functional areas of HR

Question 2:

A) Select three functional areas of HR (i.e. recruiting, selection, training and development, compensation etc.) and, for each one, discuss how that function supports the HR and organizational strategies. Provide specific examples of goals and outcomes that support organizational success.

B) Consider the organization you work for or one you have worked for in the past. Evaluate the effectiveness of the HR function overall and at least two specific functional areas (do not name the organization). Share at least one HR program or initiative that you found particularly effective and discuss how it supported the organization’s strategy. Why was it effective?

Select three functional areas of HR (i.e. recruiting, selection, training and development, compensation etc.) and, for each one, discuss how that function supports the HR and organizational strategies. Provide specific examples of goals and outcomes that support organizational success.

Introduction

HR is a strategic tool to boost the performance of other departments.

Recruiting

Recruiting is the process of attracting and selecting people to fill current or future vacancies. Recruitment is a strategic tool that can help you achieve your business goals. Recruitment consists of two key elements:

• attracting candidates who are right for the job; and
• ensuring that those candidates choose to join your organization over another company or opportunity.

Selection

Recruiting and selection are important parts of HR. The role of HR in recruiting is to find the right people for the job, and then help them get hired by ensuring that their resume is completed correctly and that their interview skills are up-to-date. Once hired, HR can help with hiring and firing practices by providing training around topics like diversity management or employee engagement strategies.

In addition to those core functions mentioned above (recruitment/selection), there may be other areas where you would like to see an improvement in performance or outcome:

• Employee retention;
• Employee engagement;
• Compensation packages (salary package information);

Training and Development

Training and development is a key component of HR. Training is intended to improve employee performance, retention and engagement by providing opportunities for learning about new skills or knowledge within their field. Training can also help with employee satisfaction, productivity and overall effectiveness in the workplace.

Compensation

Compensation is the process of setting and rewarding employee pay. It’s an important part of the employee experience, as it can have a significant impact on how employees feel about their jobs and their workplace environment. Compensation should be aligned with your organization’s strategy, consistent with market conditions and fair to employees.

You can use HR as a strategic tool to boost the performance of other departments

As an HR professional, you know that your department is a strategic tool. You can use it to help other departments increase their performance and grow. Here are some examples:

• Recruiting: Finding good candidates for open positions is one of the most important responsibilities in any organization. It’s also an area where many organizations fail because they don’t have enough qualified candidates on their roster or don’t know how to attract them in the first place. By helping recruiters more effectively manage their hiring process, HR can help ensure that quality individuals are hired into your organization–and stay there!
• Compensation: Compensation practices vary from company to company depending on what makes sense for each individual business unit; however, there are some common trends across industries when it comes down to compensation issues like benefits packages and salary caps/scales per role type (e.g., entry level vs experienced). By providing guidance on these topics at both macro level (elements such as industry standards) as well micro level (elements such as team member needs), HR helps ensure that all employees receive fair treatment while still complying with legal requirements regarding minimum pay rates etcetera).

Conclusion

We hope that we’ve given you some insights into how the HR function can be used as a strategic tool to boost the performance of other departments. If you are looking for new ways to use your HR team, don’t hesitate to reach out! Our team would love to hear from you and help make your organization more successful in all areas.

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