HR Functional Areas of Knowledge Flashcards
The activities involved in building and maintaining a workforce.
Talent Acquisition and Retention
Solidifying the connection among employee, manager, and the organization’s mission, vision, and values.
Employee Engagement
Aligns the organizational business needs with employees’ competencies, knowledge, and skills, effectively closing the gap between them.
Learning and Development
Encompasses direct and indirect remuneration approaches that employers use to attract, recognize, and retain workers.
Total Rewards
Encompasses the people-related processes, theories, and activities used to deliver HR services that create and drive organizational effectiveness.
Structure of the HR Function
Deals with the overall structure and functionality of the organization–that is, measuring the effectiveness and growth of people and processes from long- and short-term perspectives, and leading necessary organizational change initiatives.
Organizational Effectiveness and Development
Enables the organization to meet its talent needs and close critical skill gaps using data-driven processes (e.g., workforce planning, succession planning) that inform HR initiatives.
Workforce Management
Any dealings between the organization and its employees regarding the terms and conditions of employment.
Employee Relations
The use of tools, technologies, and systems that support the gathering, analysis, and reporting of workforce information, as well as effective and efficient collaboration and communication throughout the organization.
Technology and Data
Organizational growth and workforce-related issues and impacts, viewed from domestic, multinational, transnational, and global perspectives.
HR in the Global Context
The qualities, life experiences, personalities, education, skills, competencies, and collaboration of the many different types of people who are necessary to propel an organization to success.
Diversity and Inclusion
The identification, assessment, and prioritization of risks (defined in ISO 31000 as the effect of uncertainty on objectives), followed by the coordinated and economical application of resources to minimize, monitor, and control the probability and/or impact of unfortunate events or to maximize the realization of opportunities.
Risk Management
Represents the organization’s commitment to operate its business in an ethical and sustainable manner.
Corporate Social Responsibility
The knowledge and application of all relevant laws and regulations in the United States relating to employment. These provisions set the parameters and limitations for each HR Functional Area and for organizations overall.
U.S. Employment Law and Regulations
Organizational planning to achieve success and create value for stakeholders.
Business and HR Strategy
