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The 21s of HR
The 21 Components of a Successful Human Resources Department
Your HR department is the lifeblood of your entire organization. From an employee’s first day to their last their success and the success of the company run through your HR department.
The staff and skills required however can be daunting. Your HR team must be skilled, multifaceted, and experienced to run a healthy company. Recruitment, legal requirements, growth, and culture all depend on a fully functioning HR department.
What does it take to meet those needs? The 21s of HR.
The Circle Strategies' 21s of HR
Recruitment and Staffing
Responsible for attracting, screening, and hiring qualified candidates for job openings within the organization. This includes developing job descriptions, posting job ads, conducting interviews, and making hiring decisions.
Onboarding and Orientation
Facilitates the integration of new employees into the organization, providing them with the necessary training, resources, and information to perform their roles effectively. This includes orientation programs, introduction to company policies, and initial training.
Employee Training and Development
Manages ongoing professional development and training programs to enhance employees’ skills and knowledge. This includes organizing workshops, seminars, e-learning, and leadership development programs.
Performance
Establishes performance standards and evaluates employees’ job performance. This includes setting performance goals, conducting performance reviews, providing feedback, and implementing performance improvement plans.
Compensation Benefits
Designs and administers employee compensation and benefits programs, including salary structures, bonuses, health insurance, retirement plans, and other perks. Ensures that the compensation packages are competitive and aligned with industry standards.
Employee Relations
Maintains positive relationships between the organization and its employees. This includes handling employee grievances, resolving workplace conflicts, and ensuring compliance with labor laws and company policies.
Compliance and Legal
Ensures the organization complies with federal, state, and local employment laws and regulations. This includes managing employee records, monitoring legal developments, and implementing necessary policy changes.
Work Safety and Health
Develops and implements health and safety programs to ensure a safe working environment. This includes conducting safety audits, providing safety training, and managing workplace injury and illness prevention programs.
Diversity and Inclusion
Promotes a diverse and inclusive workplace by implementing policies and practices that ensure equal opportunity and fair treatment for all employees. This includes diversity training, creating inclusive hiring practices, and fostering a culture of respect.
HR Information System (HRIS)
Manages HR information systems to maintain accurate employee data and streamline HR processes. This includes maintaining employee records, managing payroll systems, and ensuring data security and privacy.
Succession Planning
Identifies and develops internal talent to fill key leadership positions within the organization. This includes assessing potential leaders, providing targeted development opportunities, and creating succession plans.
Engagement and Retention
Implements strategies to increase employee engagement and reduce turnover. This includes conducting employee surveys, organizing team-building activities, and developing recognition programs.
Policy Development and Implementation
Creates and enforces HR policies and procedures that align with organizational goals and comply with legal requirements. This includes developing employee handbooks, updating policies, and ensuring consistent application across the organization.
Labor Relations
Manages the relationship between the organization and its labor unions (if applicable). This includes negotiating collective bargaining agreements, handling union grievances, and ensuring compliance with labor laws.
Compensation
Conducts market research to benchmark compensation packages against industry standards. This includes analyzing salary surveys, reviewing job classifications, and recommending adjustments to ensure competitive pay practices.
Long Term Planning
Aligns HR initiatives with the organization’s strategic goals. This includes workforce planning, budgeting for HR activities, and developing long-term HR strategies to support organizational growth.
Employee Wellness
Develops and manages programs to promote employee health and well-being. This includes offering wellness initiatives, mental health support, fitness programs, and health education.
Conflict Resolution
Facilitates the resolution of workplace conflicts through mediation, counseling, and other conflict resolution techniques. This includes addressing interpersonal issues and fostering a harmonious work environment.
Exit Management
Manages the process of employee separation from the organization. This includes conducting exit interviews, processing final payments, and ensuring a smooth transition for departing employees.
Change Management
Supports the organization through periods of change by developing change management strategies and ensuring effective communication. This includes helping employees adapt to new processes, technologies, and organizational structures.
Talent Management
Develops and implements strategies to attract, develop, and retain top talent within the organization. This includes career development programs, talent assessments, and succession planning.
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