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DSST-HRM candidate - Human Resource Management Updated: 2024

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Exam Code: DSST-HRM Human Resource Management candidate January 2024 by Killexams.com team

DSST-HRM Human Resource Management

Test Details:
- Exam Name: HR DSST-HRM Human Resource Management
- Exam Format: Multiple-choice questions
- Exam Duration: 2 hours
- Passing Score: Varies (set by DSST)
- Prerequisites: None
- Credit Recommendation: Varies (set by individual colleges and universities)

Course Outline: HR DSST-HRM Human Resource Management

I. Introduction to Human Resource Management
A. Role and importance of HRM
B. HRM functions and responsibilities
C. HRM legal and ethical considerations

II. Staffing and Recruitment
A. Job analysis and job descriptions
B. Recruitment methods and strategies
C. Selection processes and techniques

III. Employee Training and Development
A. Training needs assessment
B. Training methods and techniques
C. Career development and succession planning

IV. Performance Management and Compensation
A. Performance appraisal systems
B. Performance feedback and coaching
C. Compensation and benefits management

V. Employee Relations and Labor Laws
A. Employee engagement and motivation
B. Employee discipline and conflict resolution
C. Employment laws and regulations

VI. HRM in a Global Context
A. Global HRM challenges and strategies
B. Cross-cultural management
C. Expatriate management

Exam Objectives:
- Understand the role and importance of human resource management
- Demonstrate knowledge of HRM functions, responsibilities, and legal considerations
- Apply effective staffing and recruitment strategies
- Implement employee training and development programs
- Manage performance and compensation systems
- Understand employee relations and labor laws
- Analyze HRM challenges and strategies in a global context

Syllabus:
The syllabus for the HR DSST-HRM Human Resource Management course covers the following topics in detail:

Module 1: Introduction to Human Resource Management
- Role and importance of HRM
- HRM functions and responsibilities
- HRM legal and ethical considerations

Module 2: Staffing and Recruitment
- Job analysis and job descriptions
- Recruitment methods and strategies
- Selection processes and techniques

Module 3: Employee Training and Development
- Training needs assessment
- Training methods and techniques
- Career development and succession planning

Module 4: Performance Management and Compensation
- Performance appraisal systems
- Performance feedback and coaching
- Compensation and benefits management

Module 5: Employee Relations and Labor Laws
- Employee engagement and motivation
- Employee discipline and conflict resolution
- Employment laws and regulations

Module 6: HRM in a Global Context
- Global HRM challenges and strategies
- Cross-cultural management
- Expatriate management
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DSST-HRM
Human Resource Management
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Question: 54
Which of the following spheres of the employer-employee relationship is not
usually governed by individual state governments?
A. Vacation pay
B. Unclaimed wages
C. Severance pay
D. Overtime pay
Answer: D
Overtime pay is not typically governed by individual state governments. Key
Takeaway: According to the FLSA, an employee in any given business must be
classified as either exempt or nonexempt. In order to be exempt, an employee
must be paid a salary of at least $23,660 per year. An employee who is entitled to
hourly pay (at minimum wage or above), overtime, and protections under child
labor and equal pay, that employee is considered to be non-exempt. Because
FLSA is a federal policy, overtime pay is not typically governed by individual
state governments.
Question: 55
Which act is also known as the Anti-Kickback Act?
A. Copeland Act
B. The Stark Law
C. Bayh-Dole Act
D. Model Business Corporation Act
Answer: A
The Copeland Act is also known as the Anti-Kickback Act. Key Takeaway: The
Copeland Act, also known as Anti-Kickback Act, was enacted in 1934 in order to
prohibit contractors and sub-contractors from influencing an employee who was
involved in a federally-assisted construction project to give up any part of the
compensation to which he is entitled as a "kick-back" to the company or its
executives.
Question: 56
What is the correct term for the process of identifying risks and taking effective
steps to minimize them?
A. Risk assessment
B. Risk strategy
C. Risk management
D. Liability assessment
Answer: C
Risk management is the correct term for the process of identifying risks and
taking effective steps to minimize them. Key Takeaway: A risk refers to an
uncertain event that will either have a positive or negative effect upon the
completion of a program or its subsidiary projects-if the event occurs. Effective
risk management is crucial to planning and maintaining a program and its
subsidiary projects. At the program level, risk management activities can include:
identifying potential project/program risks and their causes, reviewing the risk
response plans from every subsidiary project and analyzing how that potential risk
could have an effect upon subsequent projects, and to propose responses to those
risks. Obviously, in all of these cases, effective communication is the key to
managing the risks.
Question: 57
Mike runs a successful chain of ice cream shops and wants to gain some insight
into his employees' goals, their job satisfaction, and to provide some career
counseling to employees who want it. What would be the most effective method
to do this?
A. An employee survey
B. Town hall meetings
C. A skip-level interview
D. Brown-bag lunches with store heads
Answer: C
In order for Mike to gain some insight into his employees' goals, their job
satisfaction, and to provide some career counseling to employees, he should
employ skip-level interviews. Key Takeaway: A skip-level interview occurs when
higher level managers literally "skips over" their managers to meet directly with
lower-level employees. As part of the performance feedback, a skip-level
interview helps employers and employees to directly discuss assignments, job
growth, and career development without having to wait for management feedback
or approval.
Question: 58
Which of the following looks at individual units or departments within a company
in order to reduce possible redundancies or processes with the overall goal of
cutting corporate costs and increasing production?
A. Corporate restructuring
B. Reengineering
C. Workforce reductions
D. Mergers and acquisitions
Answer: A
Corporate restructuring looks at individual units or departments within a company
in order to reduce possible redundancies or processes with the overall goal of
cutting corporate costs and increasing production.
Question: 59
59. Isa was recently hired as an outside sales rep for the Pacific Northwest region
of a major book publishing company. As part of her selection process, she had to
take an assessment test, on which Isa scored very well. During her initial
interview, Lori, the hiring manager, had some concerns about how well Isa may
fit into the publishing company's corporate culture. But when Lori learned about
how well Isa did on the test, she immediately hired her. What bias could be in
effect in this situation?
A. Knowledge-of-predictor effect
B. First impression
C. Leniency bias
D. Halo effect
Answer: A
In this situation, the knowledge-of-predictor bias could be in effect. Key
Takeaway: When HR representatives or hiring managers perform employee
interviews, they must be very careful to not employee any kind of bias toward the
potential employee, as a bias could have an unintended impact upon the results of
the interview and the hiring decision. The "Knowledge-of-predictor" bias is one
of these and occurs when the interviewer is aware of a candidate's performance
(either good or bad) upon an examination that has shown to have some sort of
predictor of performance in their potential position.
Question: 60
Dixon is conducting a training session. During it, he would like it if everyone can
observe each other, as well as the trainer. Which seating arrangement would best
fit his needs?
A. Classroom style
B. U-shaped arrangement
C. D-shaped arrangement
D. Theater style
Answer: B
In a training session in which the instructor would like it if everyone could
observe each other, as well as the trainer, the U-shaped arrangement is generally
the best. Key Takeaway: U-shaped seating arrangements are particularly effective
when the trainings are going to be collaborative and/or if they use power point
presentations or discussions. All trainees can see one another in this arrangement-
as well as the instructor-and the middle of the room is left open for presentations,
role-playing, or for additional seating.
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HR Management candidate - BingNews https://killexams.com/pass4sure/exam-detail/DSST-HRM Search results HR Management candidate - BingNews https://killexams.com/pass4sure/exam-detail/DSST-HRM https://killexams.com/exam_list/HR ‘Let the candidate do the talking’ and other advice for hiring managers from an HR expert No result found, try new keyword!Anna Papalia is a Philadelphia-based author and human resources expert who has advised more than 10,000 students, entrepreneurs, senior executives, hiring managers, and job seekers in all industries ... Tue, 02 Jan 2024 20:00:00 -0600 en-us text/html https://www.msn.com/ 5 Cybersecurity Career Pathways That HR Managers Should Recognize

Gordon Pelosse is senior vice president, employer engagement at CompTIA. Unlocking the potential in millions of under and unemployed.

As technology continues to advance, cybersecurity has become a critical concern for organizations across all industries. Cybersecurity specialists are tasked with protecting an organization's digital assets from a myriad of threats. To do so effectively, they must have a deep understanding of the IT infrastructure and networking principles that underpin these assets. This includes knowledge of servers, storage systems, cloud services, network protocols and data transmission.

Due to the detailed requirements and the combination of education and hands-on experience needed, many HR leaders find recruiting for cybersecurity roles challenging. It's common for hiring managers to default to a formal degree requirement as a proxy for skill, but this can be misleading.

Understanding the different ways that cybersecurity specialists can obtain their foundational skills is paramount. This is especially important because professionals in related fields can transition into security roles through a number of pathways. So it's crucial to validate whether a candidate possesses the necessary skills, rather than making hiring decisions based on what their college major was.

If your organization is in need of cybersecurity professionals, here are five pathways you should take into account.

Pathway 1: Higher Education Alternative

Associate degrees offer a structured approach to learning that combines theoretical knowledge with practical experience. This pathway can be particularly appealing to those who value a traditional academic setting, and the comprehensive education it offers, but wish to avoid the time and financial commitment of a four-year degree. Cybersecurity candidates with associate degrees can often bring a disciplined approach to problem-solving and project management to the role.

Pathway 2: Vocational Training And Certifications

Pursuing a certificate in relevant tech skill sets, such as network design or troubleshooting, provides a direct route to a career in cybersecurity. Participants can learn things like network design, implementation and troubleshooting; security concepts and best practices; and threat analysis, risk management and incident response.

Certifications can be a reliable indicator of someone's commitment to professional development and their readiness to take on cybersecurity challenges. As most reputable programs are updated regularly to keep up with the ever-changing technology and evolving threats, a certified professional is more than likely well equipped to solve problems that arise.

You should also recognize the value of vendor-specific certifications, which provide expertise in the relevant technologies that an organization uses. For example, a candidate with a Cisco Certified CyberOps Associate certification would be able to handle security in a Cisco-based network environment.

Pathway 3: Self-Directed Learning And Experience

Being self-taught is a hallmark of many successful cybersecurity professionals. Individuals who have taken the initiative to learn about infrastructure and networking through online courses, tutorials and hands-on projects demonstrate a proactive approach to their professional growth. These candidates may not have formal degrees in cybersecurity, but their self-taught skills or on-the-job training and experience can be just as valuable.

Look for evidence of self-directed learning in a candidate's background, such as participation in online forums, attendance at industry webinars or completion of online courses related to infrastructure and networking. Then, when interviewing self-directed learners, you can include technical assessments that allow them to demonstrate their knowledge and experience. These assessments can range from theoretical questions about network protocols to practical exercises involving the configuration of firewalls or intrusion detection systems.

Pathway 4: Boot Camps And Short Courses

Accelerated learning environments are for individuals looking to develop their infrastructure and networking skills quickly. Cybersecurity boot camp programs are intensive and focused, often including hands-on labs and real-world simulations that prepare participants for the challenges they'll face on the job. Short courses can provide specialized training in areas like network security, ethical hacking or cloud security. They're often designed to supplement existing knowledge and can be an excellent way for professionals with infrastructure backgrounds to pivot into cybersecurity.

Graduates from these programs are valuable employees who arrive equipped with up-to-date knowledge and practical experience. As a hiring manager, of course, it's important to evaluate the quality and relevance of the accelerated program they attended, as well as the depth of the curriculum. This can ensure you're hiring someone who fits the needs of your organization's cybersecurity function.

Pathway 5: Work Experience

Professionals with experience in system administration, network engineering or infrastructure roles have a significant advantage when transitioning to cybersecurity roles. Their practical knowledge of IT systems ensures they understand how to maintain, troubleshoot and optimize network and system performance. These skills are directly transferable to securing those same systems.

As an HR manager, you should recognize the potential to fast-track these individuals into cybersecurity careers. Their existing knowledge allows them to bypass years of foundational training, focusing instead on acquiring specific security skills.

Networking is a powerful tool when looking to recruit experienced professionals with cybersecurity talent. Professional associations, industry conferences and online communities are excellent sources for connecting with candidates who may be seeking new opportunities.

Conclusion

Recruiting cybersecurity talent requires an appreciation for the diverse pathways that candidates may take to gain the necessary skills. Candidates with experience in system administration, network engineering or infrastructure roles may find themselves well positioned to transition into cybersecurity. Sometimes, the talent is right under your nose, and with some upskilling and on-the-job experience, you can fast-track existing employees to cybersecurity roles. By recognizing transferable skills or nontraditional education, you can tap into a rich pool of cybersecurity talent that is both technically proficient and security-conscious.


Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?


Wed, 03 Jan 2024 21:00:00 -0600 Gordon Pelosse en text/html https://www.forbes.com/sites/forbeshumanresourcescouncil/2024/01/04/5-cybersecurity-career-pathways-that-hr-managers-should-recognize/
Human Resources And Recruitment Trends For 2024

In 2023, layoffs disproportionately impacted recruiters and human resources professionals as companies in various sectors conducted widespread workforce reductions and enacted hiring freezes. The need for HR, talent acquisition and diversity, equity and inclusion (DEI) professionals dropped as hiring activity stalled, especially in the tech sector. While other areas within tech organizations saw headcount reduced by 10% to 20%, companies downsized 50% of tech recruiters, the Wall Street Journal reported. The demand for these services slowed down in the recent challenging economic environment marred by high inflation, steep interest rates and subsequent corporate belt-tightening.

However, that could all change in the next 12 months. A December survey by recruiting firm Robert Half revealed that 57% of hiring managers plan to add new permanent positions in the first half of 2024. The data suggests a strong demand for talent acquisition professionals in the coming year.

Additionally, HR decision-makers and recruiters are optimistic about the future of recruiting, with 86% of talent practitioners expressing positivity about what the future of talent acquisition holds, according to research by Jobvite.

Over the next year, 61% of companies expect to increase investment in this function. The investment outlook for 2024 shows that more than half of the budget increase will be allocated toward AI-powered recruiting tools, followed by DEI initiatives, candidate relationship management, applicant tracking systems, career sites, sourcing technologies, job boards and offers.

The following 12 months will bring about significant changes for HR and people leaders, with five key trends shaping the industry.

1. Intentionality Regarding Hybrid Work

“The office should be a magnet, not a mandate,” Francine Katsoudas, executive vice president and chief people, policy and purpose officer of Cisco, said in a video interview. The roles of human resources and people leaders will continue to morph into that of event planners to draw workers to the office in an intentional way, according to Katsoudas. “This role of being an ‘event planner’ is new for leaders, and represents a shift in how and why we come together,” she said.

2. Upskilling

“There was a time when people finished their formal schooling and assumed that’s where the learning ended,” Katsoudas stated about past workforce education and training. “What we know now is that continual re-skilling and upskilling is necessary as technology continues to advance and requisite skills evolve. Add in the emergence of AI, and we know that new skills will be needed not just by potential talent, but for existing talent to adapt and succeed in the workplace too.”

3. Automation

An artificial intelligence report by Eightfold found that 92% of HR leaders plan to ramp up their use of automation in at least one area of talent acquisition and people management. Companies will enhance their HR operations by adopting AI to source talent, manage employee records, process payroll, administer employee benefits, oversee employee performance and productivity, screen résumés of candidates and track applicants, onboard new staff and offboard employees.

4. Predictive Analytics And Data-Driven HR

People analytics and data-driven HR practices enable employers to make more informed decisions about their workforce. Organizations will see an uptick in using tools that predict the likelihood of a candidate accepting a job offer. HR and people leaders will also draw insights from productivity metrics, turnover rate tracking and talent management platform data.

5. DEI

A majority of HR decision-makers (75%) stated that their company would prioritize diversity hiring, according to the Jobvite data. In EY’s Belonging Barometer 3.0, 63% of Gen-Z workers reported they would choose a company that prioritizes DEI over one that doesn’t. This figure is noteworthy as Zoomers will comprise 30% of the labor force by 2025.

Moreover, with the ascension of AI, DEI will play a vital role in mitigating biases in hiring algorithms.

Thu, 28 Dec 2023 23:30:00 -0600 Jack Kelly en text/html https://www.forbes.com/sites/jackkelly/2023/12/29/human-resources-and-recruitment-trends-for-2024/
7 interview questions every recruiter should ask candidates for a senior role — and the answers they should look for
  • Recruiters hiring for senior-level positions must have keen judgment when interviewing candidates.
  • An effective, streamlined interview process can help save a company time and money.
  • Experts shared seven crucial questions hiring leaders should ask — and their ideal answers.
  • This article is part of "Talent Insider," a series containing expert advice to help business owners tackle a variety of hiring challenges.

For hiring leaders at enterprise companies, asking the right interview questions is essential for successful recruiting.

An article from the Wharton School at the University of Pennsylvania suggests the average hiring process lasts about a month, while for senior-level roles that timeline can extend to several months. Companies hiring top talent have estimated they spend three or four times a candidate's salary during the recruiting process. Having a streamlined process — especially for senior roles — can save companies time and money.

Four human-resources and business leaders shared some important interview questions to ask candidates vying for a senior-level position — and the most telling responses.

Asking the right interview questions is crucial

Candidates interviewing for senior roles may go through several rounds of interviews, which can take weeks or even months. Leigh Anne Wauford, the senior director of talent management at the marketing service PureRed, advised using scenario-based questions and establishing consistent tools for feedback.

"Trying to find efficiencies in the process while simultaneously bringing in the most qualified candidates has proven to be a juggling act," she said. "Some strategies to consider include increasing HR training on how to use more behavioral-based interview questions and implementing an interview guide and an evaluation scorecard."

Effective interview questions can also identify hard and soft skills and determine whether the candidate would add to the company's culture.

"Focusing too much on a checklist of achievements and technical skills rather than evaluating the candidate as a fully formed person is a major — and frequent — error," said Marc Cenedella, the founder of Leet Resumes, a résumé-assistance platform, and Ladders, a recruiting service. "Large businesses need to dig deeper than the résumé to determine specifically how this candidate has helped other organizations in the past and how those results could translate to their own company."

The interview questions should align with the hiring profile, which may need to be tweaked after a role has been vacated.

"The best advice for HR leaders at large companies is to stay completely current on your business strategy to ensure alignment between the strategy and the open roles," said Melanie Steinbach, the chief people officer of MasterClass. "Check in often with hiring managers to make sure that the original job specification is still relevant and make sure you are asking questions that line up with the business strategy."

7 effective interview questions

1. What interests you in the company?

"This is a fundamental question," Steinbach said, "but if a candidate doesn't know anything about the company they're interviewing with, that's a red flag."

Honesty is the best policy. If a candidate admits they don't know much about the company but mentions they've heard others speak highly of it and are eager to learn more, that's "a green flag," Steinbach said.

2. At this stage in your career, what are you looking for in your next opportunity? How does this role and the company culture align with your expectations?

"If they say they expect to be promoted within the next eight to 12 months and you know that your organization doesn't offer career planning or succession planning and that the person in the next-level role isn't planning to go anywhere anytime soon, the candidate's response would indicate that they might not be a good fit for the role," Wauford said.

"Green-flag responses are those that align with your company expectations of the role or what their direct supervisor expects."

3. Tell me about a time when you disagreed with a colleague and how you resolved the issue.

"This prompt provides information about the candidate's conflict-resolution skills and their ability to take accountability for any part they may have played in a problem," Cenedella said.

"When a candidate blames other people for conflict or project failures rather than taking accountability for the role they played in the situation, that's a big red flag. It can also be a red flag if they say they've never had any conflict. That either demonstrates dishonesty or passiveness."

4. Describe a specific example of how your work impacted your company's bottom line.

"When a candidate can't articulate the value they would bring to your business specifically, or if they don't understand the basic information about what your business does and who it serves, that's a big red flag," Cenedella said.

"A green flag is when a candidate can provide concrete, numbers-based examples of their prior experience and how they could do something similar at your company," Cenedella added. "Good candidates should understand your company and have a vision about where they would fit into it."

Steinbach also uses this prompt to gauge a candidate's collaborative and problem-solving abilities.

"I look to hear about their past work examples that correlate to the scenario and 'we' versus 'I' statements," Steinbach said. "Anyone who is too 'I' focused seems less open to collaboration, which can be a potential red flag, whereas those using a mix of 'we' and 'I' show they're collaborative and able to take accountability, which can be a potential green flag."

5. What attributes does your ideal manager possess?

"Recruiters should ensure that the candidate's response to this question closely represents the company's culture," said Maurice Wiggins, the head of global diversity, equity, and inclusion at Google. "If the candidate's responses align with current company leadership, companies will likely retain the employee over time based on the culture fit, which is critical to retention and reducing employee turnover."

6. What assistance do you typically receive from others you work alongside? How integral is having support and a shared workload to your success?

"If your organization runs very lean and employees must wear many hats, someone who is used to having multiple players that are responsible for a key part of the workload may not thrive in your company culture," Wauford said.

"What's most important during the hiring process is that there is clear communication about the needs and responsibilities of the role and how that role impacts the productivity of the team."

7. Do you have any questions?

"I also always leave time at the end of an interview for the candidate to ask questions, and I appreciate people who have put in thought and effort and ask questions beyond 'Tell me about your culture' or something else that's a bit generic," Steinbach said.

"A candidate can ask about the culture but do so in a way that shows effort, such as 'I saw on your LinkedIn page that your company did X, tell me more about that,' or something that shows they care about the company."

Wed, 03 Jan 2024 05:43:00 -0600 en-US text/html https://www.businessinsider.com/best-recruiter-interview-questions-senior-job-candidates-2024-1
What Is Human Resources? (2023 Guide)

What Is Human Resources?

The principal purpose of human resources is managing a business’s workforce. They see employees through every phase of their employment, from the hiring process to training to offboarding. As a result, the HR department has a wide range of duties.

HR oversees a company’s staffing efforts, like job listings and screening resumes. Hiring managers are usually responsible for interviews and final hiring decisions, while HR handles the onboarding of new hires. HR may also provide employee training or oversee training programs.

Once an employee completes onboarding and training, human resources maintain an acceptable workplace culture. They address employee concerns and handle day-to-day issues like employee benefits. When it’s time for an employee to move on to a new employer, HR also oversees the offboarding process.


Key HR Roles and Responsibilities

HR professionals have several important functions within an organization, as they shape the employee experience from start to finish. The department acts as a liaison between employees and managers, ensuring both uphold their part in the workplace.

The responsibilities of HR may include:

  • Recruiting and hiring: Creating job listings and screening applications
  • New employee onboarding: Issuing new hire paperwork and integrating new employees into the system
  • Training and development: Developing and administering training programs, including ongoing training initiatives
  • Payroll and compensation: Ensuring accurate and timely employee compensation and addressing employee concerns about payroll
  • Benefits administration: Handling employee benefits like health, dental and retirement plans
  • Performance management: Evaluating employee competencies and providing feedback
  • Employee relations: Fostering a healthy and ethical work environment
  • Regulatory compliance: Ensuring compliance with the company’s code of conduct as well as employment laws
  • Workplace safety: Maintaining a safe work environment for employees and compliance with OSHA requirements
  • Organizational development: Providing continual learning and professional development opportunities

HR Compliance

Not only does compliance with labor laws keep employees protected, but it also reduces legal risks for the employer. Human resources is responsible for ensuring employers adhere to internal policies as well as state and federal regulations. To ensure compliance, HR professionals have to be well-versed in employment laws and company policy. Violations of employment laws can lead to costly litigation, so HR departments act as a proactive safeguard, preventing violations before they happen.

Beyond preventing legal action, the human resources department also ensures employees and managers abide by company policy. The department may field complaints about inappropriate behavior or discrimination. They also ensure employees’ rights are protected. HR oversees hiring and offboarding processes, ensuring that the company doesn’t violate equal employment opportunity regulations.


Organizational Development

Another essential aspect of human resources management is maintaining a positive workplace environment through professional development. Organizational development initiatives might include:

  • Employee workshops
  • Diversity, equity and inclusion initiatives
  • Wellness programs
  • Department restructuring

Organizational development can happen at the individual level, with a mentor coaching a single employee. It can also involve one or more entire departments, as with a group masterclass. Organizational development can improve retention and employee engagement when implemented effectively.


HR Job Descriptions

A human resources department covers a broad scope of specific job titles with varying levels of seniority. Smaller businesses may have just one HR professional, while larger organizations may have an entire department of employees. Common types of HR professionals include:

  • HR Manager: Oversees a team of HR professionals
  • Recruiter: Manages the hiring process, from screening candidates to onboarding new hires
  • HR Director: Manages employee relations and compensation and ensures compliance
  • HR Coordinator or Generalist: Handles general HR duties, including company policy creation and employee relations
  • HR Information Specialist: Works with the IT department to manage recruiting software and benefits portal

Talent Acquisition

The human resources team also oversees the talent acquisition process. HR ensures that job listings accurately represent the job duties and requirements. The department is often involved in the screening process, though either an HR professional or a hiring manager may schedule and conduct interviews.

Any assessments or background checks applicants must undergo are typically the responsibility of HR. When an employee completes all the screening requirements, human resources is the department that extends job offers. Once the candidate accepts the position, HR manages the onboarding process.

HR Skills and Qualifications

As a people-oriented department, human resources professionals need strong interpersonal skills and technical qualifications. Examples of skills an HR professional should have include:

  • Communication
  • Empathy
  • Conflict resolution
  • Organization
  • Collaboration
  • Analytical thinking
  • Emotional intelligence
  • Critical thinking
  • Data entry and typing

Most human resources roles require at least an undergraduate degree. Although positions may require a degree in human resources, many roles may accept candidates with degrees in related fields or who have relevant work experience. Senior positions like the HR Director may require higher degrees. An HR certificate program is another way to qualify for an entry-level role.

Daily HR Duties

HR is a dynamic role with a broad scope of duties depending on the needs of the organization. As such, tasks may vary widely from day to day. On a given day, a human resources professional may do any of the following:

  • Screening applicants: Reviewing applications and resumes and scheduling interviews
  • Onboarding new hires: Extending job offers, training and entering new hire data into company software
  • Addressing employee questions: Fielding inquiries related to employees’ positions
  • Processing payroll: Withholding deductions, distributing payment and pay stubs
  • Offering managers guidance: Advising managers on best practices for compliance
  • Investigating reports of inappropriate behaviour: Assessing employee complaints and determining the best course of action
  • Documenting and reporting policy violations: Taking formal disciplinary action
  • Employee recognition: Developing employee recognition programs to improve engagement and retention
  • Conflict resolution: Mediating conflicts between team members

The human resources department protects employees from mistreatment. Their efforts directly affect the experience of the employee. Beyond fostering employee retention, the daily activities of HR contribute to the overall success of a company’s workforce.


Offboarding

In addition to onboarding new hires, human resources oversees the offboarding process. The department handles resignations, terminations and layoffs. Offboarding can include exit interviews, managing workforce reductions and severance packages. In the offboarding process, the role of HR is to ensure a positive transition for employees and management.

The purpose of exit interviews is to determine why an employee leaves. The insights gained from exit interviews can help inform organizational changes to prevent further turnover. In some cases, positions get eliminated due to downsizing or other factors, and HR must reassign the duties of the eliminated position.


HR Strategic Planning

Human resources is a strategic partner of the management team. HR professionals help leadership develop talent strategies. They also ensure that strategies align with the goals of the business. Strategic planning initiatives can leverage technology to optimize human resource management.

Beyond the operational functions of hiring and firing, HR has evolved to include working with management to develop policies, retention and professional development. Leadership determines the company’s goals, while HR determines what actions managers should take to achieve those goals.

The human resources department might advise on how many employees to hire for growth. They research the job market to determine what salary and benefits packages will attract the best candidates. To develop an actionable and effective talent strategy, the process needs to involve multiple departments.


The Bottom Line

Human resources professionals are responsible for a range of people-focused duties. They handle every aspect of an organization that relates to its workforce. From hiring to offboarding, human resources is the link between a company’s employees and leadership. The department also manages important functions like DEI initiatives and continual learning.

The HR department oversees how a company attracts, develops and retains the best talent. They spearhead organizational development initiatives and ensure compliance and safety in the workplace. When an employee has a concern, HR is responsible for employees feeling heard and understood. All the efforts of human resources contribute to retention efforts and employee engagement.

For HR to be effective, there has to be a strong relationship between the department and management. The department works closely with management to develop a talent strategy that aligns with business goals like growth, innovation and a positive company culture. With a robust and qualified human resources department, companies can ensure their employees thrive and management maintains compliance.


Wed, 06 Dec 2023 10:00:00 -0600 en-US text/html https://www.marketwatch.com/guides/business/what-is-human-resources/
Rapid rise of AI requires HR pros to fine-tune hiring practices

As if hiring and retaining skilled employees was not challenging enough during the pandemic and Great Resignation, companies now must integrate human talent needs with the coming automation boom. More than half of HR professionals anticipate that artificial intelligence will create new roles within their organization in the near future.

“In an era marked by rapid technological advancements, shifting demographics and evolving workplace dynamics, organizations face a multitude of challenges when it comes to hiring and retaining talent,” according to new research from SHL, an HR technology and psychometric science company. “Digital transformation, together with the advancements in AI, is prompting organizations to upskill and reskill their workforce to stay competitive.”

As automation and AI become increasingly pervasive, the nature of on-the-job tasks will continue to evolve. Organizations will shift toward hiring individuals who can adapt and who possess the skills needed to excel in evolving roles rather than solely relying on candidates with experience tailored to current job requirements.

“Our research has pinpointed essential skills that serve as predictors of success across various industries, enabling a more flexible approach to expedite the hiring of top talent,” the study said.

The report made several recommendations to help HR professionals “future proof” hiring in this fast-changing environment:

  • Make the most of existing talent. As internal hiring becomes more common, it is imperative to invest in nurturing existing talent pools. This not only saves on hiring costs but also fosters employee loyalty and retention. The talent companies are seeking to fill an open position already may be within their own organization.
  • Leverage assessments. Use assessments as a crucial part of the hiring process. Incorporate cognitive ability assessments, personality questionnaires, skills tests and emerging interactive assessments such as simulations and job fit assessments. These tools provide valuable insights into candidates’ skills and suitability for specific roles.
  • Prioritize candidate experience. The hiring process often is a candidate’s first interaction with prospective employers. Ensuring this experience is positive can enhance the organization’s reputation and help attract top talent. Four in 10 organizations neglect to provide candidate feedback during the hiring process, although this is expected by individuals who invest their time.
  • Stay agile and adaptive. Maintain agility and adaptability in hiring practices. Continuously monitor industry trends, technological advancements and changing demographics to evolve hiring strategies accordingly.

Related: How AI and automation will simplify the benefits landscape

“The hiring practices an organization adopts are crucial for its success,” the report said. “Having close strategic alignment between HR and the rest of the business can ensure hiring decisions are efficient and effective. This is increasingly important as talent acquisition costs rise and account for a larger percentage of an organization’s budget. Despite this, most organizations are maintaining or increasing hiring budgets, indicating the value of getting hiring right.”

Thu, 04 Jan 2024 23:14:00 -0600 en text/html https://www.benefitspro.com/2024/01/05/rapid-rise-of-ai-requires-hr-pros-to-fine-tune-hiring-practices/?slreturn=20240005090005
Best HR software of 2024

The best HR software makes it simple and easy to manage employees, covering everything from hiring to training, to benefits and taxes.

Best HR software: quick menu

This can be especially useful to businesses that don't want the hassle of having to find a way to manage staff payroll responsibilities. This can especially apply to new businesses or established ones that are rapidly expanding. Normally they'd be required to either learn the relevant legislation or hire one or more staff just to manage this. HR software can work out as more cost-effective than this.





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