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The Four Domains of HR (en Inglés)
Mohamad Sholihin Bin Abdul Aziz (Autor)
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UwU Publishing
· Libro Físico
The Four Domains of HR (en Inglés) - Mohamad Sholihin Bin Abdul Aziz
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Reseña del libro "The Four Domains of HR (en Inglés)"
"Every HR practitioner knows the feeling. You have delivered everything that was asked of you - the vacancies are filled, the training calendar is running, the appraisals are submitted, the payroll is accurate. And still, when the executive committee discusses the business, you are either not in the room, or you are in the room, and the conversation is happening in a language you were never taught". That gap - between doing HR well and being heard on business matters - is the problem this book exists to close. It is not a gap of effort. Most HR practitioners work hard. It is not usually a gap of knowledge either; the profession has never had more access to information. It is a gap of structure. The problem with a list Human resource is usually taught, and usually described, as a list of functions. Recruitment. Selection. Onboarding. Learning and development. Performance management. Compensation and benefits. Employee relations. Industrial relations. Succession planning. Engagement. Policy. HR systems. The list is accurate, but as a mental model it is not easy to click. The reason is that a list has no order and no dependencies. It cannot tell you what to do first. It cannot tell you which weakness is causing which symptom. It cannot tell you whether your problem is that your training is poor, or that the jobs you are training people for were badly designed in the first place. A practitioner holding a list of twelve functions has twelve places to look and no way to choose between them. Worse, a list quietly encourages a particular kind of failure: the busy, well-intentioned HR function that delivers a great deal of activity and produces very little change. Every item on the list gets attention. Nothing gets fixed at the root. Four domains This book replaces the list with a structure. It argues that HR practice rests on four domains - Job, People, Organisation and Business - and that these four domains are the pillars of the function: four areas a practitioner must manage, and four areas a practitioner must champion. Together they form the model this book calls The Four Domains of HR(TM).
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