Glossary of Human Resources Management and Employee Benefit Terms
Human Resources (HR) refers to the department or function within an organization responsible for managing the people who work for the organization. The main goal of HR is to ensure that the organization has the right people with the right skills, knowledge, and abilities to achieve its goals and objectives.
This involves a range of activities, such as recruiting and hiring employees, managing employee benefits and payroll, developing and implementing training programs, and handling employee relations issues. HR also plays a critical role in ensuring that the organization is compliant with labor laws and regulations.
Human Resources (HR) is the department responsible for managing an organization's employees. This includes hiring, training, compensation, benefits, performance management, and compliance with labor laws.
Human resources are important for several reasons:
The roles and responsibilities of HR can vary depending on the size and structure of the organization, but some common ones include:
There are several key skills required for HR professionals, including:
HRIS stands for Human Resource Information System. An HRIS is a software system that is used to manage and organize HR-related data and tasks. This can include employee information, payroll, and benefits administration, time and attendance tracking, performance management, and recruiting and hiring processes.
An HRIS can help streamline HR processes, reduce errors, and increase efficiency. HRIS software can be customized to meet the specific needs of an organization, and many HRIS systems offer features such as reporting and analytics, compliance monitoring, and employee self-service portals.
Human Resource Management (HRM) is the strategic approach to managing an organization's employees in a way that maximizes their productivity, engagement, and contributions to the organization's success. HRM involves the recruitment, selection, training, development, and management of employees, as well as the development and implementation of policies and practices that support the organization's goals and objectives.
HRM focuses on creating a positive and supportive work environment, developing and retaining talented employees, and ensuring compliance with laws and regulations related to employment. Effective HRM involves aligning HR strategies with the overall business strategy of the organization to achieve its goals and objectives.
These are short surveys that can be sent frequently to check what your employees think about an issue quickly. The survey comprises fewer questions (not more than 10) to get the information quickly. These can be administered at regular intervals (monthly/weekly/quarterly).
Having periodic, hour-long meetings for an informal chat with every team member is an excellent way to get a true sense of what’s happening with them. Since it is a safe and private conversation, it helps you get better details about an issue.
eNPS (employee Net Promoter score) is one of the simplest yet effective ways to assess your employee's opinion of your company. It includes one intriguing question that gauges loyalty. An example of eNPS questions include: How likely are you to recommend our company to others? Employees respond to the eNPS survey on a scale of 1-10, where 10 denotes they are ‘highly likely’ to recommend the company and 1 signifies they are ‘highly unlikely’ to recommend it.
The functions of human resource management can vary depending on the size and structure of the organization, but generally, they include the following:
Human resource planning is the process of analyzing and identifying the organization's current and future human resource needs and developing strategies to meet those needs. It involves forecasting the organization's workforce requirements and creating plans to ensure that the organization has the right people, with the right skills, in the right positions, at the right time.