People operations is the management of labour including employees, contractors and freelancers. This is essentially a modern term for the human resources department as people prefer to be called people as opposed to resources or capital. People operations is associated with modern labor management practices that view employees as valuable talent that deserve transparency and a voice. The following are common functions of a people operations team.
Organizational StructureDesigning and implementing the structure of organizations such as departments, teams and roles. This includes elements such as authority, job titles, job levels and reporting lines.
Organizational CultureOrganizational culture are the expectations, norms, stories and symbols of an organization that form over time as a result of the shared experiences of employees. This is not directly controllable but a people operations team plays a role in shaping culture with shared experiences such as onboarding and all-hands meetings.
Cultivating a good reputation as an employer in a competitive market.Attracting and hiring talent.Giving new employees everything they need to be productive from the moment they start including information, access to resources and introductions to a firm's culture and people.Building a brand from the inside out to make it an authentic representation of a firm. For example, if you are targeting a sustainable brand image you begin by engaging employees in reducing the firms negative impacts on people and planet.
Compensation & IncentivesSetting appropriate levels of compensation and designing incentives to align with organizational goals.
Performance ManagementThe process of setting performance expectations and evaluating performance. Performance management also includes the process of dealing with low performance including performance improvement plans and dismissals.
Working with employees to match their careers goals with opportunities in the organization and setting expectations for what is required to achieve promotions and career changes.
Training & DevelopmentDeveloping the talents of employees with training and development programs.
Competency ModelsTaking an inventory of the talents and skills required by the organization and building a depth of coverage in each area.
Rewards & RecognitionRecognizing and rewarding high performance including elements such as awards, bonuses and promotions.
BenefitsDesigning and delivering benefits. This is often heavily outsourced with people operations responsible for strategy, monitoring and partner management.Designing and delivering suitable working conditions. This includes job design, policy, processes, employment terms and environments.
Employee CommunicationManaging communications to employees. For example, communicating open positions to employees to give internal candidates access to job openings.Managing relationships with employees. It is common for people operations to reach out to every employee and get to know everyone in the organization to understand employee satisfaction issues at the working level.
Employee EngagementEngaging employees to make everyone a part of an organization's current strategy, challenges, risks and change. In other words, people operations plays a role in preventing teams and individuals from becoming isolated from the rest of the organization.
Employee SatisfactionMeasuring and seeking to improve employee satisfaction. For example, identifying policies, environments, tools and other factors that are making employees unhappy.The administrative processes of employing someone over the entire course of a career. This is often highly systematized and automated with important human touchpoints. For example, retirement benefits may be automatically calculated but a retirement party is an human act of respect for an individual.
ComplianceEnsuring compliance with laws, regulations and internal policies and standards.
Contingent Workforce ManagementManaging a firm's contingent workforce including contractors, freelancers and anyone else who performs labor for a firm on a non-permanent basis.
This is the complete list of articles we have written about human resources.
If you enjoyed this page, please consider bookmarking Simplicable.
A business discipline that seeks to maximize employee performance.
The definition of employee expectations with examples.
The definition of talent management with an example process.
The common types of human capital.
The common types of employee retention strategy.
An overview of performance expectations with examples.
The common elements of an exit interview.
An overview of job satisfaction with examples.
A complete overview of succession planning with examples.
An overview of organizational culture with examples.
An overview of power distance with examples.
The common types of meeting.
The definition of hubris with examples.
An overview of sustainability with examples.
The definition of cross-functional team with examples.
The definition of elitism with examples.
An overview of bureaucracy with a list of its basic characteristics.
The definition of internal environment with examples.
TrendingThe most popular articles on Simplicable in the past day.
Recent posts or updates on Simplicable.
© 2010-2023 Simplicable. All Rights Reserved. Reproduction of materials found on this site, in any form, without explicit permission is prohibited.
View credits & copyrights or citation information for this page.