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The responsibilities of human resources generalists can vary widely, depending on their employer's needs." Specialists, conversely, work in a specific HR function. Some practitioners will spend an entire career as either a generalist or a specialist while others will obtain experiences from each and choose a path later.
Now, human resources focus on the people side of management. [15] There are two real definitions of HRM (Human Resource Management); one is that it is the process of managing people in organizations in a structured and thorough manner. [15] This means that it covers the hiring, firing, pay and perks, and performance management. [15]
The function of human resources management is to provide the employees with the capability to manage: healthcare, record keeping, promotion and advancement, benefits, compensation, etc. The function, in terms of the employers benefit, is to create a management system to achieve long-term goals and plans.
Strategic human resource management is "critical importance of human resources to strategy, organizational capability to adapt to change and the goals of the organization"[citation?]. In other words, this is a strategy that intends to adapt the goals of an organization and is built off of other theories such as the contingency theory as well as ...
E-HRM is the planning, implementation and application of information technology for both networking and supporting at least two individual or collective actors in their shared performing of HR activities. [1] E-HRM is not same as HRIS (Human resource information system) which refers to ICT systems used within HR departments. [2]
The human resources function has a leadership role in helping shape the culture of the company. Ensuring that the values of the company are communicated and understood at all levels, providing clarity as to the expected behavior of all employees and the development of a high performance culture are important aspects of the CHRO role.
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