Competency is the set of skills, knowledge, abilities, and behaviors that enable an employee to perform a job successfully. It goes beyond technical skills and includes qualities like communication, teamwork, and leadership. Organizations use competencies for hiring, training, and performance evaluation.
CompBen stands for Compensation and Benefits in Human Resource Management. It covers employee pay structures, bonuses, incentives, allowances, and non-monetary benefits like insurance or leave policies. The CompBen function ensures competitive pay and employee satisfaction.
The full form of CIN is Corporate Identification Number. It is a unique 21-digit alphanumeric code assigned to companies registered in India by the Registrar of Companies (ROC). The CIN contains details about the company’s listing status, industry, state, and year of registration.
A career plateau occurs when an employee feels stuck in their current role with little chance of promotion or advancement. It may happen due to organizational structure, limited vacancies, or skill gaps. HR teams address career plateaus through training, job rotation, or new growth opportunities.
A campus drive is a hiring initiative where organizations visit educational institutions to recruit students. It is mainly conducted for internships and entry-level positions. Campus drives help companies attract fresh talent and allow students to secure jobs before graduation.
Boomer is short for Baby Boomer, a generation born between 1946 and 1964. The term is commonly used in workplace and social contexts to describe individuals from this age group. In HR discussions, it may relate to generational differences in work style, values, and communication.
BGV stands for Background Verification. It is a pre-employment screening process where employers verify a candidate’s personal, educational, and professional details. This helps organizations ensure authenticity, reduce hiring risks, and maintain workplace safety.
The Bell Curve Method is a performance evaluation technique used in HRM to rank employees according to a normal distribution. It categorizes employees into groups such as top performers, average performers, and low performers. This approach helps organizations standardize ratings but may sometimes overlook individual contributions.
Basic salary percentage is the share of an employee’s total cost-to-company (CTC) designated as basic pay. It is usually a fixed percentage of the total salary and serves as the foundation for calculating allowances, provident fund (PF), gratuity, and other benefits. The percentage may vary based on company policy and local labor laws.
BARS in Human Resource Management (HRM) means Behaviorally Anchored Rating Scale. It is a performance appraisal tool that rates employees based on clearly defined behavioral examples for each performance level. This method improves objectivity and reduces bias in employee evaluations.
Back filling is the process of replacing an employee whose position has become vacant due to promotion, transfer, leave, or resignation. Organizations may hire a new candidate or move an existing employee into the role. This ensures continuity of work and minimal disruption to operations.
ATS in HR refers to an Applicant Tracking System, a software used to manage the recruitment process. It helps employers collect, organize, and filter job applications efficiently. ATS tools also assist in resume screening, interview scheduling, and tracking candidate progress.
Assessment Centers are structured evaluation processes used in HRM to measure candidates’ skills, behavior, and leadership potential. Participants complete activities like group discussions, role plays, case studies, and interviews. This method helps organizations make objective decisions for recruitment and promotions.
An appraisal letter is an official document given to an employee after a performance review. It outlines the evaluation results and may include details about a salary increase, promotion, or other rewards. The letter serves as formal confirmation of performance feedback and career progress.
Applicant name refers to the full legal name of a person who is submitting an application for a job, course, loan, or other service. It is used to identify and verify the individual in official records. The name should match the details on valid identification documents.
An absconding mail to HR refers to a formal communication regarding an employee who has stopped reporting to work without notice or approval. It is usually sent to request clarification, document the absence, or initiate disciplinary action. This process helps organizations handle unauthorized absences according to company policy.
Form 27C is a declaration under the Income Tax Act that allows a buyer to avoid Tax Collected at Source (TCS) on specified goods. The buyer submits this form to confirm the goods are purchased for manufacturing, processing, or production—not for trading. Sellers must collect and report this form to remain tax compliant.
FBP Allowance stands for Flexible Benefit Plan allowance. It allows employees to structure a portion of their salary into selected benefits such as travel, medical expenses, or meal vouchers. This helps optimize take-home pay while remaining compliant with tax regulations.
Job dissatisfaction occurs when employees feel unhappy or unfulfilled in their roles. It may result from poor management, lack of growth opportunities, low pay, or work-life imbalance. High job dissatisfaction can lead to low productivity, disengagement, and increased turnover.
A job contract is a formal agreement between an employer and an employee. It defines key terms such as job role, compensation, working hours, and notice period. A clear job contract protects both parties and ensures compliance with labor laws.