Key functions of Human Resources within a company

Business functions and organizational activities

• Managerial Area, which includes all functions necessary to identify the company goals, roles and planning;
• Executive Area, which has the task of defining and implementing all the processes necessary for the realization of the activities themselves.

The HR Function

Human Resources in a company and intervention areas

• Recruiting: intervention area dedicated to researching and acquiring the human resources necessary for the company’s business;
• Operation: the administrative section which deals with personnel management from a bureaucratic point of view;
• Learning & Development: this section is attentive to the growth of resources and the improvement of skills based on the needs of the company;
• Legal: the section that is responsible for the employment law side of relations with human resources, either by internalizing it (especially in large or corporate companies) or more often by collaborating with external partners;
• Organization and Change: the intervention area that deals with organizing and structuring the company, adapting it to the needs of the business, developing and updating internal processes in the dual perspective of effectiveness and efficiency.

Innovation and human resources

• Innovator & Change Maker: a figure who, thanks to his digital mindset, knows how to explore the principles of Digital Transformation and finds ways and methods to apply them to business processes by, first and foremost, identifying which areas require innovation, and finding resources to drive change.
• UX Designer: a professional able to apply the principles of the UX approach to Human Resources. As we know, one of the fundamental principles of UX design is the understanding of Users’ needs, through the study of the way of interacting and the critical points, with the aim of identifying a customized solution for each type of User. By applying this method to HR, both for employees and during the selection of candidates, we can witness a paradigm shift, in which Human Resources are the focus of a continuous analysis and innovation process, based on past experiences.
• Data Analyst: the professional of data analysis. In recent years, the role of HR Analytics has become increasingly common. We refer to a professionalism who applies techniques for collecting and analyzing data coming from human resources, with the aim of increasing performance, improving working conditions, or even reducing the turn-over, by anticipating needs and analyzing the time series, department by department. HR Analytics, also known as People Analytics, makes the organization capable of adopting a data driven approach in various areas: from context analysis to strategic decisions.
• Marketing & Communication Specialist: a key figure, with solid and in-depth communication and marketing skills, capable of transmitting clear messages and values to the targets and engaging them in various initiatives, whether they are in-house activities or recruitment processes, also through digital marketing tools such as social media.
• Agile Leader: a professionalism able to apply and spread agile methodologies to renew organizational structures and working methods, both by changing the point of view, integrating it with systems, data and analysis that were unavailable before, and by applying typical working methods of the most productive environments, such as Lean Management, also through the use of methodologies such as Scrum and Organization Design.

Why it is important to define the types of business functions

Conclusions