What Is The Role Of Hr In Talent Management – HR has many important functions in an organization. This includes recruitment, performance management, learning and development and more. In total, there are 12 key functions of human resources management.

If we want to understand the functions of human resources, we need to understand what human resource management (HRM) is.

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According to Storey (1995), HRM is a particular approach to employment management that seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce using an integrated set of cultural, structural and personnel techniques.

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In this article, we will go through the 12 HR functions and explain how they help an organization thrive. These functions are:

The first function of human resources is related to knowing the future needs of the organization. What kind of people does the organization need and how many? Knowing this will shape recruitment, selection, performance management, learning and development and all other HR functions.

In short, human resource planning is a continuous, data-driven process to ensure that an organization has the right people in the right place at the right time to achieve its strategic goals.

Attracting people usually starts with the employer brand. In fact, companies with excellent employer brands receive 50% more qualified applicants. It’s clear that being an attractive employer has many advantages – just as the other way around. A good example of the latter is the tobacco industry, which is struggling to attract talent due to its tarnished reputation.

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With a strong employer brand and the right recruiting strategies, you’re already halfway there. Once candidates apply, the selection process is an HR tool for selecting the most qualified candidates with the highest potential. It is vital to build an effective recruitment and selection process as bad hires can cause productivity to drop by up to 36%.

Technological developments in recruiting have moved very quickly, and as a result there are different types of recruiting tools for every part of your recruiting funnel. 3. Performance management

Performance management is key to ensuring workers remain productive and engaged. Good performance management involves strong leadership, clear goal setting and open feedback.

While (bi)annual performance reviews where an employee is reviewed by their manager are still common, 69% of HR professionals believe that in the near future performance management will become more common and include natural conversations.

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360-degree feedback is also becoming increasingly popular as a performance management tool. With this type of feedback, colleagues, managers, subordinates, and sometimes even clients evaluate an employee’s performance, which can be very helpful in revealing areas of potential improvement.

Performance management is also an instrument to bridge the gap between the workforce you have today and the workforce you want to have tomorrow by helping employees develop future-ready skills and competencies. 4. Learning and development

Enabling employees to develop the skills they need for the future is a key responsibility for HR. It also ties in with the first HR function we outlined, HR planning, where HR bridges the gap between the workforce today and the workforce needed in the near future.

Traditionally, organizations have a certain budget for learning and development. This budget is then distributed among the employees. In some countries, this consumption is mandatory. For example, companies with an annual wage bill of more than £3 million in the UK pay a mandatory rate of 0.5% dedicated to the vocational training of their employees.

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In other countries, such as Belgium and the Netherlands, L&D falls under the employer’s responsibility to look after their employees. In the third group of countries, such as the USA, it is almost an unregulated area.

Despite differences in regulation, almost all employers understand the value of investing in the (future) skills of their employees. It is the responsibility of the HR department to steer these efforts in the right direction. Moreover, HR plays an increasingly important role in training leaders and managers, which is also one of the key HR trends for 2023.

According to Janice Burns, chief human resources officer at Degreed, while organizations must balance economic factors and prioritize based on value opportunities, investing in employee skills is critical to retention and, ultimately, retaining value for the organization.

“Creating a space where employees can improve not only has holistic benefits, but also fulfills individual needs. Employees now, more than ever, are looking for ways to improve themselves for their professional future. Employers who provide L&D resources for skills development foster an environment of motivation and investment in their employees – empowering them for their future endeavours,” Burns explained. 5. Career planning

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The fifth function of human resources management is career planning, guidance and development of employees, which is collectively called career.

Showing employees how their ambitions can be aligned with the company’s future helps engage and retain them. For the organization, there are benefits of better succession planning, higher productivity and a stronger employer brand.

“Organizations often prefer to find talent internally, promoting existing employees whenever possible,” said Ben Schwencke, business psychologist at Test Partnership.

“However, this approach only works when your staff have the ability to progress, demonstrating the necessary abilities, skills and knowledge. By considering likely career trajectories, HR practitioners can ensure that their workers are well-equipped to advance beyond their existing roles, saving them from having to look outside for talent,” noted Schwencke.

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Job evaluation is a technical aspect of HR. It includes a comparison of different parts of the overall HR work. This may include the quality and availability of workers, location of the workplace, working hours, economic situation, job responsibilities and how much value the job adds to your organization. The idea behind job evaluation is that similar jobs should be rewarded in a similar way.

Functional assessment helps the HR department ensure that the company is successful both at a strategic level and with service and support. In this way, the company can deliver the required level of service while operating strategically.

Rewarding employees for their work is another important function of HR. Compensation and benefits are integral to attracting the right type of candidate for the role and the company. They will vary in different areas, countries and cultures. In some countries, such as the US, health insurance is often part of a job offer. However, in countries like the UK, where the public health system provides the majority of healthcare, this is not as common.

The overall rewards framework shows that rewards are more than just money and other monetary benefits. They can also be relational and psychological outcomes.

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Rewards include salary, but also growth and career opportunities, status, recognition, good organizational culture and a satisfactory balance between work and private life. For example, fantastic colleagues and meaningful work are also rewards for employees. The monetary reward of the job consists of financial rewards and other (side) benefits.

The employee value proposition (EVP) summarizes all these aspects. Your company’s EVP is different from your external image and brand. It is the image that the company reflects on its employees. The prizes are therefore much more than just money. Here is a non-exhaustive overview of the total rewards:

75% of organizations expect compensation to become more challenging in the near future, and only 53% are fairly or very confident in their overall compensation package. HR and compensation and benefits teams must design a comprehensive rewards strategy that works for their employees and the company.

All functions 1 to 7 fall under the scope of what is called talent management; their goal is to attract, develop, motivate and retain (highly effective) employees. 8. Industrial relations

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Another function of HR is to maintain and nurture relations with trade unions and other collectives and their members.

Union organizing is still prevalent in Europe, although it is generally on the decline. The latest data show that 92.2% of employees in Iceland were members of a trade union, and 67% of employees in Denmark. However, in the United Kingdom and Estonia there were only 23.5% and 6% of employees respectively. In the US, union membership is low, with 10.1% of employees being members.

Maintaining good relations with unions will help to quickly identify and resolve potential conflicts, and will also be beneficial in tougher economic times when layoffs or other actions are necessary. 9. Employee participation and communication

According to Dave Ulrich, one of HR’s key roles is to be a credible employee advocate. Employees must be informed and listened to on various topics that are relevant to them. Communication refers to the dissemination of information relevant to employees.

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Being an HR advocate is one of the four core HR competencies we’ve identified for the future of the HR workforce. Human rights advocacy involves building a culture, working with people, and being a workplace champion and communication expert.

Linda Shaffer, chief human resources and operations officer at Checkr, emphasizes the importance of HR’s communication function.

HR plays an important role in the creation and implementation of health and safety regulations. Making these regulations part of the company culture is one of the main functions of HR.

A well-known example is the energy and petrochemical company Shell, where it is forbidden to walk up the stairs without holding on to the railing – also in the company’s headquarters. This is part of Shell’s ‘Goal Zero’,

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