What Does HR Actually Do? (A Brief Summary) — Transcript

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1. 0:08working in human resources definitely
2. 0:10isn't a glamorous role when i tell my
3. 0:13friends or family that i work in hr i
4. 0:16don't receive any oohs or wows from them
5. 0:20and i have also come across people
6. 0:21asking me what does hr even do all day
7. 0:26unlike your developers that have great
8. 0:28programming skills or your sales people
9. 0:31that generate revenue for the company
10. 0:33with their great persuasion skills or
11. 0:36even your accountants that have to deal
12. 0:38with financial reports all day the hr
13. 0:41profile does seem like a piece of cake
14. 0:44what special skills does a hr person
15. 0:46even have isn't it just an
16. 0:49administrative job
17. 0:52the thing is every company needs its
18. 0:55people to maintain productivity
19. 0:58and drive growth what they don't realize
20. 1:01is that hr is the foundation that leads
21. 1:05to that growth
22. 1:06here are the seven elements of hr
23. 1:10and it all starts with recruitment and
24. 1:13selection
25. 1:15people are the lifeblood of the
26. 1:17organization and finding the best fits
27. 1:21is a key task
28. 1:23what hr does is a long process here they
29. 1:26screen through hundreds of resumes each
30. 1:29day conduct interviews prepare salary
31. 1:32proposals and spend a large amount of
32. 1:35their time reaching out to people
33. 1:37just so that you can get a new colleague
34. 1:40at one
35. 1:41at any one point in time your hr may be
36. 1:43handling recruitment for 20 new
37. 1:46positions and for each position they can
38. 1:49receive an average of about 20 resumes
39. 1:53this gives them a total of 400 to see
40. 1:56through every week wonder why your hr
41. 1:59recruiter forgets to reply you sometimes
42. 2:02well i hope this explains it
43. 2:05once employees are on board performance
44. 2:07management becomes important
45. 2:10it involves helping people to become
46. 2:12their best selves at work usually
47. 2:14companies work with an annual
48. 2:16performance management cycle which
49. 2:19involves planning monitoring reviewing
50. 2:22and rewarding employee performance the
51. 2:24outcome of this process enables the
52. 2:27categorization of employees in high
53. 2:29versus low performance and high versus
54. 2:32low potentials this enables an
55. 2:35organization to identify which
56. 2:37individuals to focus training on or
57. 2:39promote and which individuals they need
58. 2:42to let go of
59. 2:45learning and development ensures that
60. 2:46employees adapt to changes in processes
61. 2:49technology and societal or legal shifts
62. 2:53based on people's performance and
63. 2:55potential ratings hr works together with
64. 2:58managers to advise on different
65. 3:00development plans reskilling and
66. 3:02upskilling employees will help the
67. 3:04organization in its long-term goals
68. 3:09succession planning is the process of
69. 3:12planning a pipeline of talent in case
70. 3:14any key employees leave the company
71. 3:18if for example a crucial senior manager
72. 3:21quits his or her job having a
73. 3:23replacement ready will guarantee
74. 3:25continuity and save the company
75. 3:27significant money
76. 3:30compensation and benefits one of the
77. 3:32fundamentals of human resource
78. 3:34management concerning pay is ensuring
79. 3:37equity and fairness
80. 3:39making the right offer pay is a key part
81. 3:42of attracting the best talent this must
82. 3:44be balanced with the budget and profit
83. 3:47margins of the company
84. 3:49the common bank team puts in hours of
85. 3:51work ensuring that salary offers remain
86. 3:54competitive they monitor pay increases
87. 3:57in the market and set standards of merit
88. 4:01the human resource information system is
89. 4:04a system that supports all the
90. 4:05cornerstones we have discussed so far
91. 4:08for example for recruitment and
92. 4:10selection hr often uses an applicant
93. 4:12tracking system to keep track of
94. 4:14applicants and hires
95. 4:16for performance management a performance
96. 4:18management system is used to keep track
97. 4:21of individual goals and to put in
98. 4:23performance ratings in learning and
99. 4:25development a learning management system
100. 4:28is used for the distribution of content
101. 4:30internally and other hr systems are used
102. 4:33to keep track of budgets and training
103. 4:36approvals compensation specialists often
104. 4:39use a payroll system and there are also
105. 4:41digital tools that enable effective
106. 4:44succession planning
107. 4:46all these functionalities can often be
108. 4:48done in one single system
109. 4:51dhris
110. 4:54hr data and analytics
111. 4:57an easy way to keep track of critical
112. 5:00data is through hr metrics or hr kpis
113. 5:04this reporting focuses on the current
114. 5:06and past state of the organization
115. 5:09using hr analytics hr can make
116. 5:12predictions examples include workforce
117. 5:16needs employee turnover intention
118. 5:19the impact of the candidate experience
119. 5:21on customer satisfaction and many others
120. 5:25by actively measuring and looking at
121. 5:28this data hr can make more data-driven
122. 5:32decisions that are often more objective
123. 5:35this makes it easier to find management
124. 5:37support for these decisions
125. 5:41in conclusion hr isn't just about
126. 5:43recruitment and hiring which is the part
127. 5:46that is the most seeable in hr
128. 5:49as the world is constantly changing
129. 5:51companies need to keep up there is a lot
130. 5:54of underlying strategic work and
131. 5:57progressive planning that goes on in hr
132. 6:00so that businesses can continue to grow
133. 6:03its employees