Training and development:

The on-boarding process is an organization’s first step in creating a good working relationship with new employees (Sondhi, 2018). Learning and Development (L&D) sector of HR not only makes sure that all applicable regulations are followed and promotes the development of employees’ skills, but it also offers training that is especially made to prepare the most promising workers for management and supervisory roles.

ROI Analysis

Businesses use return on investment (ROI) as a statistic to evaluate the effectiveness of expenditure in relation to the total cost of the investment ((Ben-Gal, 2019)). Human resource return on investment (HR ROI) provides quantifiable indicators and proof of how HR operations benefit the business, hence supporting the legitimacy of people’s activities. Only if the benefits of a training and development program can be demonstrated are they worthwhile (Ben-Gal, 2019). The benefits of a program cannot be said to be beneficial if they cannot be independently confirmed ((Ben-Gal, 2019)). With the aid of ROI, businesses are more inclined to reevaluate their support programs during lean periods, which are typically secondary to the company’s primary goal.

Coaching and Mentoring

HR and L&D departments create and manage coaching and mentoring programs. Their responsibilities include selecting coaches and mentors, recognizing performance gaps, gauging success, and maintaining relationships, all of which have an impact on the effectiveness and outcomes of coaching (Al Hilali et al., 2021). When applied properly, coaching and mentoring are effective solutions. Teams from HR and L&D also assess any models’ applicability, credibility, and relevance (like, GROW or COACH) (Al Hilali et al., 2021). When choosing external coaches and mentors, they need a specified set of criteria to satisfy both individual and organizational needs.

Self-evaluation

It is critical for professionals in the peoples’ management industry to periodically evaluate their own performance. People-practice managers must realize that they hold their team to a higher level because coaching and mentoring are widely applicable to the work. People-managers need to assess their own skills and talents in order to effectively function as coaches and mentors.

Safety and risk Management

The welfare of employees is the responsibility of the employer. The frequency of workplace accidents and fatalities must be decreased, and the People Practices team’s top aim is to do this by paying closer attention to record keeping and implementing new risk-mitigation strategies.

Cost-Benefit Analysis

Prior to making a financial commitment, it is customary to consider the advantages and disadvantages of a particular action (Mishan & Quah, 2020) . Basic human resources tasks include handling benefits, ensuring the payroll is completed correctly and in compliance with rules, and communicating with employees. Through a cost and benefit analysis, where the presence of more benefits than costs indicates the importance of safety and risk management to the organization, it is possible to determine how safety and risk management benefits the organization. Numerous HR duties actually end up costing the company money because they don’t always result in income (CIPD, 2021). As a result, many companies cut costs by decreasing their HR expenditures. Others suggest assigning internal or external HR duties.