Chapter 4: People PDF
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Colorado State University
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This chapter focuses on the People knowledge domain, a significant area within the HR field. It outlines the five functional areas crucial to HR strategy: HR Strategy, Talent Acquisition, Employee Engagement & Retention, Learning & Development, and Total Rewards. This chapter also covers the critical skills and knowledge of HR professionals, including their roles in creating and executing HR strategy, acquiring and developing talent, and maintaining a satisfied workforce. Key concepts are the activities necessary to achieve organizational success and create value for stakeholders.
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## Chapter 4: People The People knowledge domain counts toward 18 percent for both exams. This domain covers the essential HR knowledge needed for relating to people. The following are the functional areas that fall within the People knowledge domain: - Functional Area 1: HR Strategy - Functional...
## Chapter 4: People The People knowledge domain counts toward 18 percent for both exams. This domain covers the essential HR knowledge needed for relating to people. The following are the functional areas that fall within the People knowledge domain: - Functional Area 1: HR Strategy - Functional Area 2: Talent Acquisition - Functional Area 3: Employee Engagement & Retention - Functional Area 4: Learning & Development - Functional Area 5: Total Rewards HR professionals are expected to know how to perform the following Body of Applied Skills and Knowledge (BASK) statements for the People knowledge domain: - Creating and setting the strategic direction of the HR function - Acquiring and developing the talent necessary for pursuing organizational goals - Maintaining a satisfied and engaged workforce while minimizing unwanted employee turnover - Developing a total rewards program that maximizes the effectiveness of the organization's compensation and benefits. ### Functional Area 1: HR Strategy Here is SHRM's BASK definition: "HR Strategy involves the activities necessary for developing, implementing, managing and evaluating the strategic direction required to achieve organizational success and to create value for stakeholders." All career levels of HR are expected to support and contribute to the strategic direction and role of HR. HR professionals must be able to identify and understand the organization's strategic initiatives, plans, and direction for decision-making as well as contribute to the organization's overall strategy. All of that involves understanding the internal and external environments and utilizing the organization's mission and vision as a focus for determining where HR can support goals and sustain a competitive advantage.
