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This evening I attempted to break the HR function into silos.
I think about the function in the following segments (no particular order):
* Compensation
* Benefits
* Labor and Employee Relations
* Recruiting
* Talent Management
* Learning and Development
* Corporate HR (Generalists/Business Partners)
* Field HR (Representatives and Location Managers)
* HR Analytics / Operations
* Administrative Work / Payroll
Every company is going to structure their departments differently (some of these will either be merged or not exist at all depending on company), but I 1. Some companies are also going to have Diversity/Inclusion and Employee Engagement as their own departments, I think.think the above groupings encompass HR as a discipline pretty well. 1
Did I get it right?
Please share your thoughts below.
Best,
Rory
If you have questions about something you’ve read here (or simply want to connect) you can reach me at any of the following addresses:
SomethingDifferentHR@gmail.com OR rorytrotter86@gmail.com
@RoryCTrotterJr
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You nailed it. Like you said organizations will combine the functions to suit their needs. Since you mentioned HR generalist are you proponent of generalist or specialist? I know it’s an ongoing debate in our community but I want your input on the issue. I see the advantage and disadvantage of both but I’m a proponent specialist.