Functions of HR

I. Talent Acquisition
Talent acquisition involves identifying, attracting, selecting, and
hiring talented individuals to meet the organizations business needs.

1. Recruitment
Recruitment is the process of finding, attracting, and hiring
talented individuals to fill job openings. It involves identifying
staffing needs, defining job recruitments, and developing
strategies to reach potential candidates
2. Recruitment channels
Recruitment channels are the platforms or methods used to
reach potential candidates .examples includes:-
 Job boards( LinkedIn, Indeed)
 Social media(LinkedIn, Facebook, Twitter)
  Employees referrals
 Job fairs and recruitment events
 Recruitment agencies
 Company website

3. Interview process
Interview process typically involves several stages:
i. Application screening
ii. Review and shortlist
iii.Introductory interview
iv. Technical round
v. HR round
vi.Final interview

4. Selection process
Selection process typically involves:
i. Screening interview
ii. Application blank
iii. Selection test
iv. Selectio0n interview
v. Medical examination
vi. Referance check
vii. Hiring desicion

5. Onboarding process
The Onboarding process is a series of activities designed to
integrate new employees into an organization, ensuring a smooth
transition and settings them up for success in their new role
i. Welcome and orientation
ii. Job specific training
iii. Mentorship and support
iv. Paper work and administration
v. Ongoing feedback and evaluation

II. Employee Engagement

 Employee engagement en-compasses the level of an employee’s
connection, commitments,and enthusiasm towards their work and the
organization.It’s not just about job satisfaction,but also about how
employees invest their time,energy,and creativity to contribute to the
company’s success

Types of Employee Engagement Activities

 Fun and social
 Development and Learning
 Recognition&Appreciation
 Wellbeing & work-Life Balance
 Building a Culture of Engagement

suggestions / Ideas
 Recognition
 Communication and Feedback
 Growth and Development
 Work-Life Balance
 Team building and Socialization
 Empowerment and Autonomy

III. Learning and Development

Learning and Development(L&D) refers to the process of
enhancing employee’s skills, knowledge, and competencies to improve job
performance and achive organizational goals

Employee Induction Training

Employee induction training is designed to welcome and
integrate new employees into the organization

 Company overview:
Introduction to the company,s history, mission, and values
 Job Expectation:
Explanation of job responsibilities, expectations and performance goal
 Policies and Procedures:
Overview of company policies,procedure,and code of conduct
 Benefits and Support:
 Information on employee benefits , support system, and resource

Training Process

i. Need Assessment:
Identifying training need and gaps
ii. Training Design:
Developing training content and meterials.
iii. Training Delivery:
Delivering training through various methods(e.g., class room,
online, on the job).
iv. Evaluation:
Assessing training effectiveness and identifying areas for improvement

Types of Training

 Onboarding Training
Training for new employees to introduce them to the organization
and their role.

 Technical Training
Training on specific technical skills or software

 Soft Skill Training

Training on interpersonal , communication and leadership skills

 Compliance Training
Training on regulatory requirement , policies, and procedure

 Leadership Development
Training for employees in leadership roles or aspiring to
leadership

Training Documents
 Training Manuals:
Comprehensive guides outlining training content and procedures
 Training Guides:
Step by step guides for specific tasks or procedure
 Training Presentation:
Visual aids used to deliver training effectiveness and gather
feedback
 Training Evaluation Forms:
Forms used to assess training effectiveness and gather feedback
 Job Aids:
Reference meterials that provide quick guidance on specific tasks.

IV. Compensation & Benefits

Compensation

 Salary:-
Basic pay or wages earned by an employee.
Allowances:-
 Additional payments made to employee for specific
Purpose (e.g.,housing,transportation)

Benefits

 ESI(Employee Provident Fund)

A social security and health insurance scheme for employee
 Staff Insurance
Group insurance policies that provides coverage for employees
 PF(Provident Fund)
A retirement savings scheme where employee and employers

 Bonus
Additional payments made to employees based on performance or
company profits
 Gratuity
 A lump-sum payment made to employees upon retirement or
resignation after a certain period of service.

V. Welfare Management
Welfare management refers to the process of creating ,
implementing ,and maintaining programs, policies, emotional ,and financial
well-being of employees

Employee Welfare Initiates

 Health and Wellness Programs

Fitness classes , health screening, mental health support.

 Employee Assistance Programs(EAP)

Counseling services, financial planning, and other support
services

 Work-Life Balance Initiatives

Flexible work arrangements , parental leaves and other
benefits.

 Recreational Activities
Social events , team-building activities.

 Financial Support
Employee loans, financial planning.

 Counseling Services
Mental health support,stress management.

 Employee Recognition Programs

Rewards and recognition for employee’s contributions.
VI. Organizational Development / Performance Management

Organizational Development: It is a planned effort to improve an

organization’s effectiveness through changes in its culture , structure ,and
processes.

Performance Management: It is a process that ensure employee are

working towards organizational goals.

Types of Performance Appraisal

 Technological Performance appraisal

 General Performance Appraisal
 Employee Self-Assessment
 Project Evaluation Review
 Sales Performance Appraisal
 Manager performance Appraisal
 360-Degree Appraisal

Evaluation of Employee Performance

Evaluating employee performance is a structured process that
helps organizations assess how well employees are meeting their job
responsibilities and contributing to overall goals
 Set clear Performance Standards
 Gather Performance Data
 Use Evaluation Methods
 Conducting the Review Meeting
 Follow Up

VII. HR Software
HR software refers to digital tools designed to manage and
automate HR elated tasks and processes. These software solution help
 organizations streamline HR functions, improve efficiency and enhance
employee experience

Different Kinds of HR Software Available In The Market:

1. Human Resource Information System(HRIS)

Centralized databases for employee
information,payroll,benefits,and compliance

e.g : BambooHR,Zenefits,Gusto

Specifications :
 Employee Records Management
 Time-off Tracking
 Payroll Integration
 Compliance Support

Benefits: Streamlined HR process , accurate data, better compliance

Cost : $5- $12 per employee/month

2. Application Tracking System(ATS)

Streamlines recruitment and hiring processes.

E.g: Greenhouse, Lever, Jobvite,BreezyHR

Specifications:
 Resume Parsing
 Job Posting Automation
 Candidates Pipelines
 Interview Scheduling

Benefits: Faster hiring , better candidate experience, collaborative hiring

Cost : $100- $600/ month for SMBs; more for enterprise

3. Payroll System
Automates employee payments, tax calculations and compliance

e.g: ADP,Paychex,QuickBooks Payroll

 Specifications:
 Automated payroll processing
 Tax filling and compliance
 Benefits deductions
 Direct deposit

Benefits: Reduced payroll errors, time saving, ensures compliance

Cost : $30-$100 base + $5-$10 per employee/ month

4. Performance Management Software

Evaluates employee performance, goals and feedback.

e.g: Lattice,15Five,Trakstar

Specifications:
 Goal setting&tracking (OKRs)
 Performance reviews
 Continuous feedback
 Analytic and reporing

Benefits: Improve employee engagement , alignment with goals

Cost : $5-$15 per employee/ month

5. Human Capital Management (HCM)

Comprehensive software covering workforce planning,
talent management and HR analytics

e.g: Workday ,SAP success factors, oracle HCM cloud

Specifications:
 HRIS features
 Learning & development
 Performance management
 Compensation planning

Benefits: Strategic HR planning, analytics driven decision , scalable

For large enterprises
Cost: $20-$50 per employee/ month (enterprise level)