1. Nine Basic Elements of Human Resource Practices
Planning and Appraisal: How an organization sets goals, plans performance,
provides ongoing coaching, and evaluates performance of employees (individuals
and/or teams).
Individual and Team Development: How an organization identifies the needs for
employee skill development, education, and growth and how they meet those
needs.
Career Planning: How an organization strives to help employees to learn their
strengths and to match these strengths, aptitudes, preferences, and abilities to
future work.
Hiring: How an organization defines and fills positions and roles with qualified
people from within and/or outside the organization; how an organization orients
these new employees.
Career Pathing: How an organization (for key positions and roles) determines the
logical progression of jobs, roles, assignments, and development to provide a
sufficient pool of qualified candidates and incumbents.
Succession Planning: How an organization systematically identifies key roles and
positions, determines performance requirements and targets a group of people to
fill these positions and roles in the future.
Job Design: How an organization determines the best methods for accomplishing
a work product or result. The two major types are the individual job and the team.
Classification: The systematic process for evaluating the size and appropriate
salary ranges for different jobs and roles in an organization.
Compensation/Recognition/OtherRewards: How an organization pays and
rewards employees (individuals and/or teams), through salary, bonuses, benefits
and/or non-financial rewards.