Human Resources
One of the underlying tenants of any organization is that the entity is only as good as the people in the organization. An organization must be financially stable to successfully operate, but equally important it needs outstanding people. It is the management of all the issues that affect people in an entity that is known as the practice of Human Resources. When starting a new company or enterprise it is important that every facet of human resources align with vision for the company. The most efficient organizations will implement policies and procedures to ensure the best and quickest development of the company.
Human resources has many elements, but the most common categories are:
Compensation & Benefits: Compensation & Benefits covers many areas but the most common are compensation levels and grading, job design, executive compensation, payroll, non-monetary rewards, and all of the components of the formal benefits package (i.e., health insurance, dental, life insurance, vacation pay, etc.)
Employee Relations/Labor Relations: This area of human resources is concerned with the management of employees either from a policy perspective (e.g., discipline, harassment, conflict resolution, and safety) and/or in relation to outside interests, such as unions.
Legal: There are many legal components of the human resources function. This area deals with government regulations, workers compensation issues, dismissals of employees, and the rights of the organization (e.g., privacy)
Organization Design: This category of Human Resources is responsible for developing and implementing policies relating to change management, communications, decision making, teams, leadership, culture, work life, knowledge management, satisfaction, and succession planning.
Staffing: This is a critical area of Human Resource management and involves the recruitment, selection, and retention of employees. This area also is involved with exit interviews, employment contracts, relocation, and other issues specifically related to finding the talent needed to meet the employment needs of an organization.
Training: This facet of HR includes formal training of employees at all levels in the organization, and could include on-the-job training, risk management training, cross-training between jobs, and training in interpersonal skills.
Human Resource Information Systems (HRIS): These are the electronic and manual systems that keep track of all the activities, practices, procedures, payroll, absences, etc. affecting employees and the management of workgroups.
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