HR compliance

The 5 pillars of HR are recruitment, training, compensation, compliance, and employee relations. These areas ensure effective workforce management and support organizational growth and stability.

The 7 roles of HR include recruitment, training and development, performance management, employee relations, compensation and benefits, compliance, and organizational development. Each role is essential for a well-rounded HR strategy.

The 4 C’s of HRM are competence, commitment, culture, and communication. These factors support the development of a strong workforce and promote organizational success through efficient HR management.

The 3 P’s of HR are people, performance, and process. These elements help HR teams manage workforce productivity, streamline HR processes, and align talent strategies with business goals.

The 5 P’s of HRM are purpose, process, people, performance, and profit. These elements guide HR practices to ensure they are aligned with business goals, drive employee engagement, and contribute to overall organizational success.

HCM in ESG focuses on managing human capital in a way that supports sustainability and ethical governance. It emphasizes employee well-being, diversity, and corporate social responsibility as part of broader organizational sustainability efforts.

The HCM 21 model focuses on strategic human capital management by aligning workforce practices with the company’s long-term goals. It emphasizes employee development, productivity, and innovation to drive organizational success.

HCM (Human Capital Management) is sometimes considered part of an ERP (Enterprise Resource Planning) system, but it specifically focuses on managing workforce-related processes such as recruitment, training, and payroll, unlike broader ERP solutions.

The 5 pieces of HR include talent acquisition, employee development, compensation, performance management, and compliance. Together, these pieces create a comprehensive approach to managing an organization’s workforce.

The 7S model in HR includes strategy, structure, systems, shared values, skills, style, and staff. These elements work together to ensure alignment between HR practices and organizational goals, promoting efficiency and success.