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Glossary of Human Resources Management and Employee Benefit Terms
Talent Operations and People Operations, though related, have distinct focuses within the realm of human resources and organizational management:
1. Talent Operations:
2. People Operations:
People in Operations are responsible for a range of tasks aimed at supporting and enhancing the employee experience within the organization. This includes recruitment, onboarding, performance management, employee relations, training and development, compensation and benefits administration, and ensuring compliance with labor laws and company policies.
They also often play a crucial role in fostering a healthy workplace culture and addressing any issues or concerns that may arise among employees.
A People Operations Manager is typically responsible for overseeing the entire spectrum of People Operations functions within an organization.
While Human Resources (HR) and People Operations share similarities, there are key differences in their approaches and focus. HR traditionally has been associated with administrative tasks such as payroll, benefits administration, and compliance.
In contrast, People Operations takes a more strategic and holistic approach, emphasizing employee experience, organizational culture, and alignment with company goals. People Operations often involves a shift towards more employee-centric practices, focusing on fostering a positive workplace culture and enhancing employee engagement and productivity.
Talent Operations and People Operations, though related, have distinct focuses within the realm of human resources and organizational management:
1. Talent Operations:
2. People Operations:
In a company, People Operations refers to the department or team responsible for managing all aspects of the employee lifecycle. This includes recruitment, onboarding, performance management, training and development, compensation and benefits, employee relations, and HR compliance. People Operations professionals work closely with managers and employees to support their needs, address concerns, and create an environment conducive to success and growth.
A People Operations job specification (job spec) outlines the responsibilities, qualifications, and expectations for a specific role within the People Operations department. It typically includes details such as job title, duties and responsibilities, required skills and qualifications, reporting structure, and any other relevant information about the position. A well-defined job spec helps attract qualified candidates and ensures alignment between the role and the organization's goals and culture.
A People Operations Associate typically supports various aspects of the People Operations function within an organization.
The role of a People Operations Manager is multifaceted and strategic.
These are short surveys that can be sent frequently to check what your employees think about an issue quickly. The survey comprises fewer questions (not more than 10) to get the information quickly. These can be administered at regular intervals (monthly/weekly/quarterly).
Having periodic, hour-long meetings for an informal chat with every team member is an excellent way to get a true sense of what’s happening with them. Since it is a safe and private conversation, it helps you get better details about an issue.
eNPS (employee Net Promoter score) is one of the simplest yet effective ways to assess your employee's opinion of your company. It includes one intriguing question that gauges loyalty. An example of eNPS questions include: How likely are you to recommend our company to others? Employees respond to the eNPS survey on a scale of 1-10, where 10 denotes they are ‘highly likely’ to recommend the company and 1 signifies they are ‘highly unlikely’ to recommend it.
The key functions of people operations are:
Investing in effective People Operations yields numerous benefits for organizations:
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