Human Resources from A to Z
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HR Exchange Network is dedicated to bringing the community of HR professionals the latest in HR news and trends. Sometimes, delivering the information can be daunting. Part of HREN's job is to define Human Resources as it evolves from what many mistakenly saw as an administrative or even secondary department to the most vital part of an organization.
A - Align with Business Objectives
The first order of business for HR leaders is to ensure talent strategy aligns with greater business objectives. This means that Human Resources professionals are hiring people with the skills necessary to meet certain goals. It also means keeping a close eye on the bottom line and budgets when hiring. Of course, creating a culture that sparks innovation and collaboration can usually help move the organization in the right direction. Using people analytics is key to decision-making that helps Human Resources leaders, like the CHRO, keep their place in the C-suite.
B - Benefits
An obvious task of Human Resources professionals is deteriming the benefits packages that organizations will offer to employees. There is a large range of benefits. The obvious and expected ones include medical and dental insurance, life insurance, retirement savings, paid time off (PTO), and sick and parental leaves. Nowadays, however, there are many other add-ons, including flexible schedules, pet insurance, help with student loans, subsidy of higher education, mental health and wellness benefits, and much more.
VISIT: Compensation and Benefits
C - Compensation
Another important part of HR's role is determining compensation, the pay that workers earn in exchange for their services. This can refer to salary, wages, commission, benefits, and perks. Obviously, compensation is a way to demonstrate how much an organization values its employees and the services they provide. It can be used effectively as a recruiting and retention tool.
Click the image to watch this discussion on DEIB.
D - Diversity, Equity, Inclusion, and Belonging
In many companies, diversity, equity, inclusion, and belonging (DEIB) falls under the umbrella of HR. However, it is a distinct department in some cases. In any event, DEIB and HR must go hand-in-hand. DEIB refers to initiatives and values that help employers build teams that better reflect the community they are serving. However, representation alone is not enough. To truly commit to DEIB, employers must help connect employees, who have different perspectives and come from different places. They must demonstrate they care for the individuals to build a strong team and a healthy work culture. People should feel that sense of belonging.
E - Employee Engagement and Experience
Employee engagement and experience is the key to retention. HR professionals are responsible for ensuring that employees have job satisfaction and therefore do their absolute best to help the organization achieve its goals. Ultimately, every member of the team should be a high performer, who is productive and efficient.
Being keenly aware of the employee life cycle, considering feedback through things like employee surveys, and responding to crticism from workers are the ways to address employee engagement and experience. HR leaders create entire strategies on how to keep employees - whether remote, hybrid, or in-person - engaged.
F - Flexibility
Flexibility is the magic word of the moment for employees. People are seeking employers, who want to provide flexibility. This can mean something different, depending on who is talking. Lately, it has referred to remote and hybrid work options. Many U.S. employers are pushing for return-to-office mandates. Some have even asked employees to return to the office five days per week. Think Goldman Sachs! Therefore, flexibility of any kind is a premium that attracts top talent.
Click to watch video interview on building culture for remote workers.
G - Global Hiring
If an organization is willing to offer flexibility and embrace remote work, then HR leaders might consider global hiring options. This allows employers to hire top talent - often with niche skillsets - from anywhere in the world. Many companies turn to employers of record when global hiring. EORs serve as the employer on paper to ensure compliance and adherence to employment law in different countries around the world.
READ: Global Hiring: Embrace Remote Work with Confidence Using Employer of Record Services
H - Hiring
Recruitment and talent acquisition is another major task of Human Resources. Hiring - from finding the right talent to making an offer (or not) - rests on the shoulders of HR. Often, HR professionals work with managers in the organization to determine job criteria and descriptions. Then, they begin and oversee the interviewing process before determining who to actually hire. HR often makes the offer to applicants and presents them with their compensation and benefits packages before proceeding to onboarding.
I - Interviews
Job interviews are another big part of HR's tasks. Even if HR only conducts the initial interview with a potential hire, it oversees the entire process. There are different ways to interview job applicants. Employers could interview the individual or host group interviews. In addition, HR can deploy different interview types. A behavioral interview allows employers to gain insight about the candidate's previous experiences and skillsets. On the other hand, a case study interview, which is common in professional services firms, requires the candidate to assess a hypothetical problem a client is facing and provide solutions.
J - Job Descriptions
Job descriptions are the very beginning of the hiring process. Often, HR joins forces with the manager or high-level team members for which additional talent is needed. They determine the role for which they are hiring. They will describe the tasks, skills, and criteria for a particular position. Then, this job description is inclued in any job ads seeking recruits. It can serve as a guiding light as the recruit gets hired into the role. Of course, it is subject to change as the employee moves through the ranks and grows in the company.
READ: Can ChatGPT Write Better Job Descriptions Than You Can?
K - Key Performance Indicator (KPI)
KPIs are "quantifiable metrics" that employers use to measure the performance of an individual or team, according to Google search that is leveraging artificial intelligence (AI). Often, these KPIs are used in an employee's performance review or to determine raises, promotions, bonuses, etc.
L - Law
Employment law is essential to effectively running HR. Does every HR professional need a law degree? Absolutely not. They do, however, need the phone number of a good employment lawyer or law agency.
After all, they must adhere to the legal requirements of employment in their jurisdiction, ensure compliance in different areas of hiring, and maintain safety regulations. Without paying close attention to the law and compliance, HR runs the risk of costing the organization time and money in the form of eventual legal fees and fines. Worse, someone could end up being held accountable with graver punishments like jail time. Of course, that's the worst-case scenario and not the usual outcome of employer-related lawsuits.
M - Management of Talent
Also known as talent management, this overarching phrase refers to the recruitment and development of a team of workers banded together to meet certain goals and objectives. Human Resources is responsible for talent management, but it should dole out some of the duties to managers and other leaders in the organization. It requires creating a robust and healthy workplace culture that puts people at its core and focuses on retention.
N - Negotiation
HR is the first line of defense when it comes to negotiations with potential new hires. Often, HR is the one to consider compensation and benefits requests from these chosen candidates. However, HR also plays a pivotal role in mergers and acquisitions. This can also require negotiations. HR is the one communicating concerns and requests from the employees of the various entities that are merging. HR is also the one negotiating with the C-suite and decision-makers on behalf of the employees. In other words, they get to flaunt their negotiation skills frequently on the job.
O - Onboarding
Onboarding is the orientation process for new hires at an organization. The purpose is twofold. The first is to get all the paperwork done, which may include signing contracts, tax forms, and any other legal documents. The second part of onboarding is about welcoming the new employee to the business. It can include meetings with colleagues and managers, training sessions, familiarization with mission statements, value statements, and exposure to the culture.
P - Payroll
Of course, HR gets the people paid. Payroll is defined as the "process of getting people paid during a set time period," according to Google search, which is leveraging AI. Many organizations turn to payroll platforms like ADP to ensure people get paid on time, taxes and benefits are properly handled, etc. Some HR professionals are at least talking about innovations in payroll, which could include things like on-demand pay.
Q - Qualifications
Qualifications are the criteria HR sets for different roles when hiring. Much like with the job description, HR professionals will work with others in the organization determine what is needed. For instance, some jobs require different certifications or a particular skillset. Often, setting these qualifications allows HR to quickly weed out those candidates, who are lacking the basics needed to accomplish the job at hand. This can help them narrow down their talent pool.
R - Reviews of Performance
Performance reviews allow managers to assess an employee's contributions to the organization. They may use these reviews to both set new goals and review progress on previously stated objectives. In recent years, many in and out of HR have questioned these reviews. Some companies have eliminated them in favor of providing more frequent, on-the-job feedback. Still, there are many who argue that without performance reviews, they have a hard time justifying raises and promotions. These discussions can be a tool for growth within an organization. However, managers must be educated on how to properly review an employee and to do so without bias.
S - Spyware
Some in HR take issue with calling it spyware; they prefer employee monitoring supplies. Either way, HR is referring to workplace surveillance software. This can include technology that allows employers to track attendance, measure productivity, assess behavior and engagement, and more. It could be a tool that tracks the number of times employees clicks their mouse, where they visit on their browsers, or the number of times they input data in a particular program. Employers have said that they must deploy spyware to ensure productivity and engagement, especially in the era of remote and hybrid work.
T - Technology
HR technology refers to any of the tech that is intended to make talent management easier and more efficient. This can include digital payroll platforms, employee engagement platforms, people analytics tools, learning management systems or learning experience platforms, and more.
Most recently, many in HR are talking about how generative artificial intelligence will be a game changer for both HR and the workplace in general. It is already being used by some, especially in the area of recruiting and talent acquisition. But it can also be useful in learning and development, employee engagement, and more. In addition, the metaverse is gaining attention for its potential ability to engage remote work and appeal to Gen Z hires.
U - Upskilling and Reskilling
ChatGPT explains that upskilling is about enhancing skills for the role an employee already has, whereas reskilling refers to providing learning to help prepare an employee for an entirely different role. Learning and development is become more essential than ever. Skills-based hiring is becoming the norm, which means talent may be somewhat raw upon arrival. In addition, advanced technology like AI is forcing people to rethink the roles they currently hold while gaining new skills to anticipate technological unemployment from increased automation.
Click to watch this interview on the role of L&D in the future.
V - Visa Sponsorship
Visa sponsorship is the duty of HR in intrepid organizations that are willing to help a non-citizen hire get the required credentials to live and work legally in the organization's home country. Some companies avoid hiring those who are not citizens because of the cost and time of this process. However, it can be beneficial if the talent already has the skills needed and is familiar with the organization.
W - Wellness
Wellness refers to HR's obligation to focus on the mental health and wellness of employees. This should include both providing benefits, such as access to mental health resources or apps that help people relax, and creating a psychologically safe workplace, where people thrive. This might also require taking action like creating and enforcing rules to enhance work-life balance, removing toxic employees, and ensuring management knows the signs of someone struggling.
Click to watch an HR Exchange Talks conversation on wellness at work.
X - Exit Interview
ChatGPT tells HREN that X words associated with HR are limited, and this is somewhat related. The exit interview happens when employees quit their job. It's an opportunity for employers to better understand what might be driving attrition and how to improve retention. Considering the results of a number of exit interviews might reveal patterns that can be addressed.
Y - Yield Ratio
Yield ration refers to the ratio of candidates who proceed to the next stage of the interview process in recruitment. It is a vital data point for HR to understand the success of its recruitment and talent acquisition strategies.
Z - Zero-Tolerance Policy
Zero-tolerance policies are essentially the deal breakers of the employee-employer relationship. Lying, committing crimes, and harassing co-workers are a few examples of the types of things that might fit into a zero-tolerance policy. Anyone who commits these acts would be fired. Zero-tolerance means the company will not overlook or forgive these acts.
Ultimately, Human Resources is the backbone of an organization. This A-to-Z list confirms the richness of its obligations to an organization. It also demonstrates how people are at the center of any employer's success.
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