To build an effective HR strategy, start by analyzing the company’s business objectives, assessing current HR practices, identifying gaps, and developing plans for talent acquisition, development, and retention. Ensure the strategy aligns with both short-term and long-term goals.
HR flow refers to the movement of employees through various stages of the employment lifecycle, from recruitment to retirement. It includes processes like onboarding, internal mobility, and succession planning to ensure smooth transitions and talent development.
The Ulrich model divides HR functions into four key roles: strategic partner, change agent, administrative expert, and employee champion. It emphasizes the importance of aligning HR practices with business strategy and improving organizational effectiveness.
An HR model is a framework that outlines the structure, roles, and functions of the HR department. Popular HR models include the Ulrich model, which focuses on strategic partnerships, and the Harvard model, which emphasizes employee well-being and organizational success.
The father of HR is often considered to be George Elton Mayo, whose Hawthorne Studies in the 1920s and 1930s highlighted the importance of human relations in the workplace and laid the foundation for modern HR practices.
HR 5S refers to a workplace organization method that includes Sort, Set in order, Shine, Standardize, and Sustain. It helps HR teams create a structured and efficient work environment, reducing waste and improving employee performance.
Prime HRM refers to a comprehensive approach to human resource management that focuses on recruitment, employee relations, compensation, and training. It helps organizations attract, retain, and develop top talent while maintaining compliance with legal and ethical standards.
The 5 C’s of HRM are compliance, competence, compensation, culture, and communication. These elements ensure that HR practices align with legal requirements, support employee growth, and foster a positive work environment.
An HR philosophy is a set of principles that guide how an organization manages its people. It reflects the company’s values, priorities, and approach to areas such as talent management, employee engagement, and organizational culture.
The AMO theory in HR stands for Ability, Motivation, and Opportunity. It suggests that employee performance is driven by these three factors and highlights the importance of developing employee skills, fostering motivation, and providing opportunities for growth.
