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HUMAN RESOURCES SERVICES

Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.


Bottom line…


Designing management systems to ensure that human talent is used effectively and efficiently to accomplish organizational goals.


The key critical areas in HR:

  • Managing Talent

  • Leadership Development

  • Employee Engagement

  • Strategic Workforce Planning

Traditional functions under the HR umbrella:

The focus is on indirect employee compensation—that employers use to attract, recognize and retain workers. It includes designing and administering benefits such as paid leave, insurance, retirement income and various employee services, as well as various benefits mandated by federal, state or local laws and regulations.

The focus is on direct compensation – that is, employees’ pay—that employers use to attract, recognize and retain workers. It includes designing and administering compensation systems including base pay, differential and incentive pay, and overtime.

The focus is on direct compensation – that is, employees’ pay—that employers use to attract, recognize and retain workers. It includes designing and administering compensation systems including base pay, differential and incentive pay, and overtime.

The focus is on the relationship of employees with the organization and with each other. It includes the processes of developing, implementing, administering and analyzing the employer-employee relationship; performing ongoing evaluation of it; managing employee performance; ensuring that relations with employees comply with applicable federal, state and local laws and regulations; and resolving workplace disputes.

The focus is on organizational and personal values and their expression in business decision making and behavior. It emphasizes organizational codes of ethics, but also includes relevant legal requirements.

The focus is on an overall arrangement of the organization and its functions, including both the long-term and short-term identification and development of its human resources. It includes the process of enhancing the effectiveness of an organization and the well-being of its members through planned interventions; the set of systematic and planned activities designed by an organization to provide its members with the necessary skills to meet current and future job demands; coaching and training; succession planning; and other aspects of leadership and skills development.

The focus is on both enterprise and employee safety and security. It includes the organization’s efforts to prevent and/or mitigate loss, risks to or from personnel, threats to its physical assets, damage to its technology and intellectual property, or risks of any other kind arising from all elements surrounding the work environment.

The focus is on the strategies, tactics, and processes for identifying, recruiting and retaining the human resources needed to support all business activities both currently and in the future. It includes developing, implementing and evaluating programs –in compliance with equal employment opportunity laws and regulations-for sourcing, recruiting, hiring, orienting, and retaining talent, as well as for succession planning and organizational exit


 


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