it’s important to develop the right knowledge and skills if you want to become a successful HR specialist. These include expertise in your area of specialization and mastery of core HR competencies — business acumen, data literacy, digital agility, people advocacy, and execution excellence. Striking the right balance between core and specialized HR competencies allows you to be more effective at what you do, stay ahead of industry trends, and offer more value to the business. 

One of the best ways to do so is by taking HR certificate programs and getting yourself certified and recertified. This allows you to stay up to date with the latest HR practices and technologies and reinforce the foundational skills you need to succeed in your role. As a certified HR specialist, you will be well-equipped to navigate the complexities of modern HR, adapt to changing business needs and employee expectations, and contribute to the success and growth of your organization.  

Did you know?

All of AIHR’s certificate programs are accredited by the Society for Human Resources Management (SHRM), the HR Certification Institute (HRCI), the Human Resources Professionals Association (HRPA), and the Chartered Professionals in Human Resources (CPHR). If you’re a member of our partner organizations, you can receive credits from these institutions when you complete our programs. 

Determining the best HR education path for you

Many aspects of your HR education can happen organically and without prior planning from experiences, challenges, and growth within your existing role. You can pick up new skills from on-the-job training, collaborate with colleagues from other departments, or adapt to sudden changes in the technological landscape. 

While these unplanned opportunities can significantly enhance your skill set, it’s still necessary to proactively map your learning trajectory. A structured approach to your professional development ensures that your learning is comprehensive, strategic, and in line with your career goals and the organization’s needs. Here are five steps you can take to determine the best HR education path for you: 

1. Assess personal career goals and interest

Conduct a thorough self-assessment to understand your career ambitions, strengths, weaknesses, and areas of interest within human resources. A self-assessment can include: 

• Reflect on career goals: What do you want to achieve as an HR specialist? Which area do you want to specialize in? Setting clear, achievable goals will help guide your career path. It’s also good to think about where you see yourself in five, ten, or even twenty years. 
• Assess strengths and weaknesses: Review previous performance evaluations, feedback from colleagues, and recognitions you’ve received. This information can highlight your natural talents and areas where you excel. You’ll also be able to identify areas of improvement to focus your learning efforts. 
• Explore interests: Consider which aspects of HR you find most engaging and fulfilling, considering your personal interests and values. For example, if you’re passionate about creating inclusive work environments, Diversity and Inclusion can be a rewarding career path. 

2. Map out your career path 

To determine your education trajectory, consider your ideal HR career path. This gives you a good understanding of where you want to be in the future and which skills you need to gain to get there. You can visualize your HR career trajectory using AIHR’s career mapping tool. 

Simply enter your current role and the roles you want to move into to get a detailed career path. The tool also provides details on salary, the total hours of learning you need to invest, and how many years it can take you to move into a new role.

3. Identify the knowledge and skills you need 

Think about the knowledge and skills you need to advance in your career path. This focused approach ensures your learning efforts are aligned with your career objectives to maximize the impact of your professional development. 

HR tip: How to identify the right knowledge and skills

• Conduct a role analysis: Review current listings of your desired roles to understand the qualifications, skills, and experiences an employer wants. 
• Benchmark against industry leaders: identify and follow HR thought leaders and influencers to understand emerging trends and in-demand skills. Don’t forget to engage with professional HR associations like SHRM to keep up with important areas in the industry. 
• Assess current skill level and gaps: Examine where you excel, where you need improvement, and which skills or knowledge you’re missing to move into a new role in your career path.

4. Enroll in certificate programs to fill your skills gaps 

Enroll in HR certificate programs that address the skills and knowledge gaps you’ve identified. Certificate programs also provide practical, up-to-date information on HR practices and trends. For example, if you lack the skills to develop a talent acquisition strategy, programs such as AIHR’s Strategic Talent Acquisition Certificate Program can help you fill your skill gap. 

When choosing a program, you need to think about:

• The time you have available: If your schedule is unpredictable, a self-paced online program can give you the flexibility you need. But if you can commit to a schedule, instructor-led courses are a good option for a more structured learning experience.
• Your learning preferences: Do you prefer the interactive environment of an offline classroom or the convenience and flexibility of online learning? Also, think about whether you prefer learning through video lectures, reading materials, or interactive discussions. 
• The resources the program offers: Look for programs that provide additional features like coaching, an HR community, or a resource library. These can enhance your learning experience and offer value beyond the course content itself. 
• Your budget: Compare the cost of different programs, including tuition, reading materials, exam fees, etc. The best program is the one that offers the best value for your investment. To offset the cost, look into financial aid, scholarship, or employer reimbursement options. 

5. Prioritize continuous learning 

Make ongoing learning and development a priority to stay relevant in HR. You can pursue further certifications, attend workshops and conferences, participate in webinars, and stay informed about HR trends. Having a continuous learning mindset helps you stay adaptable and forward-thinking in your HR career.  

To sum up

HR specialists are a rewarding career option that allows you to make an impact on both the organization and its employees. To become one, you will need to dedicate yourself to continuously upskilling and developing your work experience. This is how you can stay relevant, effective, and successful in your career. 

The post Education Requirements To Pursue an HR Specialist Career appeared first on AIHR.

In fact, studies have shown HR professionals with global human resources certifications typically enjoy double-digit salary increases.

Contents
What is a global HR certification?
Why is a global HR certification important?
15 best global HR certifications
Additional global HR certifications
How to get a global HR certification
Tips on preparing for a global HR certification

What is a global HR certification?

A global HR certification validates a professional’s proficiency in handling the various elements of HR practices across different countries, including their knowledge of international employment laws, cultural nuances, and global talent management strategies.

Earning a global HR certification demonstrates your personal commitment to self-development in the HR field. It also helps show your eligibility for HR roles at companies that conduct business in foreign jurisdictions.

Why is a global HR certification important?

Global HR certifications can enhance your credibility and help further your career goals by demonstrating your expertise in international HR complexities.

Candidates with a thorough knowledge of global labor laws and those who have had exposure to multicultural talent management are highly sought-after assets for multinational companies in the globalized business world. This, in turn, can translate into advancement opportunities and increased earning potential within the global HR field.

Benefits of getting a global HR certification

A global HR certification holds weight for several reasons, benefiting HR professionals and their organizations.

Benefits for HR professionals

• Career advancement: Furthering your expertise with a global HR certification can set you apart from other candidates. These certifications validate your expertise in handling international HR complexities, making you highly desirable for multinational companies or those with global expansion plans.
• Increased earning potential: Research by Payscale found that HR practitioners with a Global Professional in Human Resources (GPHR) certification experienced pay increases of up to 16% post-qualification.
• Go beyond theory: You will also likely learn practical strategies on conflict resolution, navigating leadership challenges, and driving positive change from fellow HR professionals and instructors. This focus on human-centered learning has real-world applicability for equity, engagement, and effectiveness in your organization.

Benefits for the organization

• Competitive advantage: Hiring or promoting HR practitioners who are globally certified enables companies to run and expand their international operations with confidence.
• Mitigated risks: A globally certified HR professional can ensure the organization adheres to international labor laws and best practices while avoiding costly legal issues.
• Strategic talent management: The certification focuses on global workforce management, which is crucial for attracting and retaining top talent across borders.

15 best global HR certifications

There are several certifications available to build your expertise in an international workplace. Here’s a summary of the most prominent global HR certifications and their providers:

1. Human Resource Certification Institute (HRCI)

A globally recognized leader, HRCI has offered well-respected certifications in this field for over 50 years. HRCI offers a Global Professional in Human Resources® (GPHR®). To be eligible for the GPHR, you must meet one of its requirements for education and/or experience. These are:

• Have at least two years of experience in a professional-level HR position and a Master’s degree or higher,
• Have at least three years of experience in a professional-level HR position and a Bachelor’s degree or;
• Have at least four years of experience in a professional-level HR position.

2. Associate Professional in Human Resources International (aPHRi)

This program is aimed at early-career HR professionals, non-HR practitioners, and individuals transitioning into HR roles. The exam covers HR operations, recruitment and selection, employee relations, health and safety, development and retention, and compensation and benefits.

3. Professional in Human Resources International (PHRi)

This global certification program is ideal for HR professionals whose daily work includes HR operations, such as recruiting, compensation, benefits, and administration. The exam covers employee and labor relations, employee engagement, total rewards, business management, workforce planning and talent acquisition, learning and development, and HR information management.

4. Senior Professional in Human Resources International (SPHRi)

This certification is aimed at senior-level HR professionals who are involved in strategy and policymaking initiatives. The exam concentrates on leadership and strategy, talent management, workforce planning and talent acquisition, total rewards, HR information management, safety, and security.

5. Global Professional in Human Resources (GPHR)

The coveted GPHR is aimed at HR professionals who work across borders with different national guidelines. Earning this certification validates your competencies and skills in managing HR disciplines in a global marketplace. The exam focuses on strategic global HR development, global talent management, global mobility, workplace culture, total rewards, and risk management and compliance.

6. Society for Human Resource Management (SHRM)

This internationally recognized organization, with a strong focus on the US market, offers two globally relevant HR certifications that include aspects related to the organization, people, leadership, interpersonal, and workplace.

7. Certified Professional (SHRM-CP)

This certification validates your HR expertise, meeting the benchmark standard for HR professionals at the operational level.

8. Senior Certified Professional (SHRM-SCP)

This qualification is designed for human resources leaders who are responsible for developing HR policies, overseeing HR operations, directing HR departments, or aligning HR strategies with organizational goals.

9. Chartered Institute of Personnel and Development (CIPD)

Headquartered in London, the CIPD is a prominent HR body in Europe and the UK that offers various internationally recognized certifications.

The CIPD offers two pathways to certification:

• The first route involves completing a CIPD-aligned degree or a master’s program through a network of accredited universities and educators
• The second route is via the CIPD’s various membership-level programs. Attaining the highest ‘Chartered Member’ status signifies exceptional HR knowledge and strategic leadership abilities.

10. HR Professional Association (HRPA)

Focused on the country of Canada, the HRPA provides various certifications, such as the Certified Human Resources Professional (CHRP), which demonstrates proficiency in Canadian HR practices and regulations.

Additional global HR certifications

12. Australian Human Resources Institute (AHRI)

AHRI certifications in HR are highly regarded in Australia and the Asia-Pacific region.

13. Global Payroll Master (GPM)

GPM specializes in providing training and resources on numerous country-specific changes to budgets and regulations for international payroll management.

14. Institute for Human Resource Professionals (IHRP)

The IHRP offers various levels of certification for HR professionals in Singapore and the broader Asian region.

15. WorldatWork Certified Compensation Professional (CCP)

This organization offers qualifications that focus on global compensation and remuneration practices.

How to get a global HR certification

Step 1: Check the eligibility criteria

Before diving into global HR certifications, check your eligibility. Requirements vary between providers. Many organizations offer flexible options that combine education and experience to meet their conditions for entry.

Some, like the the popular Global Professional in Human Resources (GPHR) certification offered by the HRCI, requires a minimum number of years of experience or degrees, or experience. Whereas HRCI’s entry-level program, the Associate Professional in Human Resources International (aPHRi) program requires no formal HR experience as the certification is a knowledge-based credential.

Step 2: Prioritize preparation

While experience is crucial, adequate knowledge and preparation are key to acing the exam itself. Consider these resources to help you:

• Certificate programs: The Academy to Innovate HR (AIHR) offers certificate programs specifically designed to equip you with the knowledge you need to prepare for certain global HR certification exams. As an accredited HR program provider, you will also earn PDC credits when completing an AIHR certificate program.
• Self-study materials: Organizations that provide global HR certifications also tend to offer a wealth of self-study materials, including study guides, courses, and practice exams. Additionally, numerous online resources and textbooks are available to prepare you for exams.

Step 3: Take the exam

Global HR certification exams are typically computer-based and consist of multiple-choice questions. Be sure to understand the exam format of your chosen certification program, its content focus areas, and exam time limits beforehand. Sourcing sample exam papers from legitimate online sites can be very helpful in this regard.

Scheduling and fees vary depending on the provider. Some organizations, such as the HRCI, offer free ‘second chance insurance,’ which is an opportunity to retake the exam at no cost if your initial results are unsatisfactory. 

Step 4: Recertification

Once you pass your global certification, it’s generally valid for a set period, after which it will lapse. For instance, the GPHR certification remains valid for three years after testing. To maintain your GPHR credentials, you must acquire 45 hours of HR training and 15 global recertification credits or retake the exam within the three-year period.

Step 5: Ongoing development

The profession of HR is constantly changing. Continuing to build on your education through certificate programs and courses can help you stay ahead in your profession.

Consider programs focused on related emerging fields, such as the application of ChatGPT in HR or developing crucial digital skills to manage data, identify insights, track trends, and automate aspects of HR. These specializations can significantly enhance your professional acumen and open doors to exciting career opportunities.

Tips on preparing for a global HR certification

• Target your learning: Identify your knowledge gaps specific to the themes of your chosen certification exam and concentrate your studies on these areas. Resources, including past exam questions or practice tests, can be very helpful in this process.
• Fast-track your global HR certification: Enrol in accredited HR certificate programs from a trusted organization like ours. These programs go beyond theory, equipping you with in-depth knowledge and credits applicable toward your global HR certification and recertification.
• Broaden your horizons: Deepen your understanding of cultural nuances and contexts that impact HR practices across borders. Engage with case studies offered by accreditation bodies, HR blogs, and social media groups to be exposed to different perspectives and regulations.
• Simulate the exam experience: Take practice exams or simulations offered by portals such as Study.com, reputable training providers, or the certification body itself. This allows you to test your knowledge base, identify areas for improvement, and familiarize yourself with the exam format.
• Stay abreast of trends: The global HR landscape is constantly changing. Regularly review regional industry publications, attend conferences, or participate in online forums to ensure your knowledge base is up-to-date with emerging international trends and best practices.

Key takeaway

In summary, obtaining and renewing your global certification signifies a commitment to excellence in the HR field internationally – benefitting both your career prospects and your organization’s global operations.

However, the ideal certification depends on your career goals, experience level, and preferred region of focus. So, research each program’s eligibility requirements, focus areas, and recognition to make an informed decision.

The post 15 Best Global HR Certifications To Enroll In [2024 Edition] appeared first on AIHR.

This article unpacks 60 Human Resources acronyms and abbreviations, including a usage example for each. A handy resource to jump back to next time you encounter a cryptic acronym.

Contents
A
B
C
D
E
F
G
H
K
L
O
P
R
S
T
V

A

1. ACR: Application Completion Rate

The Application Completion Rate (ACR) is a recruiting metric that measures how many candidates who started a job application successfully completed it.

• HR acronym usage example: “An organization’s ACR reflects the effectiveness of its application process.”

2. ADA: Americans with Disabilities Act

The Americans with Disabilities Act (ADA) is a law that prohibits discrimination against individuals with disabilities in areas such as employment, transportation, and public accommodations. 

• HR acronym usage example: “Under the ADA, ‘reasonable accommodation’ means that employers need to take appropriate steps to accommodate employees with disabilities so that they can enjoy the same employment opportunities as their non-disabled colleagues.

3. ADDIE: Analyze, Design, Develop, Implement, Evaluate

The ADDIE model is a systematic framework used to guide the process of creating and implementing effective training and development programs for employees.  

• HR acronym usage example: “The ADDIE training model was developed in the 1970s and remains the most widely used model for instructional design because it is simple and highly effective.”

4. AIHR: The Academy to Innovate HR

AIHR is an e-learning company on a mission to future-proof HR by offering world-class online training programs for HR practitioners worldwide. 

• HR acronym usage example: “AIHR is the perfect place to learn the skills you need to advance your career and secure a job at the forefront of HR.”

5. AOR: Agent Of Record

An Agent Of Record (AOR) is a third-party service that handles all the necessary hiring and administration of independent contractors while ensuring full compliance.

• HR acronym usage example: “An AOR plays a crucial role as an intermediary connecting businesses with contractors all over the world.” 

6. ATS: Applicant Tracking System

An ATS is a software solution that helps organizations manage and streamline their recruitment and hiring processes.

• HR acronym usage example: “Key features of ATS software often include resume parsing, advanced search, and candidate sourcing.”

B

7. BIK: Benefits In Kind

Benefits In Kind (BIK) refer to any non-monetary compensation that employers provide to their employees.

• HR acronym usage example: “Examples of a BIK include healthcare benefits, meal vouchers, retirement plans, childcare assistance, and accommodation.”

C

8. C&B: Compensation and Benefits

Compensation and Benefits (C&B) is the term used to describe the total package of monetary and non-monetary rewards an employee receives from their employer in exchange for their work. 

• HR acronym usage example: “In our C&B Certificate Program, you will learn how to develop a comprehensive Total Rewards Strategy.”

9. CHRO: Chief Human Resources Officer

The CHRO is an organization’s HR and culture leader. They sit in the company’s executive team and are often also referred to as Chief People Officer.

• HR acronym usage example: “The CHRO is usually viewed as the most senior HR position within the scope of careers in HR.” 

10. CPH: Cost Per Hire

Cost Per Hire (CPH) is a recruiting metric that measures how much it costs a company to hire new employees. 

• HR acronym usage example: “If you hire 30 people for the year, and you spend an estimated $60,000 on the hiring process annually, your CPH is $2,000.”

D

11. DEIB: Diversity, Equity, Inclusion, and Belonging

Diversity, Equity, Inclusion, and Belonging (DEIB) are four separate concepts that hold a lot of weight on their own, but together, they boost morale, engagement, productivity, and innovation within the workplace.  

• HR acronym usage example: “In our DEIB Certificate Program, you will learn how to develop and implement meaningful DEIB strategies.”  

12. DTO: Discretionary Time Off

Discretionary Time Off (DTO) is a leave policy that gives eligible employees more flexibility to take personal time off. There is no limit on the amount of paid time off per year. 

• HR acronym usage example: “Key benefits of DTO include the fact that it increases job satisfaction and improves retention.”

E

13. EAP: Employee Assistance Program

An Employee Assistance Program (EAP) is a workplace benefit program that offers professional assistance to employees with personal or work-related problems that could impact their well-being and job performance.

• HR acronym usage example: “Implementing an EAP benefits your organization in multiple ways.”

14. EB: Employer Branding

Employer Branding (EB) is the process of managing and influencing your organization’s reputation as an employer through policies, programs, rewards, benefits, culture, work environment, values, and more.

• HR acronym usage example: “Employer branding plays a key role in talent acquisition because it can help you clarify what your unique proposition is and what your organization stands for.” 

15. EEO: Equal Employment Opportunity

The EEO is the concept of equal opportunity for everyone to pursue employment, promotion, training, and other personnel actions based on merit and regardless of characteristics such as race, sex, age, physical or mental disability, etc.

• HR acronym usage example: “Companies often declare their commitment to EEO in an Equal Opportunity Employer Statement.” 

16. EEOC: Equal Employment Opportunity Commission

The EEOC is a federal agency responsible for enforcing civil rights laws against workplace discrimination.

• HR acronym usage example: “The EEOC has the authority to investigate charges of discrimination against employers who are covered by the law.” 

17. ELC: Employee Life Cycle

The Employee Life Cycle (ELC) refers to an employee’s entire journey with their company, from attraction and recruitment to offboarding and beyond.

• HR acronym usage example: “The typical ELC consists of seven stages, starting with attracting a candidate and ending with a departing employee.”

18. ELTV: Employee Lifetime Value

Employee Lifetime Value (ELTV) is a metric that measures the total expected future value of an employee’s contributions to the organization during their employment.

• HR acronym usage example: “A high ELTV has a positive impact on business outcomes as the employees truly bring value to the organization.” 

19. eNPS: Employee Net Promoter Score

Employee Net Promoter Score (eNPS) is a metric that indicates how engaged your employees are and how likely they are to recommend your organization as a great place to work.

• HR acronym usage example: “HR can use a standardized eNPS questionnaire to gauge the likelihood of employees recommending their company.”

20. ER: Employee Relations

Employee Relations (ER) is the term used to describe an organization’s efforts to build and maintain a positive relationship with its employees.

• HR acronym usage example: “ER is typically a Human Resources department function. It can fall under the general duties of an HR professional, or there may be a manager or team dedicated to ER.

21. EVP: Employee Value Proposition

The Employee Value Proposition (EVP) is the unique set of benefits and values an employee receives in return for their skills, experience, and commitment to the company.

• HR acronym usage example: “A company’s EVP defines what employees gain from working there, while a company’s employer brand tells other people about it.”

22. EX: Employee Experience

Employee Experience (EX) is how employees feel about their interactions and encounters with the organization throughout their employee journey.

• HR acronym usage example: “EX is the HR equivalent of customer experience.” 

F

23. FJA: Functional Job Analysis

A Functional Job Analysis (FJA) is a type of job analysis that offers detailed insights into the tasks, duties, responsibilities, and interactions required for a role, as well as the necessary worker qualifications for successful performance.

• HR acronym usage example: “FJA is one of the most common job analysis methods. Other popular methods are critical incident technique (CTI) and task inventory.”

24. FLSA: Fair Labor Standards Act

The Fair Labor Standards Act is a United States labor law establishing the right to a minimum wage, overtime pay, and youth employment standards.

• HR acronym usage example: “Understanding an employee’s FLSA status is crucial for compliance with wage and hour laws.”

25. FMLA: Family and Medical Leave Act

The Family and Medical Leave Act is a United States labor law that allows certain employees to take job-protected, unpaid leave for specific family and medical reasons.

• HR acronym usage example: “Download our free AIHR checklist to finalize your FMLA procedures and to determine whether an employee is eligible for FMLA leave.”

26. FTE: Full-Time Equivalent

A Full-Time Equivalent (FTE) is a metric used to calculate the total hours worked by all employees in a business, equating them to full-time hours.

• HR acronym usage example: “The company’s strategy boosted revenue per FTE, significantly improving overall financial performance and employee efficiency.”

Discover more HR terms

The AIHR HR Glossary provides over 200 definitions of HR terms that you can refer to whenever you need to look up a new (or unknown) HR word.

G

27. GDPR: General Data Protection Regulation

The General Data Protection Regulation (GDPR) is a European privacy regulation that harmonizes the different privacy rules across the EU and governs how the personal data of individuals in the EU may be processed and transferred.

• HR acronym usage example: “The GDPR has a significant impact on HR departments since they collect and manage large amounts of employee (and candidate) data.”

28. GRPI: Goals, Roles and Responsibilities, Processes and Procedures, Interpersonal Relationships

The GRPI model is a simple and comprehensive framework that describes the most important elements that teams need to function more effectively. 

• HR acronym usage example: “The GRPI model can help teams function better, and it’s easy to explain to managers and team members.”

H

29. HCA: Human Capital Analytics

Human Capital Analytics (HCA) is a classical approach that helps organizations understand the financial impact their employees make through data.

• HR acronym usage example: “HCA is not often used anymore as it gave way to newer approaches such as People Analytics, which involve much more than what HCA focuses on.” 

30. HCROI: Human Capital ROI

Human Capital ROI is a metric that represents the financial value employees contribute compared to the money spent on them, including compensation, talent management, training, etc.

• HR acronym usage example: “HCROI can be a good indicator of the value employees provide individually and collectively.”

31. HRBP: HR Business Partner

An HR Business Partner is a (senior) HR professional who helps align the organization’s people strategy with its business strategy. As such, they form a strategic link between HR and the business.

• HR acronym usage example: “Our HRBP 2.0 Certificate Program helps HR professionals prepare to become a truly strategic partner to the business.”

32. HRIS: Human Resources Information System

A Human Resources Information System (HRIS) is a software solution that standardizes HR tasks and processes and facilitates accurate record-keeping and reporting.

• HR acronym usage example: “An HRIS can help HR practitioners save 2 hours per day on administrative tasks.”

K

33. KSA: Knowledge, Skills, and Abilities

Knowledge, Skills, and Abilities (KSA) are a person’s unique recipe for success in a particular field and role. It’s what sets them apart and what they bring to the table. 

• HR acronym usage example: “HR uses KSA to assess, evaluate, and develop employees.”

L

34. L&D: Learning and Development

Learning and Development (L&D) is an essential function of HR and a crucial part of a company’s overall people development strategy.

• HR acronym usage example: “In our L&D Certificate Program, you will learn how to design and implement an L&D strategy with key business priorities.” 

35. LOA: Leave of Absence

A Leave Of Absence (LOA) is an extended period off that an employer grants an employee for a fixed set of reasons, such as the arrival of a new child, illness and disability, bereavement, family emergencies, sabbatical, or continuing education. 

• HR acronym usage example: “There are two main types of LOAs – mandatory and voluntary leave.” 

O

36. OD: Organizational Development

Organizational Development (OD) is an interdisciplinary field of behavioral science research that helps organizations build their capacity to change and improve their effectiveness.

• HR acronym usage example: “Our OD Certificate Program will get you the Organizational Development expertise you need to future-proof your organization.” 

37. OKR: Objectives and Key Results

Objectives and Key Results (OKRs) are a collaborative goal-setting methodology for individuals, teams, and organizations. It helps them to define measurable objectives and observe key results.

• HR acronym usage example: “Developing HR OKRs is a great way for HR teams to prioritize initiatives and focus their efforts in the right direction.” 

38. OPL: Optimum Productivity Level

Optimum Productivity Level (OPL) is the ideal level of productivity that a new hire achieves throughout or after their onboarding. Businesses often use it as an onboarding metric to measure the cost of getting to OPL, which is the total cost of getting a new hire fully operational.”

• HR acronym usage example: “The cost of getting someone to their OPL includes things like recruitment and onboarding costs, training costs, the salary of the employee (and the trainers), and more.”

39. OT: Overtime

Overtime (OT) refers to the time an employee works in excess of their regular working hours. The term is also used to refer to the pay an employee receives from their employer for this time.

• HR acronym usage example: “For most organizations in the U.S., OT only applies on a workweek basis, as required by the FLSA.”

P

40. PEO: A Professional Employer Organization

A PEO is a service provider that allows (small) businesses to outsource their key HR functions such as payroll, benefits, tax administration, and more through a co-employment relationship.

• HR acronym usage example: “In a co-employment relationship, the primary employer maintains control over the day-to-day tasks and directs the employee’s work, while the secondary employer – often the PEO – takes care of the administrative functions.”

41. PILON: Payment in Lieu of Notice

Payment in Lieu of Notice (PILON) is compensation paid to employees for their notice period when they are terminated immediately (instead of working through their notice period).

• HR acronym usage example: “In the UK, your employment can be terminated without notice if a PILON clause is included in your employment contract.”

42. PIP: A Performance Improvement Plan

A Performance Improvement Plan (PIP) is a document that identifies where and how an employee’s performance is falling short, what needs to be done to improve this, and within what timeframe.

• HR acronym usage example: “Every PIP is unique to the needs of an employee and can be a powerful communication tool that supports a growth-mindset culture of continuous learning and improvement.”

43. PTO: Paid Time Off

Paid Time Off (PTO) is the time that employees can take off work while still receiving regular wages. This does not include the time during which an employee works remotely or is commuting. 

• HR acronym usage example: “An organization’s PTO policy often combines vacation, personal, and sick days.”

44. P4P: Pay for Performance

Pay for Performance (P4P) is a compensation strategy that ties employee earnings directly to their performance, rewarding high achievers with bonuses or higher pay.

• HR acronym usage example: “Many companies are adopting a pay for performance model to incentivize productivity and reward top performers.”

R

45. RACI: A Responsible, Accountable, Consulted, and Informed

The RACI matrix is a simple yet effective tool that clarifies who does what in a project. A RACI matrix provides a comprehensive overview of who is responsible, accountable, consulted, and informed for every project task.

• HR acronym usage example: “A RACI chart can be useful for many projects, but it is particularly beneficial when tasks involve multiple resources, run simultaneously, or depend on other tasks.”

46. ROI: Return on Investment

Return on Investment (ROI) is a metric that tries to measure the gains of a particular investment compared to the cost of that investment.

• HR acronym usage example: “Examples of relevant ROI metrics in HR include training ROI, recruitment ROI, the ROI of employee engagement, and HCROI.”

47. RPE: Revenue Per Employee

Revenue Per Employee (RPE) is an efficiency ratio that measures how much revenue is generated per individual working at the company.

• HR acronym usage example: “RPE remains one of the most important but often still overlooked business and HR metrics.”

48. RPO: Recruitment Process Outsourcing

Recruitment Process Outsourcing (RPO) refers to a type of business process outsourcing where an organization transfers all or part of its recruitment functions to a third-party provider.

• HR acronym usage example: “Over the past few years, RPO has emerged as a leading approach for tackling talent acquisition challenges.”

S

49. SOH: Source Of Hire

Source Of Hire (SOH) is a recruiting metric that shows the percentage of candidates hired through a particular channel, method, or source.

• HR acronym usage example: “The SOH metric helps companies keep track of the effectiveness of their different recruiting channels.”

50. SWOT: Strengths, Weaknesses, Opportunities, and Threats

A Strengths, Weaknesses, Opportunities, and Threats (SWOT) analysis is a technique to assess these four aspects of, for example, your HR department.

• HR acronym usage example: “An HR SWOT analysis enables HR teams to identify internal and external factors that affect them.”

T

51. TA: Talent Acquisition

Talent Acquisition (TA) encompasses the entire hiring process, from identifying and attracting to selecting and retaining qualified candidates.

• HR acronym usage example: “An organization’s TA strategy should always align with its people (or HR) strategy.”

52. TABP: Talent Acquisition Business Partner

A Talent Acquisition Business Partner (TABP) is a talent acquisition professional who offers strategic guidance to the company on various elements of the hiring process, such as attracting, developing, and engaging the right talent.

• HR acronym usage example: “The role of the TABP has evolved from the traditional recruiter role, which was mostly focused on sourcing and screening candidates.”

53. TM: Talent Management

Talent Management (TM) is the strategic process of bringing employees on board and helping them grow to their optimal capabilities.

• HR acronym usage example: “In our Talent Management and Succession Planning Certificate Program, you will learn how to use data and reports to optimize TM practices.”

54. TNA: Training Needs Analysis

Training Needs Analysis (TNA) is a vital tool for L&D professionals to identify the gap between the actual and the desired knowledge, skills, and abilities (KSA) in a job that gets in the way of achieving organizational goals.

• HR acronym usage example: “The need for TNA is often due to an organizational problem like a lower-than-expected quarter for the sales team, for example.”

55. TOIL: Time Off In Lieu

Time Off In Lieu (TOIL) means an employee receives paid time off as compensation for working overtime instead of receiving overtime pay.

• HR acronym usage example: “In some companies, TOIL is used when a public holiday falls on a non-working day.”

56. TTC: Total Target Cash

Total Target Cash (TTC) refers to the total amount of all the cash-based compensation an employee receives when they achieve the expected results, including their annual base salary and a performance-based target bonus.

• HR acronym usage example: “TTC and Total Target Compensation are similar, but there are some important differences between the two.”

57. TTF: Time To Fill

Time To Fill (TTF) is a recruiting metric measuring the number of calendar days it takes to hire a new candidate from the moment the job requisition is approved to when the candidate accepts the job offer.

• HR acronym usage example: “Even though the time to hire and TTF metric are often used interchangeably, the two should not be confused.”

58. TTH: Time To Hire

Time To Hire (TTH) is a recruiting metric that measures the number of calendar days it takes to hire a new candidate from the moment the candidate applies to the moment they accept the job offer.

• HR acronym usage example: “TTH provides information on two important recruitment processes: recruiting efficiency and candidate experience.”

V

59. VTO: Voluntary Time Off

Voluntary Time Off (VTO) is a leave category that gives employees the option to take unpaid time off work. Certain companies use this, for example, when more employees are available to work than needed.

• HR acronym usage example: “VTO can refer to two different leave categories: voluntary time off or volunteer time off.” 

60. VTO: Volunteer Time Off

Volunteer Time Off (VTO) is a relatively new employee benefit where employees get paid time off to volunteer and give back to their community. 

• HR acronym usage example: “VTO typically ranges from 8 to 40 hours per year.”

Key takeaway

• HR acronyms and abbreviations are unavoidable for those who work in Human Resources. While HR professionals will know most acronyms, especially if they’ve been around for a while, new terms keep being added.
• Bookmark this page so that next time you’re unsure what an HR acronym or abbreviation stands for, you can take a peek at the list in this article.

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