HR KNOWLEDGE DOMAINS AND FUNCTIONAL AREAS

HR Expertise has been grouped into four broad Knowledge Domains: People, Organization, Workplace, and Strategy. These four Domains are associated with HR Functional Areas of knowledge. There are 15 HR Functional Areas of knowledge. The HR Functional Area of Business & HR Strategy forms its own Knowledge Domain of Strategy and the remaining 14 HR Functional Areas form part of three Knowledge Domains – People, Organization, and Workplace. Let’s look into the functional areas in detail.

PEOPLE

1. Talent Acquisition and Retention – aimed at building and maintaining the workforce. HR programs such as sourcing, recruiting, hiring, on-boarding, orientation and retention help in achieving this.
2. Employee Engagement – HR demonstrates employer employee relationship from both individual and organizational perspectives and sets appropriate expectations for performance and behavior from employees at all levels.
3. Learning and Development – HR establishes value by identifying and creating learning opportunities that increase employee capability and organizational knowledge.
4. Total Rewards – HR determines direct and indirect remuneration approaches that employers use to attract, recognize, and retain workers

ORGANISATION

1. Structure of the HR Function – HR includes the people-related processes, theories, and activities used to deliver HR services that create and drive organizational effectiveness
2. Org Effectiveness and Development – HR determines value by aligning the organization’s vision, mission, and goals with day-to-day operational activities, including organizational design, development, performance measures and standards.
3. Workforce Management – HR demonstrates value by facilitating financial and operational growth, continuity, or stability.
4. Employee and Labour Relations – refers to any dealings between the organization and its employees regarding the terms and conditions of employment
5. Technology Management – refers to the use of tools, technologies, and systems that support the gathering, analysis, and reporting of workforce information and efficient collaboration and communication throughout the organization

WORKPLACE

1. HR in the global context – focuses on organizational growth and workforce-related issues and impacts, viewed from domestic, multinational, transnational, and global perspectives
2. Diversity and Inclusion – involves the qualities, life experiences, personalities, education, skills, competencies, and collaboration of the many different types of people who are necessary to propel an organization to success
3. Risk Management – Identification, assessment, and prioritization of risks to minimize, monitor, and control the probability and/or impact of unfortunate events or to maximize the realization of opportunities.
4. Corporate Social Responsibility – represents the organization’s commitment to operate its business in an ethical and sustainable manner
5. Employment law and Regulations – deals with the knowledge and application of all country specific laws and regulations relating to employment

STRATEGY

1. Business & HR Strategy – involves organizational planning to achieve success and create value for stakeholders

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