0
The 60 Components of HR
Resume screening process
Pre-Employment testing (non-drug)
Employment interviews
Drug testing
Employment verifications
Background checks (mvr, criminal, etc.)
Orientation of New Employees
EEO New hire reporting/compliance
Productivity/quality enhancement programs
Job evaluations & analysis
Job description analysis
Job description updating
Performance Appraisals (management)
Performance Appraisals (non-management)
Employee handbook compliance
Compensation Analysis and Review
Promotion processing
Vacation/leave policies & administration
Progressive disciplinary procedures
Vacation/Sick/Personal maintenance
Termination processing
Community relations/contributions programs
Retirement plan administration
Health/wellness programs
Profit sharing plan administration
Review/develop employee manuals
Incentive Pay Plans
Recreational/social programs
Open Enrollment Process
HR record keeping process
Insurance benefits administration
HRIS management
Benefit Plans Review and Recommendations
Employee transfer processing
Benefit invoice auditing
Employee Assistance Program /counseling
Benefits analysis and review
Flexible Spending Account administration
Cafeteria benefits plan administration
Wage/salary administration & research
Payroll Maintenance
Attitude/ opinion surveys
Worker's compensation administration
Suggestion systems
Unemployment administration
Complaint procedures
Compliance administration/reporting
Exit interviews
Affirmative Action plans
Tax credit search & capture
FMLA administration
Human Resource forecasting & planning
HIPAA administration
Arbitration/ Mediation
What else can I help you with?
What is aligning compensation strategy with HR strategy and business strategy?
aligning compensation strategy with hr strategy and business strategy would simply mean that the designing of a company's compensation strategy should be in such a way that it should support its HR as well as business strategy.
Dimensions of a strategic HRM?
HR strategy - vision and mission - Business strategy HR strategy - Internal context - External context
How 3 hr activities support the organisations strategy?
1- Recruitment and Selection 2- Training and Development 3- Performance Management and Compensation
How can you link your HR strategy to competitive strategy of a business unit?
yes we can link to human strategy to competitive strategy because we can't do any thin except human
The relationship between organisational mission and hr strategy?
The HR strategy should reflect the view of the organization's mission. If they aren't aligned then the organization may have problems attracting people who align with their objectives.
What is aligning compensation strategy with HR strategy and business strategy?
aligning compensation strategy with hr strategy and business strategy would simply mean that the designing of a company's compensation strategy should be in such a way that it should support its HR as well as business strategy.
What are the components of the investment process?
1. investor characteristics 2. investment vehicles 3. strategy development 4. strategy implementation 5. strategy monitoring
Dimensions of a strategic HRM?
HR strategy - vision and mission - Business strategy HR strategy - Internal context - External context
How 3 hr activities support the organisations strategy?
1- Recruitment and Selection 2- Training and Development 3- Performance Management and Compensation
Analyze HR planning and development methods?
hr planning and development methods
How can you link your HR strategy to competitive strategy of a business unit?
yes we can link to human strategy to competitive strategy because we can't do any thin except human
The relationship between organisational mission and hr strategy?
The HR strategy should reflect the view of the organization's mission. If they aren't aligned then the organization may have problems attracting people who align with their objectives.
What is mean by HR terms?
Hr is human resource it is the another term for labour or employee hr management deals with strategy of an organisation it evaluates the ability of the employee to perform jobs
What was the horizontal integration and vertical integration?
Horizontal Integration: The HR functions are interrelated and inter connected to each other. Ex. Organizational plan leads to resourcing and it leads development, development leads performance, performance leads rewards, rewards leads to employee relations and so on.Vertical integration : All the activities of the line managers are integrated with the organizational business strategy. Ex. Increasing to line of the business by x% leads to reflect in HR activities.Further HR roles can be divided into transactional HR, managerial HR and strategic HR. The transactional HR deals with administrative and clerical functions in HRM. The managerial HR deals rules regulations, laws, troubleshooting etc. The strategic HR deals with adding value in the form creative and innovative in its activities in order to support the vertical integration.Charminda RodrigoPQHRM-IPM (Sri Lanka)charmindarodrigo@hotmail.com
What is meant by the core competency and synergy components of strategy?
Correct.
The problems of an HR Strategy which is horizontally integrated?
An HR strategy that is horizontally integrated can face challenges such as lack of alignment across different departments, leading to inconsistent practices and policies. This can result in confusion among employees regarding expectations and career development opportunities. Additionally, it may hinder effective communication and collaboration, as departments may prioritize their own objectives over organizational goals. Lastly, without a cohesive strategy, talent management and resource allocation may become inefficient, negatively impacting overall organizational performance.
What are limitations of hrm?
human resource is an effective integer in all firms sector strategy, but firms don't determine the impact of hr training programmes over the employees. HR training is efficient only if it produces desired outcome. When the administration is implementing a hr training programme, there should be an model facility on which the assessment strategy can be improved, and classification of strength of hr training and usage activities can be through.
