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The 7 C’s of HRM include Culture, Compliance, Communication, Compensation, Competence, Commitment, and Change, ensuring holistic HR management.

The seven pillars of HR management include recruitment, compliance, employee relations, training, compensation, performance management, and workforce development.

The five pillars of HR—recruitment, employee engagement, training, compliance, and performance management—are essential for successful workforce management.

The most important aspects of HR include compliance, employee engagement, recruitment, performance management, and organizational development.

CHRO stands for Chief Human Resources Officer, a senior leader responsible for overseeing HR strategy, compliance, and workforce management.

HR SS (Shared Services) refers to centralized HR functions that support various HR operations, improving efficiency across the organization.

CRM and EMR differ in their applications; CRM focuses on customer and employee management, while EMR is primarily used in healthcare settings.

CRM tools help manage employee relations, streamline communication, and provide insights into workforce engagement, similar to their role in customer management.

CRM (Customer Relationship Management) can be considered both a tool and a skill, essential for managing employee and customer relations.

The HR life cycle represents the various stages of an employee’s journey within an organization, from hiring to offboarding.