HR Functions
Uploaded by
ARGHA CHAKRABORTYHR Functions
Uploaded by
ARGHA CHAKRABORTYTopic- Human Resource Management
Submitted by– Date -11/07/2025
Argha Chakraborty HR Department
❑ HR FUNCTION:-
o
HR Planning,
o Talent Acquisition & Recruitment,
o Onboarding & Induction,
o Employee Relations,
o Compensation & Benefits,
o Performance Management,
o Learning & Development,
o Employ Engagegement and Retetion,
o HR Complience
➢ The HR function overview provides a comprehensive understanding of the role of human resources within an
organization, including its responsibilities and functions related to recruitment, training, performance management,
and employee relations. It serves as a guide for HR professionals to effectively manage and support the workforce
in alignment with the organization's goals and objectives.
❑ Introduction to Human Resource Management
✓ Human Resource Management (HRM) is the strategic approach to
effectively managing people in an organization.
✓ It plays a critical role in shaping company culture, building talent, and
aligning workforce capabilities with business goals.
✓ HR is no longer just about hiring and payroll — it is a key driver of
performance, employee satisfaction, and organizational success.
✓ This presentation highlights the core functions of HR, offering a
clear understanding of how HR contributes to business growth and
employee development.
❑ HR PLANNING STRATEGIES
IDENTIFICATION OF NEEDS
HR planning means finding out how many people the company needs
now and in the future. It also includes making plans to hire, train, and
keep the right employees.
ALIGNMENT WITH BUSINESS
A main part of HR planning is matching HR goals with the company’s
goals, so the employees are ready to help the business grow in the
right direction.Ask ChatGPT
CHECK AND IMPROVE HR ACTIONS
A key part of HR planning is making sure HR goals match the
company’s goals. This helps build a workforce that supports the
company’s growth and success.
2
❑ TALENT ACQUISITION & RECRUITMENT PROCESS
DEFINITION:- Talent acquisition means finding and hiring skilled people for the company .
RECRUITMENT PROCESS:- Recruitment is a part of talent acquisition that focuses on filling
open jobs.
IMPORTANCE OF RECRUITMENT:- The recruitment process starts when a company needs to hire
someone and ends when the best candidate gets a job offer.
BENEFITS OF TALENT ACQUISITION Good talent acquisition and recruitment help companies find the
AND RECRUITMENT best people, keep them longer, and improve performance.
3
❑ ONBOARDING BEST PRACTICES
CLARITY AND COMMUNICATION
Good onboarding helps new employees feel welcome and
start strong.
SUPPORT AND CONNECTION
Giving new employees a mentor or buddy helps them adjust
to the company faster.
CONTINUOUS LEARNING AND GROWTH
New employees should get training to learn the skills they
need for their job.
4
❑ EMPLOYEE RELATIONS:
(BUILDING A POSITIVE WORKPLACE CULTURE)
• IMPORTANCE OF POSITIVE WORKPLACE CULTURE
Employee relations helps create a positive and
respectful workplace.
• BENEFITS OF STRONG EMPLOYEE RELATIONS
Employee relations focuses on building a positive,
respectful, and supportive workplace.
5
❑ COMPENSATION & BENEFITS:
(ENSURING EMPLOYEE SATISFACTION)
1 IMPORTANCE OF COMPENSATION & BENEFITS
Compensation and benefits are key to keeping employees happy and
motivated.
2 MOTIVATION AND ENGAGEMENT
Compensation and benefits are important for employee happiness and
motivation
3 ENHANCING EMPLOYEE WELL-BEING
Compensation and benefits play a key role in employee satisfaction and
performance.
4 CREATING A POSITIVE WORK ENVIRONMENT
A strong compensation and benefits strategy helps build a positive
workplace and keeps employees satisfied.
6
❑ PERFORMANCE MANAGEMENT:
(SETTING GOALS AND EVALUATING PROGRESS)
• IMPORTANCE OF GOAL SETTING
Performance management means setting clear goals for employees and checking their
progress regularly.
When employees have specific and measurable targets, it helps everyone stay focused
and work toward the same results.
• BENEFITS OF PROGRESS EVALUATION
By checking employee progress, managers can find where help or training is
needed.
This improves performance and makes the team more productive.
7
❑ LEARNING & DEVELOPMENT
IMPORTANCE OF DEVELOPMENT
Learning and development programs are key to helping employees grow and
succeed. They create a culture of continuous improvement by offering chances to
build new skills and knowledge. This ensures the workforce stays competitive,
skilled, and ready to adapt in a fast-changing business world.
TYPES OF PROGRAMS
One way to support employee growth is through structured training programs.These
programs focus on building specific skills — from technical knowledge to leadership
abilities — and can be tailored to each employee’s role and career goals.
ALTERNATIVE METHODS
Along with formal training, companies can support learning through mentorship, job rotations,
and cross-functional projects.
8
❑ EMPLOYEE ENGAGEMENT STRATEGIES
IMPORTANCE OF EMPLOYEE ENGAGEMENT
• Employee engagement helps boost productivity and keep top talent in the company.
• It includes creating a positive work environment, offering growth opportunities, and recognizing
employees for their efforts.
EFFECTIVE COMMUNICATION STRATEGIES
• Open communication is a big part of keeping employees engaged.When companies share
• information, listen to feedback, and involve employees in decisions, it builds trust and teamwork.
9
❑ HR COMPLIANCE:
(LEGAL REQUIREMENTS AND BEST PRACTICES)
➢ COMPREHENSIVE GUIDE
• Follows all laws and rules related to employee management
• Covers fair hiring, workplace safety, and proper employee treatment
• Helps avoid legal issues and builds a respectful, trusted work culture
➢ PROTECT ORGANIZATIONS
• HR compliance means following all laws and rules related to managing people at
work.
• It includes fair hiring, proper treatment of employees, and maintaining a safe
workplace.
• By knowing the laws and following best practices, companies can avoid legal
troubles and keep a good reputation.
10
❑ Conclusion
The HR function plays a pivotal role in aligning workforce capabilities with
organizational goals.
From recruitment and onboarding to performance management and compliance,
each HR activity contributes to a cohesive and productive work environment.
A strategic approach to HR ensures employee engagement, retention, and
continuous development—driving long-term success.