The 15 functional areas of HR are:
1. Recruiting and staffing: This includes all activities related to identifying and selecting applicants, such as developing recruitment strategies, recruiting plans, job postings and job interviews.
2. Employment and compliance to regulatory concerns: This includes following applicable labor laws and keeping up with changing regulations.
3. Compensation and benefits: This involves designing and managing employee compensation and benefits packages, such as salary, bonuses and retirement plans.
4. Employee motivation and communication: This includes creating rewarding and meaningful incentives, as well as improving communication channels.
5. Performance management and improvement systems: This involves developing evaluation systems for employees, setting goals and monitoring progress.
6. Training and development: This involves providing employees with knowledge, skills and abilities to help them succeed in their roles.
7. Employee relations and supervision: This involves creating a positive work environment, addressing conflicts and supervising employees.
8. Health, safety and security: This includes ensuring a safe and healthy workplace, as well as ensuring security in the workplace.
9. Organizational governance and development: This includes developing strategies, policies and procedures to ensure that the organization is running smoothly and efficiently.
10.Talent management: This includes strategies to retain, develop and grow a talented workforce.
11.Labor relations: This involves negotiating labor contracts and managing relationships with unions.
12.Payroll and time management: This involves managing payroll, tracking employee working hours and managing attendance.
13.Data analytics: This involves analyzing large amounts of data to identify trends, develop insights and inform decisions.
14.Organizational design: This involves structuring an organization to maximize efficiency and performance.
15.Strategic HR management: This involves developing long-term strategies to help the organization achieve its goals.
What do you mean by HRM Class 12?
HRM Class 12 is a type of Human Resource Management (HRM) course that is offered to students in the 12th grade. This course covers topics such as employee recruitment and selection, training and development, performance appraisal, labor and employment law, compensation management, labor relations, and strategic HRM.
This course is designed to equip students with the knowledge and skills they need to succeed in the field of HRM. It can help prepare students for entry-level HRM positions and provide a foundation for more advanced studies in the field.
Additionally, this course may also discuss theories and concepts that are essential for the practice of HRM. Ultimately, this course can provide the groundwork for a successful career in the field.
What are the 8 major functions of the human resources department?
The human resources department plays an important role in any organization. The eight major functions of the human resources department are:
1. Recruiting and staffing: This includes identifying job requirements, recruiting and hiring qualified applicants, and onboarding them.
2. Compensation and benefits: This includes developing and managing salary and compensation packages, and administering benefits like health insurance and retirement plans.
3. Training: This involves providing employees with the training, resources, and tools necessary to do their jobs.
4. Performance management: This involves ensuring that employees are held accountable for their performance, and that there are opportunities for professional development and promotion.
5. Labor relations: This involves working with unions and other labor organizations to ensure that labor contracts and agreements are managed appropriately.
6. Employee relations: This involves developing relationships between employees, managers, and the organization that fosters mutual trust and respect.
7. Diversity and inclusion: This involves fostering a work environment that is welcoming and supportive of diverse backgrounds, abilities, and life styles.
8. Organizational and legal compliance: This involves ensuring compliance with employment laws, regulations, and ethical standards.
What are the 9 HRM competencies?
The 9 HRM competencies are:
1. Strategic Human Resources Planning
2. Recruitment, Selection, and On-boarding
3. Performance Management
4. Compensation and Benefits
5. Employee Relations
6. Training and Development
7. Organizational Development
8. Labor Relations
9. Labor Law and Regulatory Compliance
These competencies comprise the broad skills and knowledge needed by successful Human Resources Managers today. Strategic Human Resources Planning involves having an in-depth understanding of the organization’s goals, objectives, and strategies, and being able to align HR activities in support of those goals.
Recruitment, Selection, and On-boarding are about finding the right fit for the organization, and making sure that candidates have a smooth transition into the company. Performance Management is about creating a performance management system and putting it into practice.
Compensation and Benefits requires an understanding of competitive pay and reward practices, as well as establishing a benefits package to attract and retain talent. Employee Relations covers understanding the relationship between management and employees, and the importance of addressing issues proactively to prevent them from becoming costly disputes.
Training and Development helps ensure that employees have access to the right training and development programs to continue their education, improve their knowledge, and advance in their career. Organizational Development helps ensure that employees are working together effectively, have understanding and commitment to the organization’s vision and that the organization has an efficient system in place to ensure its short and long-term success.
Labor Relations refers to building relationships with unions, contractors, and other labor groups, in order to ensure collective bargaining agreements are met. Labor Law and Regulatory Compliance requires understanding and observing the laws, rules and regulations set forth by the governing authorities.
Altogether, these 9 HRM competencies are essential for any Human Resources Manager in today’s business world. Having a solid understanding of each will help ensure that the Human Resources department is running efficiently and effectively, and that the organization is protected from any legal disputes.
How many functions does HRM have?
Human Resources Management (HRM) is a broad field with many functions. The areas of HRM that have the most direct impact on a company’s performance include recruitment and selection, employee training and development, employee benefits and compensation, performance management, and compliance with labor laws and other related regulations.
Other functions of HRM include organizational design, recruitment and hiring, employee relations and employee engagement, employee motivation and rewards, strategic HRM and organizational development, employee health and safety, and labor relations.
In addition, HRM departments are often responsible for IT, organizational planning and reporting, payroll, and personnel records. Taken together, HRM departments are responsible for dozens of different functions, all of which play a vital role in the success of any organization.
What are the four 4 core HRM systems?
The four core HRM systems are (1) Recruitment & Selection, (2) Training & Development, (3) Performance Management, and (4) Compensation & Benefits.
Recruitment & Selection involves identifying and attracting potential employees and selecting the most suitable employees for specific jobs. This process typically involves job postings, talent acquisition methods, interviews and background checks.
Training & Development enables employees to build their skills in order to improve their performance. This could include specific job training, mentoring, on-the-job training, and more.
Performance Management involves evaluating and noting employee performance over time. This could include measuring performance against goals, tracking performance metrics, offering feedback and rewards, and taking corrective action when necessary.
Compensation & Benefits systems help ensure effective employee compensation and benefits that are competitive with other employers. This involves understanding job profiles, salary technologies, and benefits policies.
It also covers the different types of employee compensation structures.
What are the 8 stages in order of the HR life cycle?
The 8 stages in the HR life cycle are as follows:
1. Attracting: This is the initial stage of the life cycle where organizations focus on recruiting and attracting qualified talent into the organization. This stage is critical to the overall success of the organization and involves researching the labor market, developing job descriptions, creating job postings, and engaging in other activities to draw in potential employees.
2. Recruiting: This stage involves sourcing, screening and selecting candidates for job openings. During this stage, employers must assess potential employees’ qualifications and make decisions about who best meets the job requirements.
3. Onboarding: This is the process of introducing new employees to their job duties, the organization and their colleagues. This stage helps new employees acquire the necessary skills and knowledge for their roles and become comfortable in their work environment.
4. Training and Development: This stage helps employees acquire the necessary skills and knowledge to effectively and efficiently meet job requirements. Training and development activities may include lectures, workshops, seminars, job shadowing, and more.
5. Performance Management: This stage focuses on evaluating employee performance and helping them improve. Employers must set objectives, provide feedback, and monitor progress toward performance goals.
6. Compensation and Benefits: This stage involves designing and managing compensation and benefit plans to reward performance and recognize the value of employees.
7. Engagement and Retention: This stage focuses on creating an environment where employees feel motivated to perform at their best. Employers must actively engage with their employees, build meaningful relationships, and provide development opportunities.
8. Separation: This is the last stage of the HR life cycle and involves transitioning employees out of the organization. Employers must ensure that employees are provided with the necessary information and support during the exit process.
What are the 6 steps in HR planning?
The 6 steps in Human Resource (HR) Planning are as follows:
1. Assessing the Current Situation: This involves assessing the current state of the HR function in terms of the number and types of personnel, their qualifications, their job satisfaction, and other factors related to the effectiveness of the overall HR function.
2. Developing a Proactive Plan: This involves coming up with a plan for what the HR function should look like in the future. It should account for changes in the organization’s size, scope, and competitive environment.
3. Linking the HR Plan to the Organizational Plan: This step involves connecting the HR plan to the overall organizational plan so the function can be used in support of the goal-oriented objectives of the organization.
4. Setting Goals and Objectives: This requires setting specific, measurable objectives for the HR function that can provide a way to measure the success of the plan over time.
5. Implementing the Plan: This involves making sure the HR function is adequately resourced to support the plan, that the right structure and processes are in place, and that the plan is adequately communicated and tracked for success.
6. Assessing Performance of the Plan: This involves evaluating the progress of the plan, making adjustments to the plan as needed, and assessing the overall performance of the HR function.