Human Resource Class Note

Human Resource The field of human resources (HR) has undergone major changes in recentdecades. As organizations operate in an increasingly complex globalenvironment, there is growing recognition that HR departments need to evolvefrom a focus on administrative tasks to becoming strategic partners thatcontribute to overall business goals (Taylor, 2010; Ulrich & Dulebohn, 2015).Historically, HR was viewed mainly as an administrative function centered oncompliance, policy enforcement and basic workforce management. Butresearchers point out that trends like globalization, changing demographics, andnew technologies have impacted the nature of work and the workforce(Bondarouk & Brewster, 2016). As a result, leading HR departments today aim todirectly support critical business needs such as recruiting and retaining toptalent, fostering an inclusive culture, improving employee engagement, andbuilding organizational capabilities (SHRM, 2019). However, scholars note that HR does not always have a strategic seat at theexecutive table (Lo et al., 2015). Fully leveraging HR's expertise remains anongoing challenge in many organizations. Aspect Description Recruitment Activities involved in identifying, attracting, screening, and onboarding qualified talent to meet anorganization's human capital needs. Training and Development The process of developing employee skills, knowledge, and capabilitiesthrough learning initiatives like training programs, coaching, mentoring and continuing educationsupport. Compensation and Benefits The combination of extrinsic rewardslike pay, bonuses, and healthcarebenefits provided to employees in exchange for their contributions.

Performance Management Processes for setting employee performance goals, assessing progress, providing feedback, and aligning individual objectives with organizational strategy. Talent Management A strategy for attracting, developingand retaining top talent within an organization through initiatives likesuccession planning, leadershippipelines and high-potential employee programs. Engagement and Culture Designing programs and policies topromote employee satisfaction, commitment, inclusion and sense ofpurpose in order to enhance business performance. Compliance and Risk Management Ensuring HR policies and practicescomply with employment laws and regulations while managing risks inareas like safety, discrimination and wrongful termination.