Hiring, firing, human resource development, diversity and discipline (whatever your textbook be says - there should be a chapter on each).
HR can never be honest. It would get their firm sued. Honesty would mean full wage and salary visibility and admitting wrongs done under the color of authority.
The main dimensions of human resource activities include: human resource planning, job analysis, recruitment and selection, training and development, performance appraisal, compensation analysis
Effective Manpower Planning, Efficient Hiring, Compensation and Retention along with providing avenues for growth and development.
First of all use correct phrase. IT is human resource development or management activities. Humans are principle asset of any organization like your own family or home . Modern literature deals with humans like asset. In present times routine work of human resource development department are automated or outsources to specialized firms doing data processing. Even pre listing qualified candidates for a post is all done by these firms /consultants and then put up before compnay management. IN modern organizations humans resource function are therefore more of strategic. Like creating innovation culture and productivity , team spirit , creating an organization in line with future goals of organization, internal communication , feedback and motivation .Sadly in most companies these functions are failures
Organizations do not have goals. CEOs do and most are about feathering to their own nests. Selling or giving them stock was a big mistake. It is an invitation to do rent seek.
The main dimensions of human resource activities can vary depending on the organization and industry, but some common dimensions include:
These dimensions of human resource activities are interconnected and must be managed effectively to support the organization's overall goals and objectives.
The main dimensions of human resource activities consist mainly of Recruitment, Orientation, Performance Management, Training and Development, Incentive Schemes, and Terminations.
We usually consider R to R that is Recruitment to Retirement, Main dimensions to be identified and worked on is Job Analysis, Recruitment, Appraisal not based on target rather on their career perspective and compensation package based on talent
The main dimensions as presented in a systematic and progressive order include:
Procurement:
. Procurement: The recruitment and selection of the work force or human resources.. This include manpower planning, job analysis, vacancy advertisements, job interviews, references, formal engagement,postings, induction and orientation.
2.Training and development: off and on the job trainings, development programmes eg seminars,workshops,conferences, symposia, etc
3.Compensation: Salaries and wages. Remuneration packages, basic plus allowances, bonuses, overtime, etc
4.Maintenance and welfare: incentives and benefits that motivate , including promotions, support and subsidized amenities like canteen, health care,vehicles, savings scheme, leave benefits, grants,longevity awards,etc
5 Integration and industrial relations: Positive personnel policies, collective and productivity bargainings, joint consultations, healthy tripartite relations, healthy dispute resolution mechanisms
6.Disengagement and separations: Resignations, layoffs,dismissals, retrenchments, retirements: compulsory and voluntary and accompanying benefits and entitlements.
In summary, the comprehensive and entire gamut of human resource management is to obtain and utilize human resources to attain optimal organisational effectiveness.
Recruitment and selection, Training and development, Performance appraisals, Teamwork and participation, Compensation/Incentives
(Islami, 2021)
Managing The Human Resource Environment, Acquisition and Preparation of Human Resources, Assessment and Development of Human Resources, and Compensation of Human Resources as stated by Noe et al (2010)
https://industri.fatek.unpatti.ac.id/wp-content/uploads/2019/03/207-Managing-Human-Resources-Human-Resource-Management-in-Transition-Stephen-Bach-Martin-R.-Edwards-Edisi-5-2012.pdf
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