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.

In this article, we’ll explore the importance of workplace transparency, the consequences of its absence, and nine actions organizations can take to promote transparency in the workplace.

Contents
What is transparency in the workplace?
Why transparency in the workplace is important
The impact of the lack of transparency in the workplace
Examples of transparency in the workplace
How to improve transparency in the workplace
FAQ

What is transparency in the workplace?

Workplace transparency is when an organization and its employees openly and freely sharing information about processes, decisions, objectives, expectations, and more. 

In today’s workplace, there is also a legal element to transparency that organizations and HR need to consider. Legislation around pay transparency, for instance, aims to ensure employees receive equal pay for work of equal value.

Increasingly, we see companies taking their transparency beyond the workplace and into the wider world as they publicly share their progress regarding, for example, DEIB.

Why transparency in the workplace is important 

There are several reasons why transparency in the workplace is essential:

• Builds trust: When done well, transparency fosters a sense of trust between employees and managers.
• Promoting a culture of openness: An environment where questions, concerns, and ideas can be freely expressed encourages innovation and continuous improvement — and attracts candidates. According to a 2018 Slack research, 87% of workers wanted their future company to be transparent.
• Reduces rumors and misinformation: Transparency minimizes the chances of rumors and misinformation spreading within the organization. 
• Improves decision-making: With access to more complete and accurate information, employees at all levels can make more informed decisions. 
• Facilitates change management: During times of change, transparency can help reduce employee resistance and fear. 
• Encourages accountability: When actions and decisions are made transparently, it creates a sense of accountability among employees. 
• Ensures compliance with legislation: An example of this can be found in the Illinois Workplace Transparency Act. The purpose of this act is to fight sexual harassment and other types of discrimination. Put simply, it forbids employers to enter into a contract with employees (contractors, freelancers, etc.) that includes a non-disclosure clause covering workplace harassment or discrimination. 

The impact of the lack of transparency in the workplace

On the other hand, a lack of transparency in the workplace has its consequences, too. Here’s what they can look like: 

• Reduced innovation and creativity: Transparency fosters an environment where ideas can be freely shared and debated. Without it, innovation and creativity can be stifled, as employees may feel unsafe or unmotivated to contribute their ideas. 
• Compromised ethical standards: A lack of workplace transparency can lead to questionable practices going unchecked. This situation can compromise the organization’s ethical standards and lead to legal or reputational risks. 
• Communication breakdowns: A lack of transparency often results in poor communication throughout the organization. Misunderstandings become more common, leading to inefficiencies and errors in work. 
• Lower employee engagement: Employees who feel left out of the loop can plummet their engagement and motivation. This disengagement affects productivity, job satisfaction, and the overall morale of the workforce. 

Examples of transparency in the workplace 

What does transparency at work look like? There are numerous examples in the various phases of the employee life cycle.

In this section, we’ll share three of them:

1. Transparency in recruitment and selection

DHL Aviation provides a prime illustration of transparent recruitment and selection practices. They fill 65% of vacancies internally, with over half of the C-suite comprising individuals who began on the frontline. 

By sharing these statistics with candidates, recruiters set realistic expectations and demonstrate the company’s commitment to internal growth opportunities.

2. Transparency in compensation and benefits 

MIMOSA Diagnostics embraced radical transparency concerning pay, conflicts, and organizational and business matters. They only refrained from disclosing personal information that employees wished to keep private, as well as investor details.

For instance, in terms of pay transparency at MIMOSA, employees were required to understand the criteria that determined their pay before individual pay figures were disclosed, ensuring fair wage determination. To facilitate this, the company established a structured approach for making pay decisions.

3. Transparency in Diversity, Equity, Inclusion and Belonging (DEIB)

Creating a comprehensive DEIB section on a corporate website is one thing; being a truly diverse, equitable, and inclusive employer is another.

Many organizations celebrate their commitment to female representation in leadership on International Women’s Day via social media. One year, Francesca Lawsome and Ali Fensome developed a gender-pay chatbot that extracted publicly available data from these companies. The aim was to assess the companies’ commitment to gender equality in the workplace. 

The findings reveal significant disparities between rhetoric and action. For example, despite Heathrow Airport highlighting its “Women at Heathrow,” women’s median hourly pay is 14% less than that of men in the organization.

Some companies are making strides in getting transparency in the workplace right. Nike, for example, has published its ‘2025 Purpose targets’, with various reports for visitors to download, which explain what the company is doing around pay equality, representation, inclusion, and more within the organization. 

How to improve transparency in the workplace 

There are several strategies HR can adopt to improve and ensure transparency in the workplace throughout the employee life cycle. 

Strategy 1: Adopt transparency in your employer branding 

Rather than (over)selling the benefits of working for the organization, think about conveying all sides (even the less glamorous sides) of the job and the industry. 

For example, suppose you’re hiring people to work in a role that can be physically demanding. Explain to candidates what the role will require. Include uncensored employee testimonials from people who recently joined the company on your website that paint a true picture of what it takes to successfully perform the role. 

Strategy 2: Set realistic, fact-based expectations

Recruitment and selection transparency encompasses various aspects. 

Firstly, it involves clarity about the application process: What should applicants anticipate? How soon can they expect a response? What is the timeline for the entire process? Who should they contact for inquiries? 

Secondly, it includes being transparent about job and organizational expectations: What salary range is offered? What growth prospects does the organization provide, and in what timeframe? What performance standards are expected from employees? 

Lastly, an often overlooked yet crucial aspect is setting clear expectations about what not to anticipate. For example, in a fast-paced company, it is vital to tell candidates or new hires that many aspects will be unstructured and require self-driven initiative.

Strategy 3: Explore different levels of transparency

Recognize that not all information can or should be shared openly with every employee (as we saw earlier in the MIMOSA Diagnostics example). 

Categorize information and determine the appropriate level of transparency for each level based on factors like relevance, sensitivity, and potential impact.

Strategy 4: Encourage a continuous conversation

Train managers on approaching performance management as a continuous conversation (also referred to as a continuous dialogue) and have ongoing conversations with their employees throughout the year instead of on an annual basis. 

Doing so creates a stronger relationship between manager and employee, often leading to greater trust and transparency. 

Strategy 5: Open communication channels

Establish and maintain multiple channels for open communication, such as regular (company-wide) meetings, town halls, suggestion boxes, and digital platforms where employees can voice concerns, ask questions, and provide feedback. 

Ensure these channels are accessible to all employees and actively monitored for responses and action.

Strategy 6: Involve employees in decision-making

According to a Visier survey, 52% of the respondents who trust their employer do so because they’re transparent about company policies and practices. 

Actively involving employees in decision-making plays a vital role in this. This can be achieved in various ways, for example, by enabling them to set their own objectives and KPIs or organizing brainstorming strategy days.

Strategy 7: Provide regular updates and reports

Provide regular updates on company performance, including successes, challenges, and areas for improvement. This can be done through newsletters, emails, Slack channels, or dedicated meetings. 

Strategy 8: Build a culture of feedback

Cultivate a feedback culture where giving and receiving feedback is encouraged and valued. This includes both positive reinforcement and constructive criticism. Training staff on effectively giving and receiving feedback can help build a more open and communicative workplace

It’s also essential for both employees and the business to act on the insights they receive. According to the Visier survey, one of the top reasons employees did not trust their employers was that the company did not follow through on employee feedback. 

Strategy 9: Create clarity on rules and expectations

Provide clarity on roles and expectations. Use tools like 30-60-90-day plans, roles and responsibilities templates, employee development plans, and performance metrics to help employees understand what’s expected of them. 

Key takeaways 

• A transparent workplace is one of the cornerstones of employee trust and engagement. It’s a key element for people when deciding what company they want to work for. 
• Transparency plays a role in every aspect of the employee life cycle. To create more workplace transparency, the nine action points listed in this article can be an excellent place to start.

FAQ

The post Achieving Transparency in the Workplace: Strategies for Success (With Examples) 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.

The post Your A-Z Guide of HR Acronyms & Abbreviations appeared first on AIHR.

In this article, we share a selection of HR quotes that will inspire and motivate you. Most of them come from our very own Subject Matter Experts and AIHR’s People Team!

Contents
Motivational HR quotes
HR professional quotes
Funny HR quotes

Motivational HR quotes

#1

This powerful, short quote serves as a reminder to HR professionals, particularly because we sometimes get so wrapped up in taking care of everyone else that we forget about ourselves. 

Laura recommends taking your paid time off (PTO) to rest and recharge. Also, to set expectations in your role. For example, advocate for a budget to help you do your job well and prioritize your professional learning and development.

→ What you can do:

• Check out Laura’s full post here.

#2

HR is not just simply about helping the people of the organization. It’s also about helping the organization meet its objectives. As HR practitioners, it is essential to align your people-oriented goals with the business goals to facilitate success for both the business and its employees.”

→ What you can do:

• When designing or implementing a new policy, initiative, or strategy, ask whether the approach is good for the organization and your people. 

#3

At AIHR, we believe that HR can be a force for good that balances the needs of individuals, organizations, and society to deliver mutually beneficial value. HR holds a distinct position to make a contribution and impact across six wide-ranging areas: 

1. Accessibility of work 
2. Equality and fairness
3. Human-AI interaction
4. Voice for societal issues
5. Human wellbeing
6. Climate adaptation.

→ What you can do:

• Read our in-depth article ‘HR as a Force for Good: Driving Positive Change in Business & Society’ by our subject matter experts, Dr. Marna and Dr. Dieter Veldsman.
• Implement the recommended 4-step approach as a starting point for your organization’s HR for Good initiatives. 

#4

Dr. Veldsman emphasizes the transformative role of HR in unlocking individual potential. HR professionals should view their work not as mere resource management but as a catalyst for personal and professional growth. 

HR professionals can foster a culture that values and nurtures each employee’s unique abilities. By doing so, they contribute to organizational success and the fulfillment and empowerment of individuals within the workforce.

→ What you can do:

• As HR, think of ways to involve employees in building a culture that values and nurtures each employee’s unique abilities. 

#5

While this quote isn’t directly (or uniquely) aimed at HR professionals, Adam does beautifully describe part of what HR’s role entails here. Creating a transparent work environment where people feel supported during the good and bad times.

A lot of what HR has to deal with on a regular basis can be referred to as hard times, employee grievances such as sexual harassment, employees who are seriously ill, layoffs, disgruntled staff, and the list goes on. It’s in these moments that the people involved need to feel supported – this goes for employees as well as the HR team.

→ What you can do:

• As an HR team, organize a workshop around how to best support employees – and each other – in hard times.
• Ask HR professionals from outside the company, for example, in an online or offline HR community, for tips and best practices.

#6

Julie Turney is a former HR professional turned HR for HR Coach. She is also a vocal advocate for self-care within the HR community. 

Julie fully understands the challenges HR professionals face, including mental health issues and burnout. 

Recent reports indicate how burnt-out HR professionals are. Post-covid challenges, a chronic lack of support and unappreciation, and an increased workload are some reasons why 98% of HR professionals report being burned out, and 88% admit they dread going to work. 

→ What you can do:

• It is time for HR professionals to start practicing HR for HR. Julie has created a concept called SAFE HR, which is a good starting point. In a nutshell, it entails:
  • S – Self-awareness. Recognizing your strong points as well as areas for improvement.
  • A- Act. Engaging in difficult discussions with leadership to express your needs and the support you require.
  • F – Forgive. Allowing yourself to move past projects that didn’t meet expectations, focusing instead on your accomplishments.
  • E – Educate. Commited HR professionals take full responsibility for their own professional growth, including skill enhancement, technological literacy, and understanding the needs of their People Team. They do everything in their power to be the best HR professional they can be.
• Read our article about HR for HR, which shares nine actionable tips for HR’s well-being. 

#7

This advice is true for all of us, whether we’re in HR or not. However, HR has had to navigate some negative perceptions of the department. An aspiring HR professional encountered a negative attitude to HR on Instagram reels. People had scathingly commented that the HR department was a useless department and most actively disliked HR. 

In one of AIHR’s podcasts, Steve Browne also discusses HR’s poor reputation and where it comes from. He believes that part of it is due to the fact that people base their experiences with HR on if something went wrong, and then that becomes their framework reference. The other part, he believes, is coming from HR itself, focusing more on the negative than the positive when it comes to people. 

So, there is work to do on that front. 

→ What you can do:

• Define the value that you bring as an HR professional. If there is an area where you don’t feel confident in, find support or opportunities to develop and equip yourself
• Have confidence in the value, knowledge, and expertise that you bring to the organization. This confidence will help you when others have an opinion or negative perception of what you do 
• Consider how, as an HR department, you can communicate that value to executives and employees in the business.

#8

In the LinkedIn post that accompanies one of her signature illustrations, Liz explains that when we feel pressure to conform, we tend to hide who we really are. We also stay quiet instead of sharing what we know, even if it would benefit the team.

This is food for thought for HR professionals and teams. How can we create a culture where people feel confident to share their ideas because they feel a sense of belonging?

→ What you can do:

• Read our Rethinking DEIB authored by Dr. Dieter Veldsman and Neelie Veldsman (that’s me)
• In this piece, we share a multi-level perspective on Diversity, Equity, Inclusion & Belonging with practical tips on creating a DEIB environment in an ever-evolving space. 

HR professional quotes

#9

HR professionals need a broad range of skills to succeed in their roles. Essential HR skills include role-specific and soft skills, business acumen, and digital and data literacy. Not only will these skills help HR practitioners develop their careers, but they will also contribute to the organization’s success. 

Moritz emphasizes the importance of combining business-related skills, such as data literacy, with people-related skills, like empathy and understanding. It’s this variety of skills and finding the right balance between them that makes working in HR so exciting – and challenging at the same time.

→ What you can do:

• Take a look at our overview of 18 HR skills every HR professional needs to get an idea of what skills you might want to develop or brush up on this year
• Based on your assessment, check out various HR courses or certificate programs and sign up for the ones that seem most relevant and exciting. 

#10

The advent of generative AI like ChatGPT has accelerated the need for HR professionals to use technology (and become more efficient). 

This rapid adoption of AI also requires HR to guide the organization and its employees in its adoption and use. It will be up to HR to create policies around the use of these new technologies.

But HR cannot serve as a guide if we don’t see (and use) technology as a value-adding productivity partner. 

→ What you can do:

• Assess how technology is or can be a value-adding partner in productivity within your organization, starting with your own HR team.

#11

Erik emphasizes the role of HR in unlocking individual potential. To do so, HR needs to unlock its own potential first. 

This requires HR professionals to identify skills gaps and prioritize professional development goals to develop the skills and competencies needed to provide business value and people value. It also means acknowledging when to focus on wellbeing and developing resilience in a rapidly changing work environment.

→ What you can do:

• As an HR professional and as an HR team, ask: What do I need to enable myself, and what do we need as a team?

Funny HR quotes

#12

Recruiters frequently find themselves balancing multiple candidates with the expectations of eager yet occasionally impatient hiring managers. All the while, they must meticulously manage the stages of the hiring process.

It’s a lot to manage.

→ What you can do:

• Hold an intake meeting with the hiring manager to understand more about the job and the ideal candidate so that you can align the recruitment process with the hiring manager’s expectations
• Set realistic expectations with the hiring manager
• Communicate clearly and consistently during the recruitment process to manage candidate expectations.

#12

Dieter highlights the importance of understanding your role in HR. Being the people’s advocate at times means that you have to be the voice of reason.

This means that sometimes you will have to take the unpopular stance, and be the one that asks, “what are the implications if we do or don’t do this?”. HR is about treating people fair so they respect you, not about trying to be “liked”.

→ What you can do:

• Take a moment to reflect on some of your recent decisions. What motivated you to take a particular stance?
• What is the level of respect for the HR function in your organization? A great way to assess the current perception of HR is to conduct an HR Impact Survey and gather feedback from stakeholders.

#13

A fun, lighthearted quote to wrap up our list of HR quotes. Something that many people in HR may have thought at least once in their careers. 

So much is expected of HR professionals — from leadership, employees, and our peers. Sometimes people can inadvertently think we are miracle workers. But we are not. 

→ What you can do:

• Stay calm and keep smiling. 

The post 13 HR Quotes To Inspire and Motivate HR Professionals in 2024 appeared first on AIHR.

We’ve compiled a list of nine HR courses for beginners that we think are worth checking out to help you get started.

Contents
Academy to Innovate HR (AIHR)
Administrative HR for Beginners
Associate Professional in Human Resources (aPHR)
Certified Professional (SHRM-CP)
The Chartered Institute of Personnel and Development (CIPD)
Compliance Prime
Oxford Home Study Centre
CHRMP Foundation/Associate
HR Fundamentals
FAQ

Please note that this list is compiled based on publicly available information. We have not tried the courses ourselves, with the exception of AIHR’s courses.

1. Academy to Innovate HR (AIHR)

Of course, this is our favorite! We created The Academy to Innovate HR, or AIHR, to offer certification in various areas of HR, including sourcing and recruitment, data analytics, and digital skills. The courses offer a lot of value to HR professionals of different experience levels, including those just starting our their HR careers.

All courses are created by HR practitioners for HR practitioners and have a flexible, bite-sized structure, which means you can learn anywhere and anytime.

Here’s our full list of HR certification courses:

• HR Generalist
• Sourcing & Recruitment
• Talent Management & Succession Planning
• People Analytics
• Organizational Development
• Digital HR 2.0
• Compensation & Benefits
• Diversity, Equity, Inclusion & Belonging
• HR Manager
• HR Business Partner 2.0
• HR Metrics & Dashboarding
• Learning & Development
• Strategic Talent Acquisition

Alternatively, you can opt for Full Academy Access, giving you unlimited access to all our current and future courses. For 12 months, you can access over 40 courses and 13 certificate programs. This route saves you a lot of money as well.

All AIHR courses are globally accredited by SHRM and HRCI. As a student, you also get access to AIHR’s global practitioners’ community, where you can share experiences and discuss best practices. You can also download useful HR templates, guides, and resources.

Visit the Academy to Innovate HR here.

2. Administrative HR for Beginners

Administrative HR for Beginners on Udemy is an introduction to the role and duties of Human Resources. If you are a small business owner who wants a deeper understanding of HR, someone looking for a job in HR, or an administrative professional whose duties include HR, this online HR course for beginners is for you. 

The course provides a general introduction to the HR function, with insight into taking your HR responsibilities to the next level.

Topics include:

• Exploring the role of HR from administrative and compliance to strategy and business growth
• Learning where to begin with an HR audit
• Discovering the process of recruiting great talent, from job analysis to writing interview questions and job postings
• Learning about a performance management process with more impact.

The course is suited for anyone interested in HR, management, and related fields. No advanced preparation or prerequisites are needed.

3. Associate Professional in Human Resources (aPHR)

When it comes to HR certification for beginners, it’s hard to find a program that better fits the description than this one: The first-ever HR certification designed for professionals who are just beginning their HR career journey. This certification by the HR Certification Institute (HRCI) aims to help you fast-track your career growth and give you the confidence to launch into the HR profession.

The aPHR certification is created for professionals who are just starting in HR and enables you to prove your knowledge of foundational Human Resources. Topics include:

• Compliance and risk management
• Employee relations
• Talent acquisition
• Compensation and benefits
• Learning and development

To be eligible for the aPHR, you must have a high school diploma or global equivalent. No HR experience is required.

Another HRCI certification that can be insightful for budding HR professionals is the Associate Professional in Human Resources – International (aPHRi). This program is similar to the aPHR but provides you with an HR credential for any location.

4. Certified Professional (SHRM-CP)

Going beyond theory, SHRM offers a Certified Professional (SHRM-CP) program that provides you the opportunity to prove not only what you know but also how you can apply that knowledge on the job. This HR certification program is an excellent option for beginners to learn about the field and bring their HR journey to the next level.

This certification is open to students regardless of their job title as long as they perform HR-related duties within their role. However, SHRM recommends having a basic working knowledge of HR practices and principles or a degree from an Academically Aligned program.

To prepare for the exam, you can choose from flexible self-study and instructor-led options depending on your learning style.

5. The Chartered Institute of Personnel and Development (CIPD)

Whether you’re starting out in your HR career or already working within a support level role, the CIPD Level 3 Foundation Certificate in People Practice will provide you with a solid foundation in all areas of HR and develop the essential skills and confidence you need to progress your career further.

The course covers four core areas:

• Business, culture, and change in context
• Principles of analytics
• Core behaviors for people professionals
• Essentials of people practice.

This course is suited to individuals who are:

• Looking to get into HR or progress in a new HR role
• Working at a support level, e.g., HR Administrator/HR Officer
• A non-HR manager with people management or HR responsibility
• For people who are UK or overseas-based

The course leads to CIPD Associate Membership and is a fully online HR course.

6. Compliance Prime

Compliance Prime provides training in the form of webinars. They offer continuing education courses on the latest HR practices, rules, and regulations, perfect for new HR professionals to begin their learning journey. When you follow an HR webinar from Compliance Prime, you can also earn HRCI and SHRM credits. 

Some lessons coming up in 2024 include:

• New Hire Onboarding
• Payroll Tax Changes for 2024
• Transform HR: From Complaint Central to Strategic Powerhouse

Check out the Compliance Prime site for a calendar of webinars and find the right one for you.

7. Oxford Home Study Centre

Oxford Home Study Centre offers year-round enrollment in HR courses covering core aspects of HR, such as:

• Basics of HR management
• Staffing
• Interviewing
• Training and development.

OHSC offers both free and paid course options, making it a great learning opportunity for HR beginners. The study center is based in the UK, but the courses can be accessed globally.

8. CHRMP Foundation/Associate

Designed as an HR certification for beginners, the CHRMP foundation/associate course is a comprehensive course that lays the foundation for those entering the HR field. 

With six modules, this HR course takes you through the basics, including: 

• HR Operations
• Talent Acquisition
• Compensation & Benefits Planning
• Job Analysis
• Learning and Development
• Employee Engagement

At the end of the completed modules, you will sit for your exam to be certified. After the course is over, CHRMP offers one year of support for their recent grads. With a great support system, this is an easy choice for those looking for HR courses for beginners.

9. HR Fundamentals

HR Fundamentals online course is a useful introduction to HR aimed at beginners in the field. This self-paced online course takes you through five pillars of HR:

• What HR means
• HR practice
• People and strategy
• Performance, engagement, reward, and recognition
• Recruitment

As an HR basics training course, Future Learn has put together this course alongside the Chartered Institute of Personnel and Development. Allowing you to move at your own pace, this HR course is a worthwhile option for those who want to make a career change.

Before you go

If you’re looking to get into HR, HR courses for beginners are a great first step to building foundational HR knowledge and expertise. These courses provide essential insights and skills that help you start a rewarding career in the evolving field of Human Resources. Look for programs that include practical aspects such as case studies, real-world scenarios, and interactive exercises. This will allow you to apply your learning and gain hands-on experience in HR practices.

A combination of theoretical knowledge and practical application equips you with the confidence and competence to successfully navigate the complexities of the HR function.

FAQ

The post 9 Best HR Courses for Beginners to Check Out Right Away appeared first on AIHR.

This article provides fifteen Employee Appreciation Day ideas that HR professionals can use as inspiration for their initiatives this year.

Contents
What is Employee Appreciation Day?
When is Employee Appreciation Day?
15 Employee Appreciation Day ideas
Employee Appreciation Day message examples
FAQ

What is Employee Appreciation Day?

Employee Appreciation Day (EAD) takes place annually on the first Friday of March. The idea is for employers to recognize and thank their employees and show them their appreciation.  

Employee Appreciation Day was invented by Dr. Bob Nelson in 1995, initially to market his book ‘1001 Ways to Reward Employees.’ 

Together with his publishing company, he made sure that the holiday appeared prominently on workplace calendars. This was a successful strategy; the book sold over 2 million copies and was translated into over 25 languages.

When is Employee Appreciation Day?

In 2024, Employee Appreciation Day is on Friday, March 1. 

As mentioned above, Employee Appreciation Day takes place on the first Friday of March. Here’s an overview of the dates on which EAD will be celebrated in the next few years:

Ideally, though, organizations show their appreciation for their employees all year round. This is why some companies have an employee recognition program and organize their own Employee Appreciation Day or events at different times throughout the year.

15 Employee Appreciation Day ideas

How your company celebrates Employee Appreciation Day should reflect your unique culture and values.

If your organization prides itself on teamwork and collaboration, group activities or team-building events might be the ideal way to show appreciation. Providing a platform for employee-led projects or creative showcases would be more fitting for a company that values innovation and creativity.

The key is to celebrate in a way that not only resonates with your employees but also reinforces the fundamental principles and ethos of the organization.

Let’s take a look at Employee Appreciation Day ideas your organization can consider. Some of them are great for in-office or workplace celebrations; others work well when people are remote.

1. Make employee appreciation part of your organization’s DNA

As mentioned a couple of times before, recognizing and appreciating your employees should be an inextricable part of your organization’s culture. 

If this isn’t the case yet, for example, because you’re in a start-up or because of other priorities, this year’s Employee Appreciation Day can be the perfect time to start creating a culture where employee appreciation is part of people’s everyday experience at work. 

2. Ask your employees what they appreciate

Employee Appreciation Day is about saying thank you to your employees. Therefore, asking them what they would like to see or get from their employer on this particular day makes sense.

Rather than HR departments coming up with tons of different ideas and giving everyone in the organization the same gift card, thank you note, or coffee mug, asking employees what they want is a token of appreciation in itself.  

3. Create an employee spotlight program

An employee spotlight is an opportunity for your employees to share their unique stories and get recognition for their performance.

Benefits of implementing an employee spotlight program include the fact that it i) recognizes people, ii) builds a culture of appreciation, and iii) fosters connections among employees.

4. Host an employee award ceremony

What better way to recognize people’s performance and say thank you than by organizing an employee award ceremony on Employee Appreciation Day? 

The ceremony can be held in the office or workplace while making it accessible to those working remotely by simply inviting them to an online meeting. 

5. Give managers an Employee Appreciation Day budget 

If the financial resources are there, giving managers an Employee Appreciation Day budget can be an excellent idea. It kills several proverbial birds with one stone:

• The fact that you reserved a budget shows people that you care and appreciate them.
• It allows managers and their teams to come up with a way to celebrate EAD that suits them best, supporting team bonding. 
• It gives managers and teams the autonomy to decide how they want to commemorate and spend Employee Appreciation Day.

6. Give employees a paid birthday off

This is a typical example of doing things throughout the year that show people that the organization they work for cares about them and appreciates them. 

It’s also something that probably no one has any objection against or doesn’t appreciate, and it is something very personal – people’s birthday – that at the same time happens to everyone, which makes it innately inclusive.

7. Offer employees a subscription to a wellness app of their choice 

Offering employees a subscription to a wellness app of their choice is not only a token of appreciation but can also be part of the organization’s total well-being approach.

To make it easier for people to choose which app they would like to subscribe to, HR teams can put together a list featuring apps in various categories, such as:

• Fitness apps
• Mental health apps
• Meditation apps 
• Yoga apps
• Menstruation tracker apps.

8. Gift personalized fortune cookies

This is an idea that can take various forms. The most straightforward option is to have ready-made fortune cookies with a personalized message, or a thank you note inside for all employees.

Another option can be to suggest this as a fun team activity on Employee Appreciation Day or to ‘let employees be the author of their own dessert destiny’ and gift them a DIY fortune cookie kit.  

9. Organize a gratitude exchange

You can adapt the concept of secret gift exchanges like Secret Santa to show gratitude to your employees.

The idea is that everyone receives the name of a colleague (there are tools you can use for this) and that on Employee Appreciation Day, they send this person a personalized message of appreciation. 

This can be an excellent activity for managers to do with their teams rather than a company-wide event simply because team members know each other better, and it is difficult to say anything meaningful to people you don’t know. 

10. Spin the wheel

This Employee Appreciation Day idea involves having a big spinning wheel in the workplace that employees can spin. Doing so allows them to win prizes determined by which segment the wheel lands on. As each segment offers a different prize, there is always a chance to win something.

Prizes can be physical gifts or, as we did at AIHR, experiences like a dinner for two in a unique location or an indoor skydive. What you include depends on your budget.

11. Buy employees a lottery ticket 

A relatively low-budget but usually much-appreciated Employee Appreciation Day idea is to buy employees a lottery ticket. It marks the occasion which, if your organization already has a culture of employee appreciation, can be enough. 

12. Throw a celebratory event 

If your organization has all of its employees working in the same location, or if various locations have their own budgets for these kinds of things, hosting an event like a concert or a comedy show can be a great way to celebrate Employee Appreciation Day.

Don’t forget the option to offer an option to join remotely if you have telecommuting employees.

13. Say thank you 

If there is only one thing you do on this year’s Employee Appreciation Day, let it be saying a heartfelt ‘Thank you’ to your employees one way or another. 

As we’ve seen in this article, there are a million ways to do this, but as long as it is sincere, the rest doesn’t matter all that much. You can simply write ‘Thank you, I appreciate you’ on a Post-It note and leave that at people’s desks, or encourage managers to do so.

14. Offer employees a gift card of their choice

While gift cards might not be the most original present, many people are happy that they can decide for themselves what they want to get from their favorite store and appreciate the gesture. 

In that regard, offering employees a gift card is an excellent way to mark the occasion. But again, this only works if your organization has created an environment where employee recognition is already commonplace. 

15. Ask for feedback 

If, from an HR perspective, your organization has built a culture of recognition and appreciation, Employee Appreciation Day may be a good time to ask your employees what they think. 

How do they look at initiatives such as your peer recognition program or quarterly employee award events? Do they feel appreciated in their everyday work experience? What do they believe could be improved? 

Employee Appreciation Day message examples

Besides recognizing their employees with small gifts, events, or tokens of appreciation, companies often share messages on their communication channels, such as Linkedin.

Below are four Employee Appreciation Day message examples that can inspire your own appreciation posts.

1. Deluxe

This LinkedIn post from multidisciplinary service provider Deluxe shows the power of simplicity:

• A straightforward thank you to their employees
• A collection of pictures from the people working at the company, and
• The mention that they appreciate their employees today and every day.

When the latter truly is the case, this message is all you need on EAD. 

2. Ferring Australia

What’s nice about Ferring’s employee appreciation day message is that rather than posting something on the ‘official’ Employee Appreciation Day, they choose to celebrate their employees at a different time. 

In fact, they decided to do so after what seems to have been a long and busy period for their employees. This in itself demonstrates the organization’s commitment to recognition and appreciation throughout the year.

3. DoubleTree by Hilton Atlantic Beach Oceanfront Hotel 

Another great example comes from a DoubleTree by Hilton Hotel. Here, too, the message is straightforward and demonstrates that at this DoubleTree, they have what they call Random Employee Appreciation Days, which indicates a culture of appreciation. 

4. Ironhorse Funding LLC

Instead of celebrating Employee Appreciation Day, they decided to give it a little twist and had what looks like a great Employee Appreciation Night at one of the offices of Ironhorse Funding LLC. 

HR tip

If you’re looking for inspiration, be it for Employee Appreciation Day messages or gift ideas, type #EmployeeAppreciationDay in the LinkedIn search bar, and you’ll get lots of results.

Key takeaway

It’s cliché but true: every day should be employee appreciation day. If this isn’t the case yet in your organization, use some of the ideas listed in this article to start building that culture of recognition and appreciation. Happy Employee Appreciation Day! 

FAQ

The post Employee Appreciation Day 2024: 15 Ways To Celebrate Your Employees appeared first on AIHR.

Contents
What is an employment contract?
Reasons for termination of contract of employment
Terminating employment contract step by step
FAQ

What is an employment contract?

An employment contract is a legal agreement between an employer and an employee that details the terms and conditions of employment. The goal is to formalize the working relationship by clearly specifying what is expected from both parties. 

Having an employment contract in place reduces the risk of employment disputes. When such disagreements arise, this document is a crucial reference point, clarifying responsibilities and ensuring all parties comply with the established terms and conditions. While an offer letter is also an important document in establishing an employment relationship, it does not carry the same legal weight.

The contract usually also states what procedures need to be followed and what actions need to be taken in case of termination of the employment contract. This refers to the end of an employee’s agreement with the company and can be voluntary or involuntary. 

Reasons for termination of contract of employment

There are various legitimate grounds for terminating an employment contract. These may vary (slightly) depending on what country you are in, but usually they include reasons like:

Mutual agreement

Parties involved in an agreement always have the option to end that agreement by mutual consent. The termination of the employment contract, in this case, can take place via a process stipulated in said contract or, if such a clause doesn’t exist, simply by both parties agreeing that they want to terminate the contract.

This can happen, for example, when an employee decides to leave the company for another job opportunity and completes the notice period specified in the employment contract.

Poor performance

Poor employee performance can be related to a person’s job, behavior, or both.

Examples of job-related poor performance include not meeting targets, making mistakes, not responding to feedback, and missing deadlines.

Behavior-related poor performance can look like excessive absenteeism, being rude or disrespectful to co-workers and managers, and having a negative attitude.

In case of poor employee performance, the first step usually is to set up a performance improvement plan (PIP). This individualized, action-oriented plan clearly states where employees fall short, how they can improve, and within what timeframe. If this doesn’t improve the employee’s performance, termination of the employment contract can be justified.

Misconduct

Employee misconduct refers to the deliberate violation of a written or implied employee policy. This intentional disregard for corporate rules and expectations can result in basic verbal or written disciplinary action, suspension, or employment contract termination.

Other common reasons for employment contract termination include (sexual) harassment, theft, substance abuse, using company resources for personal benefit, and sharing confidential information. Some of these are also referred to as gross misconduct.

Redundancy

Redundancy typically occurs when there are changes to an organization’s operational requirements: the company relocates, shuts down particular projects or parts of the business, downsizes because of an economic downturn or merger, or automates certain processes so that the job can be done without an employee.

An employee can only legally be made redundant if there is no need for their job to continue to exist (it literally becomes redundant).

Other requirements for a genuine redundancy include the fact that the employer doesn’t have a different role available for the employee and that the company can not put out a job advert for the position they just made redundant.

If all of these conditions are met, the redundancy results in the termination of the employment contract.

Terminating employment contract step by step 

Terminating an employment contract typically isn’t the most fun thing to do. On top of that, specific requirements need to be met for the termination to be legally valid and to avoid potential wrongful termination cases.

This is why you want to have a solid, well-structured employee termination process in place. Here are some steps to consider:

1. Follow your termination policy

An employee termination policy is a formal written document that details how employee termination happens within an organization. It outlines the various steps of the termination process and provides guidelines for both management and HR staff.

As such, your termination policy forms the starting point of the contract termination process and structures it. If you don’t have a policy yet, it’s time to start creating one.  

2. Review legal considerations

Critical legal aspects may differ from one country or state to another and between different types of employment contracts. This should be something that is covered in your termination policy.

You want to ensure you are fully aware of the relevant local employment laws, such as what constitutes voluntary and involuntary termination, how to prevent wrongful termination, etc. 

If possible, talk with someone from the legal department who knows what’s important in this regard, and if this isn’t an option, you might want to consult with an employment lawyer.

3. Put employee rights first

Terminating an employment contract is usually a sensitive issue, so the employee should always come first. Be as transparent, detailed, and emphatic as possible, both in delivering the message and with your termination policy.

An example of this transparency can be found in the Worker Adjustment and Retraining Notification Act (WARN) in the US. This act requires employers of 100 or more employees to provide a 60-day prior notification of plant shutdowns or layoffs of 50 or more employees simultaneously.

Another example of being transparent and detailed with employees is the PIP we mentioned several times; it gives employees all the information they need to improve their performance and avoid an unwanted termination of employment contract.

4. Prepare a termination letter

At some point, you will need to officially notify the employee that their contract will be terminated. For this reason, and to have a paper trail for both the HR and the legal department, it’s important to prepare a termination letter.

It is one of the most critical documents for departing employees since it states the official reason that ended their employment.

5. Conduct a termination meeting

Toward the end of the employment contract termination process, someone from the HR team and the employee’s (direct) manager will have a termination meeting.

Getting this meeting right is especially important when you, as the employer, are terminating the employment contract. There are a few things to keep in mind, including:

• Bring all the necessary documentation (i.e., performance reviews, written warnings, and relevant correspondence).
• Use an employee exit checklist to ensure you address everything you need during the meeting. 
• Clearly explain the reason for termination (again).
• Be straightforward but empathetic, and avoid unnecessary details that could create confusion or legal complications.
• Be specific about the next steps regarding their final paycheck, benefits, unused holidays, ongoing projects, etc. It may be a good idea to prepare a termination document with all this information to give to the employee. 
• Allow the employee to ask questions and let them know whom they can turn to if they have questions after the meeting. 
• Thank them for their contribution.
• Make sure to always have two employer representatives in the meeting for both legal and safety reasons. 
• From a practical perspective, try to have the termination meeting at the end of the day and avoid having it on a Friday, as people will have limited access to unemployment resources and career transition services over the weekend.  

HR tip

In the meeting, mention any available support, such as Employee Assistance Programs (EAPs), for emotional and practical assistance during the transition.

6. Negotiate severance pay

When an employee’s contract termination happens through no fault of their own – for example, in case of redundancy due to a merger – they often receive a severance package.

While offering employees severance pay is common practice, it is not mandatory in every country.

What a severance package looks like can vary widely from one organization to another, but here are some common elements:

• A severance payment: For example, one week’s pay for each year of service to the employer (on top of their final paycheck). 
• A temporary continuation of (certain) benefits
• Severance benefits such as job counseling
• Accrued holidays and sick leave: Companies can decide to pay employees for their unused vacation and sick days. 

If your organization does offer severance packages, you want to prepare a severance agreement and share it with the employee whose contract is being terminated during the termination meeting. Any severance negotiations can take place once the meeting is over.

7. Provide the final settlement

Once both parties have signed the severance agreement and all the other formalities have been completed, it’s time to proceed with the so-called full and final settlement (FNF).

This means that the employee must be paid for their last working month plus everything else agreed upon (i.e., unused holidays, severance pay, etc.). The full and final settlement process should be straightforward and follow the guidelines set out in the employment contract.

8. Resolve disputes

If a dispute arises, for example, because the employee believes that they have been wrongfully terminated, the employment contract once again serves as a guideline. Based on what’s stipulated in the document about dispute resolution, procedures can be followed with often mediation as a first step, and if this fails, legal recourse as the next step.      

HR tip

Include an explicit termination clause in your employment contracts to new hires. This creates clarity for both parties, reducing the risk of misunderstandings, disputes, and potential legal action. 

Key takeaways

Termination of employment contract often isn’t a pleasant situation for HR or any of the parties involved to deal with. With a proper process in place, though, it can be as smooth and pain-free as possible.

Two documents form the basis for a solid termination process: the employment contract that includes a clear clause about contract termination and your organization’s termination policy that guides HR and management staff through each step of the termination process.

FAQ

The post Termination of Employment Contract: Everything HR Needs To Know appeared first on AIHR.

In this article, we’ll take a closer look at preboarding, how it differs from onboarding, why employee preboarding is so essential, and how HR teams can create an excellent preboarding process.

Contents
What is preboarding?
Preboarding vs. onboarding: The key differences
Why is it important for HR to conduct preboarding?
Preboarding process in 7 steps
Preboarding checklist for HR (and managers)
FAQ

What is preboarding?

Preboarding refers to the process an organization has in place during the period between a candidate signing the employment contract and their first working day.

Preboarding employees aims to prepare them for their first day while keeping them excited to get started.

Preboarding vs. onboarding: The key differences

Preboarding refers to the process of engaging and preparing new hires for their roles prior to their official start date, while onboarding involves integrating them into the company and their position once they begin working.

Both processes should be considered an integral part of your employee experience.  

In the table below, we’ve listed some key differences between employee preboarding and onboarding.

Why is it important for HR to conduct preboarding?

Consider the scenario where a candidate accepts a job offer and signs the employment contract but then receives no communication or engagement from the new employer for several weeks.

This lack of interaction can make the new hire feel neglected or reconsider their decision to join the company.

In contrast, a strong preboarding process keeps the new employee engaged and informed from the moment they accept the offer until they start. It builds excitement and a sense of belonging, which can significantly increase new hire retention and reduce the likelihood of them backing out before their start date. Effective preboarding ensures that new employees feel valued and prepared, setting the stage for a successful and lasting employment relationship.

To summarize, HR needs to create an effective preboarding for employees to:

• Keep people engaged and excited to start: Staying in touch during preboarding is welcoming and keeps new hires excited to join the company.   
• Provide new hires with crucial information: There is much information to be shared with people once they’ve signed their contract. The preboarding period is a perfect time to do this. 
• Have people meet their onboarding buddy: If your organization has a buddy system at work, the ideal time to introduce new hires to their buddy is during preboarding. 
• Complete all administrative tasks upfront: Send out any documents that new hires need to read and sign before officially becoming employees during the preboarding process.
• Have new hires get to know their future team members: Preboarding is an opportunity for employees to familiarize themselves with future colleagues and gain insights into team dynamics and meeting structures. This early interaction helps build rapport, ease anxieties, and provide a clearer understanding of their upcoming work environment.
• Avoid new hires going to the competition: 1 in 5 people who have signed their contract don’t show up on their first day. Chances are they have gone to a competitor that did give them an excellent preboarding experience.

Preboarding process in 7 steps

An effective preboarding process makes sure that the new hires feel welcomed, informed, and prepared even before their first day.

Here are some process steps to consider:

1. Sending of welcome emails 

First impressions last. It is, therefore, essential to make new hires feel welcome and appreciated right away. Sending people a warm welcome email contributes to a positive first impression and increased retention.

A welcome email for new hires is also a great way to share information and introduce your new employees to your company culture.

HR action points

• Create a welcome to the team template that managers can use as a basis for their welcome emails for new hires
• Add a video message from the CEO or founder(s) where they welcome new employees into the company
• Check out our Welcome to the team article to inspire your communication with new hires.

2. Drafting the onboarding agenda for the first day and the first week

Most people like to know what to expect on their first day and the onboarding program they will go through.

Creating an onboarding agenda requires the active participation of multiple people in the company, so planning this is key to creating a smooth first day – and subsequent onboarding for the new employee.

HR action points

• Map out the onboarding process, starting with the (HR) elements that are the same for every new employee. Make sure to also carve out timeslots for managers and other people involved
• List all the people involved in onboarding new hires and their involvement in the process. Set up a meeting with everyone involved to align
• Ask managers and other people involved to choose their timeslots and add their parts to the onboarding journey
• Based on this, managers should be able to draft the onboarding agenda for the first day and the first week and share it with their new team members.

3. Sending and completing pre-employment paperwork

As we’ve already mentioned, the preboarding period is an excellent time to get all the necessary pre-employment paperwork out of the way. It allows new hires to go through this (sometimes relatively dry) paperwork at their own pace rather than rush through it during onboarding.

Documents to think of in this regard include various tax and employment forms, company policies, the employee handbook, and information about available resources, benefits, and perks offered by the company to its employees.

HR action points

• List all the paperwork that needs to be shared with or signed by new hires
• Create a timeline that indicates when you’ll share which information. Include (automated) reminders for documents that the new employee needs to sign
• Avoid sending too much information at once to keep things manageable for new hires
• Ask new hires for feedback about this part of their preboarding; what do they believe went well, and what can be improved?

4. Prepare the work environment and equipment 

The preboarding period allows HR and managers to ensure that all the practicalities are taken care of (well) before the new hire’s first day. 

People’s work environment and equipment need to be in order, and as simple as this may sound, this often isn’t the case. What this looks like, however, will vary greatly depending on what role and industry a person is starting in.

The action points below are examples of an office-based job.

HR action points 

• Clearly communicate new hires’ start dates to the people involved in getting everything ready for them (i.e., office management, IT, legal, etc.)
• A couple of days before a new employee starts, double-check if the work environment and equipment are all set up, including:
  • The desk area
  • The hardware, including the user agreement for equipment that is yet to be signed by the new hire
  • The necessary software access, network logins, and email address
  • The welcome kit
  • The workplace access card
  • The business travel card
  • Etc. 
• Check-in with the new employee’s manager a few days before their first day to gently remind them of their new team member’s arrival and ask them if they need anything from HR.

5. Remind managers to inform the team of the new hire

Telling the team about a new person starting is not something most managers will forget, but it’s good to provide them with some guidance on how to go about this. 

Briefing the team on the new hire, their role and responsibilities creates role clarity and explains what projects the new colleague will be involved in. It also helps make the new hire feel welcome on their first day.

HR action points 

• Create a template that managers can use to write an email or message to their teams introducing them to the new colleague, their role, responsibilities, and projects
• Remind managers to encourage their teams to reach out to their future coworker – for instance, via LinkedIn – to say hi and welcome them into the team
• Remind managers to invite the new hire once or twice to a team meeting or (social) event during preboarding to ensure an even smoother transition on their first day.

6. Help draft a 30-60-90-day plan

A 30-60-90-day plan, also known as a 3-month plan, can help new employees navigate their new workplace and role. It provides structure and direction around company culture, processes, and expectations.

While the 30-60-90-day plan is something managers ideally define together with their new employees, HR plays a key role in facilitating this process.

HR action points 

• Create a 30-60-90-day plan template for managers to design their new hires’ plans. For inspiration, multiple examples, and a free template download, go here
• During the preboarding process, remind managers to have their 30-60-90-day plan ready for new hires and to share it with their new team members according to the preboarding timeline
• Regularly check in with managers and new hires during onboarding to see how things are going.

7. Be available and stay in touch 

As we’ve discussed earlier, one of the main goals of preboarding employees is to keep them engaged and excited to start their new job.

Therefore, it is crucial to stay in touch with them throughout the preboarding period and be available whenever a new hire has questions or concerns.

HR action points 

• Map out the preboarding process and create a timeline, specifying what actions occur at what moment
• Intentionally carve out moments in that process where HR or the new employee’s manager checks in with them
• Make it easy for new hires to contact HR and their future manager
• If your organization has a buddy system in place, ensure that the buddy reaches out to their partner during preboarding and that they are also easy to reach.

Preboarding checklist for HR (and managers)

HR tip

Consider using technology to automate and structure the preboarding process. If your budget allows it, you can implement onboarding software to help you save time on recurring tasks before and after your new hire starts.

To sum up

HR can create a great preboarding experience with these best practices:

• Before you develop and implement a preboarding process, make sure you get all the parties involved (founders, managers, IT, legal, etc.) truly onboard. 
• Consider creating a preboarding resources library where managers and others involved can find all the templates, checklists, documents, and other elements they need to do their part in preboarding new employees.
• Automate as much as possible. Many preboarding actions are recurring and the same for every new hire. Identify which parts can be automated when mapping out the preboarding process and timeline.
• During their onboarding, ask new hires about their preboarding experience. Use this feedback to keep improving your preboarding process.

FAQ

The post What is Preboarding? 7 Steps To Take for New Hires appeared first on AIHR.

And it’s not without some challenges.

According to Gallup, employees who work entirely remotely experience an eroding connection to their organization’s mission or purpose. Only 28% of respondents indicated that they feel connected to their company’s mission or purpose. This shows a clear need to focus on remote employee engagement and help employees feel more connected with the organization and their team.

Contents
What is remote employee engagement?
The impact of remote working on employee engagement
13 Employee engagement ideas for remote workers
3 best practices for developing remote employee engagement strategies

What is remote employee engagement?

Employee engagement is the extent to which employees feel a passionate connection to the organization, are committed to their work, and put in the extra effort. 

Remote employee engagement is similar to traditional in-office engagement, however it poses its own set of unique challenges, which can make it difficult for organizations to create that passionate connection and commitment. HR teams, therefore, need to consider the remote factor seriously when developing their employee engagement strategies.

For clarity, we’ll refer to remote employee engagement regarding people working entirely remotely. Technically, remote engagement also concerns hybrid working, and while many of the things we mention in this article will also apply to hybrid employees, the approach isn’t the same. 

The impact of remote working on employee engagement

Working remotely does impact employee engagement – both positively or negatively depending on various factors – including an employee’s personal situation and preferences. 

The positive impact

Aspects of remote working that can positively impact remote employee engagement include:

• Increased autonomy. Remote work and autonomy in the workplace are closely connected. Autonomy in the workplace means giving people the freedom to work in their preferred way. Employees can choose when, how, and sometimes even what they work on.
• Good management. Remote employee management may be challenging to get right than traditional management. The key to success – and engagement – is in a coach-like approach described as micro-understanding by HBR. This requires managers to be a coach who is in the game but not on the field.
  Examples of situations in which micro-understanding is required include:
  • Setting priorities and clarifying
  • Problem-solving
  • Checking in and showing compassion.
• More flexibility. Increased autonomy and flexibility go hand in hand. Working remotely usually provides employees with greater flexibility. 
• No commuting stress. A study by Tracking Happiness found that employee happiness decreases as commute times increase. While in another survey, 87% of respondents said commuting impacted their stress levels. As remote working involves little to no commuting, this positively affects remote employee engagement.
• Strong team cohesion. While strong team cohesion isn’t a given in a remote setting, it absolutely should be. Making people feel connected, committed, included, and engaged is crucial.

The negative impact

Aspects of remote working that can harm remote employee engagement include:

• Bad management. Similar to how good management can boost engagement, poor management can cause it to decline. 
• Technological or connectivity issues. Tech problems such as internet connectivity, VPN access, inability to open files, and difficulties in joining video calls can significantly impact remote workers’ experience and morale.
• Feelings of isolation, loneliness, and disconnection. According to a survey by Promoleaf, 53% of men and 39% of women experienced loneliness while working remotely. Implementing effective management practices and fostering strong team cohesion can help alleviate some of these feelings.
• Suboptimal remote work set-up: Working in cramped spaces, such as a small apartment or sharing the kitchen table with a remote-working partner, can have a negative impact on employee engagement.

13 Employee engagement ideas for remote workers 

In this section, we take a look at thirteen different ways organizations – and HR in particular – can create an environment that fosters remote employee engagement. 

1. Create an great remote onboarding experience 

As soon as a candidate signs the employment contract, their pre-boarding and onboarding should begin. Remote pre-boarding and onboarding are crucial elements to get right as they lay the foundation for a healthy and lasting employee-employer relationship. The four main things to consider here are communication, culture, connection, and remote management.

2. Provide a remote work allowance

As an employer, providing a remote work allowance is a good step in demonstrating your commitment to remote work. By offering financial support to help employees establish a comfortable and functional home office, you not only boost employee satisfaction, performance, and engagement, but also set yourself apart from organizations that neglect this aspect. 

Also, this allowance indirectly contributes to your employees’ wellbeing and health, as they can use the funds to get the necessary ergonomic office equipment.

3. Create an (onboarding) buddy system

A buddy system at work is an excellent way to make a strong first impression with new hires and help them feel supported and welcomed into the organization – especially when remote.

There are many benefits of having a buddy system in the remote workplace. During onboarding, for example, buddies will act as a beacon of advice and encouragement to help the new hire settle into their new role. Other benefits include:

• Casual learning: A buddy program helps new hires develop their knowledge and skills through social interaction. 
• A faster integration: A buddy program increases the chances of new employees settling in faster.

4. Develop great remote managers 

The two most important factors that impact remote employee engagement are probably a strong, close-knit team and remote management. Great remote managers know how to be a coach who provides support and guidance. 

Managing remote teams requires, among other things: 

• A different type of communication
• The ability to delegate and trust that the work will get done
• Empathy
• The ability to give people the right tools to solve a problem, without giving them the answer
• Adaptability.

5. Prioritize clear communication and set clear expectations

Communicating openly and clearly about what is expected of employees is crucial for creating a positive work environment. 

A well-designed 30-60-90-day plan can be a valuable tool to provide structure and direction for new remote hires and recently promoted employees. The plan covers various elements, including company culture, processes, and expectations, ensuring everyone is on the same page.

6. Foster workplace autonomy

Companies that foster autonomy in the workplace show higher employee motivation and engagement rates and have less turnover. By embracing employee autonomy, organizations recognize that individuals are best positioned to determine what strategies work for them. This approach also empowers employees to take ownership of their work. 

7. Create a standout remote employee experience 

The remote employee experience differs from the traditional employee experience in the sense that the employee physically finds themself in a non-traditional work environment, which is often their home. 

Elements to get right in a remote employee experience include: 

• Remote preboarding and onboarding
• The work equipment provided by the organization, meaning:
  • Fully working and updated hardware and software. 
  • Easy-to-use to use collaboration and communication software to keep teams close.
• Strong, close-knit teams and excellent remote management
• An easily accessible remote working resources library. More on this later in this article.

8. Recognize remote employees 

A Gallup/Workhuman survey found that employees who feel recognized at work are four times more likely to be actively engaged. 

Recognizing an employee for a job well done doesn’t have to be complicated or expensive; a simple thank you can suffice. And that’s the beauty of it. Recognition can be given between peers, managers and team members, and between employees. 

9. Build cohesive, present teams 

Cohesive and present teams are a critical factor in remote employee engagement. Without a strong team culture, it can be easy for remote employees to feel isolated and disconnected

Building cohesive, present teams remotely requires organizations and HR to be even more intentional about creating opportunities for collaboration and promoting virtual team-building activities. Managers also play an instrumental role in this, of course.

10. Create a remote work resources library 

No matter how good of an onboarding experience, great buddy, and excellent manager remote employees have, it’s always good to have a virtual place to go to where employees can find all the resources they need whenever they need them.

Ideally, remote employees can find anything they need to do their job and everything that comes with that in your organization’s remote work resources library.

Think of:

• The home office guide or one-pager 
• Actionable information on health and work-life balance when working remotely 
• Troubleshooting information in case they encounter an IT or other issue
• Where or whom to go and when with questions regarding, for example, HR.

11. Foster employee involvement in decision-making

Involving employees in company decisions has been shown to increase engagement and strengthen the relationship between employees and the organization.

Employee involvement can take many different shapes and sizes. Examples include the good old (virtual) suggestion box, co-defining people’s goals and Key Performance Indicators (KPIs), and involving employees in company policy-making. 

12. Offer learning and development opportunities

The fact that employees are working remotely doesn’t mean they aren’t interested in growing their skills or furthering their careers. 

There are several opportunities for employees to learn remotely, but the exact options will depend on what you currently have in place within your organization. The main thing to remember here is that everybody learns differently, so, if possible, give people various options.

Create memorable in-person gatherings 

There is nothing quite like a memorable in-person gathering to boost remote employee engagement. Depending on where people are based and the available budget, consider an in-person event at least once or twice a year.

In-person gatherings bring people together and strengthens personal connections. It also offers a welcome change from all-day video calls without spontaneous interaction and working in an isolated environment.

3 best practices for developing remote employee engagement strategies

1. Align engagement strategies with your organization’s business strategy by making your remote engagement plans part of your overall HR strategy. 
2. Ask for employee feedback and adjust. Employee pulse surveys can be a good way to gather feedback about remote employee engagement. 
3. Hire right and be transparent in your employer branding. Working remotely is not for everyone. Be clear about what remote work entails in your organization in your employer branding and throughout the hiring process to avoid mishires.

Key takeaways 

• Creating a work environment that fosters remote employee engagement requires an even more intentional approach from organizations and HR than traditional engagement.
• The 13 ideas in this article provide a great starting point for HR practitioners looking to boost the engagement of their remote workers in 2024.

The post 13 Remote Employee Engagement Ideas To Boost Engagement in 2024  appeared first on AIHR.

This article will dive into employee personas – why and how HR should create them, their use, and provides real-life examples.

Contents
What is an employee persona?
Using employee personas in HR
Types of employee personas
How to create an employee persona in 6 steps
Employee personas examples
Tips on crafting the employee persona profiles
Creating journey maps
Employee persona and journey map templates

What is an employee persona?

An employee persona is a fictional representation of your ideal employee based on market research and real data about your existing employees. They include information like demographics, education, skill sets, goals, pain points, and preferences. 

Creating employee personas can be helpful for HR practitioners as they can be used to optimize and customize the employee experience throughout the entire employee life cycle.

Why should HR create an employee persona?

Employee personas are not meant to stereotype or box in employees. Instead, these personas can give HR a general understanding of different types of employees to meet their needs better.

There are also several other benefits of developing employee personas: 

• Identifies areas for improvement: Working with employee personas helps HR identify key areas for improvement within the employee lifecycle.
• Fosters a more efficient work environment: Enhancing these identified areas creates a more streamlined, productive, and efficient environment.  
• Enhances communication and training: Employee personas provide valuable insights to HR on preferred communication styles and effective learning methods. 
• Increases engagement, productivity, and retention: These benefits culminate in improved engagement, productivity, and employee retention.

Using employee personas in HR

HR can use employee personas in many different ways. Let’s touch on some of the areas where a persona can be helpful.

1. Talent acquisition

Employee personas are a valuable tool for identifying preferred candidate traits and providing managers with insights into what candidates seek in a job and company. 

As a recruitment strategy, McKinsey, for instance, developed five profiles that HR and hiring managers can leverage. Each persona highlights different aspects of the employee value proposition to appeal to potential candidates.

2. Learning and development 

Understanding your employee personas’ needs, goals, and skill sets can help you create more effective and personalized training programs. 

For instance, a persona that values continuous learning might benefit from ongoing professional development opportunities, while another persona might prefer more task-specific training. 

Employee personas can also give HR a clearer idea of how to approach performance appraisals and feedback sessions. Different personas may have different preferences for receiving feedback, which can be useful information when designing these processes.

3. Designing hybrid and remote work 

Employee personas can also be used to identify employees’ needs regarding work environment and collaboration. 

For instance, Cisco designed personas based on how they spend their workdays. Based on these personas, the company tailored different types of spaces to cater to diverse employee needs, including areas for concentration, collaboration, learning, and socializing.

Types of employee personas

There are many different types of employee personas based on various studies and methodologies. 

Research from OC Tanner found that employees tend to fall into one of five main categories:

• Socializer: Employees in this group tend to be the most outgoing and very driven.  
• Tasker: Members of this group are usually quieter and more composed.
• Builder: These employees are warm, friendly, emotionally intelligent, and diplomatic.
• Coaster: Employees in this group are known for being more pessimistic and prone to stress. 
• Achiever: Members of this group can be tense, moody, high-energy, obsessive, and sometimes distracted. 

Companies often create their own customized employee personas. For example, when redesigning its workspaces, Cisco identified five employee personas: 

• Highly mobile: Salespeople, account managers, systems engineers. 
• Campus mobile: Business development managers, executives, manufacturing, and logistics. 
• Remote/ distance collaborator: Analysts, customer service and support, HR, legal, marketing, training, programs, and product managers.
• Neighborhood collaborator: Engineers, finance staff and many managers. 
• Workstation anchored: Administrative staff, software, and network engineers.  

How to create an employee persona in 6 steps

Step 1. Consult with colleagues who have persona-building experience 

You don’t have to navigate the persona-building process alone. Before diving into data collection and employee feedback, reach out to knowledgeable individuals within your organization. 

Consider engaging with colleagues from the marketing or customer experience department. Inquire about their specific approach to persona building, pitfalls to avoid, insider tips for success, and any other information that can help you craft yours.

Step 2. Talk to your employees and gather data 

The second step involves two parts:

1. Collecting existing data, such as from recent engagement or employee pulse surveys, as well as exit or stay interviews.
2. Engaging in direct conversation with employees. Conducting an employee focus group is a fantastic method for actively involving employees and gathering valuable input.

HR tip

Examples of employee persona questions you can ask:

1. What 4 adjectives would you use to describe yourself at work?
2. Which skills are required to do your job well?
3. What motivates you professionally?

Step 3. Review research data and determine defining characteristics

When you have gathered all the necessary data, it’s time to review and identify the defining characteristics of your employee personas. 

One common method is to categorize based on job levels, such as individual contributor, manager, senior leader, and executive. Alternatively, you can look for behavior patterns and attitudes and create categories like socializers, taskers, builders, coasters, and achievers. 

Another approach, as demonstrated by Cisco, is to consider how and where people spend their work day.

HR tip

A general rule of thumb is to keep your employee personas to 3 or 5. If that isn’t feasible, you can create a maximum of 7.

Step 4. Build and document your personas 

Let’s move on to the exciting part – creating and documenting your employee personas. You have the flexibility to choose any format that suits your organization’s needs.

Typically, companies tend to include the following information: 

• Name of the persona 
• Back story 
• A stock photo headshot 
• Demographic information (age, job title, seniority, department, education, etc.) 
• Goals and motivations 
• Key frustrations 
• Expectations.

HR tip

Store the employee personas in a readily available location for the entire People Team. This way, everyone on the team can effortlessly use the personas when crafting or enhancing HR programs and policies.

Step 5. Validate, test, and iterate 

Once you’ve shared your employee personas with the rest of the company, gather feedback and make necessary refinements. 

Remember, employee personas are not fixed; they should continuously evolve to adapt to organizational and socioeconomic changes. For example, employee personas created a couple of years ago would need to be adjusted to take into account recent shifts, such as the increasing prevalence of remote and hybrid work.

Step 6. Ensure adoption

This last step is often overlooked but is crucial for the successful implementation of employee personas. Without full adoption by the People Team, your carefully crafted personas will be useless.

Take the time to consider how you can ensure adoption before diving into the development of employee personas. Seek input from colleagues in other departments who have experience in persona-building to learn from their strategies and best practices. By engaging with others and sharing knowledge, you can maximize the impact and effectiveness of your personas.

Employee personas examples 

Slack has developed employee personas based on a survey of 15,000 global desk workers. These personas provide great examples to inspire your own!

1. The expressionist

2. The road warrior

3. The problem solver

Tips on crafting the employee persona profiles 

Next, let’s unpack how to create employee profiles and what you should include. Here’s an overview of the process:

• Segment employees: Group employees with similar traits, preferences, and challenges into segments. Ensure that each segment represents a distinct persona, and remember to keep the number of employee personas to a minimum. 
• Create the persona: Develop detailed profiles for each persona. Include demographic information, work preferences, and key traits. Give each persona a name for easy reference; we like using alliterations like ‘Innovative Ian’ or ‘Collaborative Carla.’ 
• Include key insights: Integrate insights from the research, such as preferred communication channels, motivation triggers, and learning styles. 
• Create persona cards: Design visually appealing employee persona cards for each profile. Include a photo, key characteristics, and a summary of the persona. 
• Use visuals to highlight differences: Use graphs or charts to visually represent key differences among personas. 

Creating journey maps 

Employee journey mapping and personas are closely intertwined, as individuals with similar needs, goals, frustrations, and expectations often share similar experiences. 

Journey mapping involves plotting the entire employee journey from start to finish, providing valuable insights into how each stage affects the overall employee experience and identifying areas for improvement.

Journey mapping involves: 

• Detail persona characteristics: Document each persona’s specific characteristics, behaviors, and preferences relevant to the journey. 
• Start and end points: Identify the employee journey’s starting point (e.g., job application or first interaction with the company) and the endpoint (e.g., offboarding). 
• Break down phases: Divide the journey into key stages, such as recruitment, onboarding, daily work, professional development, and exit.
• List touchpoints: For each phase, list the touchpoints where employees interact with the organization (e.g., interviews, training, team meetings).

Here is an example of an employee journey map:

You can find other examples of what a journey map for a specific employee profile can look like here.

Employee persona and journey map templates

The templates below provide a starting point that can be used for creating employee persona cards and employee persona journey maps.

Remember that these are examples and must be tailored to your organization’s particular needs. Particularly the journey map can look quite different in terms of touchpoints and processes. 

1. Employee persona card template

2. Employee persona journey map template

Key takeaway

• A positive employee experience benefits not only employees but also the organization as a whole. 
• To effectively impact and improve people’s employee experience, HR teams need to craft employee personas and journey maps. This article can help them do just that.  

The post How To Craft Impactful Employee Personas in 2024 (+ Free Templates) appeared first on AIHR.