12 Carrer Options in HR - Deepstash
12 Carrer Options in HR

12 Carrer Options in HR

HR can be broken into areas:

  1. HR Generalist
  2. Employee experience - aims to create a healthy, engaging working environment
  3. Employee relations - develops trust between organization & employees
  4. Business Partner - builds talent strategy approaches to help the business reach its goals
  5. Learning & development - focus on learning needs & the development of people
  6. Organization design - focus on culture
  7. Inclusion & diversity
  8. People Analytics - uses data to improve organizational decision-making
  9. People Consultant - in-house coaching
  10. Resourcing
  11. Rewards - make sure benefits are right
  12. Talent Management

5

STASHED IN:

4

I looked into areas of HR as I am exploring the opportunity for @deepstash to be used by teams and organizations. I was quite surprised of all the niches.

STASHED IN:

1 Comment

MORE IDEAS FROM HR Career options

At the macro level, L&D is about understanding the organisation strategy and its future capability needs in order to identify learning priorities across the organisation. On an individual level, it’s about creating learning environments where employees can continuously develop to be their best.

L&D specialists put in place learning initiatives that enable organizations to constantly evolve and develop. Motivational and behavioural science are key to impactful learning, while learning is about much more than just attending courses. 

STASHED IN:

2

People analytics specialists are problem solvers, who use data with other forms of evidence to enable effective decision making.

Lots of them focus on compensation analysis. Measuring productivity is also an area of interest.

STASHED IN:

2

OD&D specialists help enable the success of organisation strategy by bringing together all parts of the organisation to make sure ‘the system’ operates at its best. They’ll look at both the ‘hard’ elements (structures, systems, policies and metrics) and ‘soft’ elements of an organisation (culture, values, behaviours and relationships), combining these into a wider, integrated ecosystem.

STASHED IN:

2

Focuses on all the interactions an employee has with their employer. It’s closely related to employee engagement which focuses on creating a great working environment for organizations to get the most out of their people. This, in turn, is likely to drive productivity, improve products and services, innovate, aid retention, and create a great employer brand to attract new talent.

An employee experience specialist is also of the well-being of people & can transform the way people feel about their work.

STASHED IN:

2

Deepstash helps you become inspired, wiser and productive, through bite-sized ideas from the best articles, books and videos out there.

GET THE APP:

RELATED IDEA

How to Build a Digital Marketing Team in 2021

The new generation of marketing champs are not using papers and billboards anymore, they use the World Wide Web.

Whether you are a small business owner or an Enterprise, you will need a back-office that runs through cyberspace. Let's cover the essentials.

4

STASHED IN:

27

The model of future work

By 2030, up to 30 to 40 percent of all workers in developed countries may need to move into new occupations or upgrade their skill sets. Skilled workers in short supply will become even scarcer. Any company that doesn't join the early adopters and doesn't address its underlying talent needs may fall short of reaching its goals.

6

STASHED IN:

222

The work environment is shifting rapidly

The skills needed to succeed in today's work environment are constantly changing. A Gartner analysis revealed that in 2018, U.S. job postings in IT, finance, and sales roles needed an average of 17 skills. The same types of roles now require an average of 21 skills, including eight new skills. At the same time, 29% of the skills may be obsolete the following year.

Organisations are struggling to keep up with changing skills and must find or develop the skills they need.

2

STASHED IN:

6

The skills needed for today's working environment are changing rapidly. The current strategy to reskill and upskill is too slow. It requires organizations to rethink the boundaries of solutions to skills gaps.

STASHED IN:

0 Comments