Talent Acquisition: Scouting, locating, and poaching individuals for specialized tasks is your responsibility. In most cases, lateral hiring is taken care of.
Recruitment and Staffing: Organizes the recruitment strategy. Before deciding on the ultimate recruitment procedure, forecasts, costs, and other factors are considered. Typically, they work with entry-level positions and bulk-hiring.
Training & Development: After an employee is employed, many companies need them to complete appropriate training for their position. Aside from that, every appraisal cycle indicates areas where an employee needs to improve, and these are frequently addressed by providing training to staff.
The L&D team is in charge of setting up the training processes and programmes.
Compensation and Benefits: Salary, CTC, benefits, in-hand, incentive, bonus, commission, allowances, HRA — these and many other figures aren’t made up. Every organization’s C&B staff is responsible for determining these figures. They decide how much a job at a specific company is worth. This is one of the most sought-after HR positions. If you pay too little, your staff will quit, and your costs will climb if you pay too much.
Talent & Performance Management: What are the methods for assigning ratings to employees? What criteria are used to determine increments? Performance Management Systems (PMS) allow a company to assess its personnel utilising an appropriate way for its systems and structures.
But how do I ensure that my high-potential staff are groomed for leadership roles once the evaluation is completed? That is precisely what talent management is all about.
Organization Design and Role Mapping: This area of HR is concerned with how organisations should be structured and how roles and hierarchies should be developed.
HR Business Partners/Line HRs: These are the HRs assigned to specific functions or teams. They’re in charge of the implementation. They ensure that the PMS, TMS, employee engagement, feedback, training, and other aspects of the team with which they are immersed are all completed appropriately.
HR Consulting: When a corporation doesn’t know how to do any of the above eight tasks, HR experts help. Essentially, they handle your HR issues and offer long-term solutions.
HR Analytics: Data is the way of the future. We are constantly working to improve HR by making it more objective and eliminating subjectivity in enterprises. Analytics can help you design your road map, improve your procedures, and improve the accuracy of your human resource requirements.
Industrial Relations/Plant HR: HR is the son of IR. IR focuses on labour laws, unions, and collective bargaining, among other things. These are generally plant-based jobs, and the demand for this position has decreased over time.