1. Recruitment
The first HR function includes searching and interviewing candidates and hiring and onboarding staff. A recruiter must evaluate professional experience, managerial skills, and personal characteristics. Moreover, they must understand business specifics. Unprofessional recruitment can lead to disastrous consequences, such as unhealthy competition within the team, inefficiency, misunderstanding of the company’s mission and objectives, etc.
2. Performance
HR experts evaluate two things: actual results and competencies.
Actual results are tasks that employees perform regularly. To understand whether a specialist achieves results, one must first develop key performance indicators (KPIs) that measure performance.
Competencies are knowledge, abilities, and skills that are manifested in behaviour. They are divided into hard and soft. Hard skills are essential for completing work tasks and business development. Soft skills are competencies that are often referred to as personal qualities.
3. Training & Development
Enabling employees to develop the skills they need for the future is an essential responsibility for HR. Traditionally, organisations have a set budget for learning and development. This budget is then distributed among its employees. In some countries, this fee is mandatory.
In the UK, for example, companies with an annual pay bill of more than £3 million pay a mandatory rate of 0.5% designated for the professional education of their employees.
4. Compensation & Benefits
Compensation and benefits are integral to attracting the right candidate for the role and company. These will vary across different fields, countries, and cultures. Health insurance is often part of a job offer in some countries, such as the USA. However, this is different in countries such as the UK, where a public health system provides most healthcare to most people.
Rewards include salary, growth and career opportunities, status, recognition, a good organisational culture, and a satisfying work-life balance.
5. Corporate Culture & Internal Communication
Corporate culture includes such things as the mission and vision of the company and social responsibility. The company must answer through all these theses to the vital question: how does it differ from others in the market, and what value does it bring to society and the country? This information must be conveyed to the employees as they are the carriers of the corporate culture.
Every action within the corporate culture and social responsibility framework must coincide with the marketing strategy. Otherwise, it is a waste of money that will not support the company’s image.
