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. 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.
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.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.
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 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.
|Overview: People Operations|
The management of labour including employees, contractors and freelancers.