The document outlines various aspects of human resource management, including talent acquisition, recruitment, management, and the importance of technology in modern HR practices. It highlights the roles of HR professionals in maintaining ethical standards, ensuring legal compliance, and utilizing human resources information systems to enhance efficiency and data analysis. Additionally, it emphasizes the benefits of e-recruiting, virtual training, and management in improving employee retention and performance.

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• Talent Acquisition: focuses on the long-term strategic planning required to identify, attract, and hire the top talent
necessary to meet the organization's needs.
• Talent Recruitment: involves identifying, attracting, and hiring suitable candidates to fulfill specific job openings
and meet business needs.
• Talent Management: helps organizations identify key positions vital for long-term success, develop a pool of high-
potential employees to fill these roles, and establish a framework for managing performance, developing leaders,
retaining talent, and fostering organizational commitment.
• Compensation and Benefits: design competitive compensation and benefits packages to attract and retain talent.
• Employee Relations: manage employee relations issues, such as conflict resolution, employee grievances, and
workplace investigations.
• Training and Development: develop and implement training programs and professional development
opportunities for their employees.
• Performance Management: design human resource metrics and implementing performance management
systems to evaluate employee performance and align it with organizational goals.
• Legal Compliance: ensure that organizations are compliant with labor laws and regulations, including employment
standards, workplace safety, and anti-discrimination policies.
Other Activities:

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Code of ethics provides a framework for ethical behavior and professional conduct in HRM. It ensures
integrity, fairness, and responsibility. Its function is to guide HR professionals and departments in
upholding the rights, safety, and interests of all stakeholders. They are generally categorized into the
following:
• Duties to the Public: HR professionals must act ethically, lawfully, and with integrity. They should
report illegal acts, maintain competence, follow best practices, and pursue ongoing professional
development.
• Duties to the Profession: HR members should uphold the profession's reputation by avoiding
misconduct, following the Code, reporting violations, promoting a positive public image, and
cooperating with disciplinary processes.
• Duties to Clients and Employers: HR professionals must prioritize the best interests of their clients and
employers, ensure impartiality, avoid conflicts of interest, communicate transparently, keep accurate
records, and protect confidentiality.
• Duties to Individuals: HR professionals should advance dignity, equity, health, and safety for all. They
must respect privacy, report risks of harm, and avoid discrimination or harassment.
Code of ethics:

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• Technology has a significant impact on HR practices. Utilizing technology makes information
more accessible within organizations, eliminates time doing administrative tasks, allows
businesses to function globally, and cuts costs. Information technology has improved HR
practices in the following areas:
E-recruiting:
• Recruiting has mostly been influenced by information technology. In past, recruiters relied
on printing in publications and word of mouth to fill open positions. HR professionals were
not able to post a job in more than one location and did not have access to millions of
people, causing the lead time of new hires to be drawn out and tiresome. With the use of e-
recruiting tools, HR professionals can post jobs and track applicants for thousands of jobs in
various locations all in one place. Interview feedback, background checks and drug tests,
and onboarding can all be viewed online. This helps HR professionals keep track of all of
their open jobs and applicants in a way that is faster and easier than before. E-recruiting also
helps eliminate limitations of geographic location.
Modern HR practices:

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Human resources information systems:
• HR professionals generally handle large amounts of paperwork on a daily basis,
ranging from department transfer requests to confidential employee tax forms.
Forms must be on file for a considerable period of time. The use of human
resources information systems (HRIS) has made it possible for companies to store
and retrieve files in an electronic format for people within the organization to
access when needed, thereby eliminating the need for physical files and freeing up
space within the office. HRIS also allows for information to be accessed in a timelier
manner; files can be accessible within seconds. Having all of the information in one
place also allows for professionals to analyze data quickly and across multiple
locations because the information is in a centralized location. Human resource
analytics can improve human resource management.
Modern HR practices:

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• Technology allows HR professionals to train new staff members in a more efficient manner. This gives employees
the ability to access onboarding and training programs from virtually anywhere. This eliminates the need of
organizing costly face-to-face training and onboarding sessions. It allows management's to provide necessary
training for job success and monitor progress of their employees through virtual classrooms and computerized
testing, predict the risk of employee turnover through data analysis, help HR to formulate relevant talent
retention and incentive strategies, improve the personal development of the company, and maintain metrics
that aid in performance management.
• Human resource metrics are measurements used to determine the value and effectiveness of human
resources (HR) initiatives, typically including such areas as turnover, training, return on human capital, costs of
labor, and expenses per employee.
• Virtual management also allows HR departments to quickly complete necessary paperwork for large numbers of
new employees and maintain contact with them throughout their entire professional cycle within the
organization. Through virtual management, employees gain greater control over their learning and
development, feel more engaged with the organizational culture, and can participate in training at a time and
place of their choosing, helping them manage their work–life balance and reducing layoffs and turnover.
Virtual management: