Develop effective recruitment, selection, and onboarding strategies to attract top talent in diverse organizations HR management, talent acquisition, employee onboarding, recruitment strategies, organizational development, workforce planning, candidate screening, employment branding
Design and implement employee training and development programs to enhance skills and performance Learning and development, employee training, performance improvement, skills enhancement, professional growth, training programs, talent development, continuous learning
Apply performance appraisal techniques to evaluate employee performance and support organizational goals Performance management, performance evaluation, feedback systems, employee appraisal, goal setting, performance metrics, productivity improvement, talent assessment
Develop compensation and benefits packages that motivate employees and comply with legal standards Compensation management, employee benefits, salary structures, reward systems, payroll administration, employee motivation, legal compliance, total rewards
Manage employee relations to foster a positive work environment and resolve workplace conflicts Employee relations, conflict resolution, workplace culture, employee engagement, grievance handling, communication skills, labor laws, organizational climate
Implement strategies for organizational change and manage transitions effectively Change management, organizational development, change strategies, leadership, employee communication, transition planning, resistance management, business transformation
Promote diversity, equity, and inclusion initiatives to create a fair and respectful workplace Diversity and inclusion, workplace equality, cultural competence, bias reduction, inclusive policies, employee resource groups, equity strategies, organizational culture
Utilize HR analytics and data-driven insights to inform strategic decision-making in human resource management HR analytics, data-driven decision-making, workforce analytics, HR metrics, predictive analytics, talent analytics, strategic planning, HR technology
Human resource management (HRM or HR) is the strategic approach to the effective and efficient management of people in a company or organization such that they help their business gain a competitive advantage. It is designed to maximize employee performance in service of an employer's strategic objectives
[need quotation to verify] Human resource management is primarily concerned with the management of people within organizations, focusing on policies and systems.[2] HR departments are responsible for overseeing employee-benefits design, employee recruitment, training and development, performance appraisal, and reward management, such as managing pay and employee-benefits systems. HR also concerns itself with organizational change and industrial relations, or the balancing of organizational practices with requirements arising from collective bargaining and governmental laws.[need quotation to verify]
The overall purpose of human resources (HR) is to ensure that the organization is able to achieve success through people.HR professionals manage the human capital of an organization and focus on implementing policies and processes. They can specialize in finding, recruiting, selecting, training, and developing employees, as well as maintaining employee relations or benefits. Training and development professionals ensure that employees are trained and have continuous development. This is done through training programs, performance evaluations, and reward programs. Employee relations deals with the concerns of employees when policies are broken, such as cases involving harassment or discrimination. Managing employee benefits includes developing compensation structures, parental leave programs, discounts, and other benefits for employees. On the other side of the field are HR generalists or business partners. These HR professionals could work in all areas or be labour relations representatives working with unionized employees.
HR is a product of the human relations movement of the early 20th Century, when researchers began documenting ways of creating business value through the strategic management of the workforce. It was initially dominated by transactional work, such as payroll and benefits administration, but due to globalization, company consolidation, technological advances, and further research, HR as of 2015 focuses on strategic initiatives like mergers and acquisitions, talent management, succession planning, industrial and labor relations, and diversity and inclusion. In the current global work environment, most companies focus on lowering employee turnover and on retaining the talent and knowledge held by their workforce.[citation needed] New hiring not only entails a high cost but also increases the risk of a new employee not being able to adequately replace the position of the previous employee. HR departments strive to offer benefits that will appeal to workers, thus reducing the risk of losing employee commitment and psychological ownership.
