Author Topic: What Is the Difference Between HR Activities vs. HR Practices?  (Read 7207 times)

H. M. Nasim

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What Is the Difference Between HR Activities vs. HR Practices?
« on: November 06, 2018, 01:14:21 AM »
The activities performed by human resources teams should directly correlate with HR practices. If they don't, the disconnection can illustrate the concept of being up a creek without a paddle: It is possible to function this way but it is not very effective. Thriving HR departments exist as fine-tuned watercraft impelled to harvest and prepare the best catch within their capabilities. That catch -- your employees -- becomes, in turn, the rod that is motivated by HR’s activities to bring in business.

HR Practices
Human resources practices are strategic in nature. They represent a vital guidance system that coordinates with your executive business plan. HR practices form the foundation supporting the way your company’s human capital will operate on your behalf. For example, HR practices include formulating a method for measuring and analyzing the effects of a particular employee rewards program. Other examples include the creation of a program to reduce work-related injuries, and building a framework to ensure employment laws are adhered to.

HR Activities
HR activities embody the directives set forth through HR practices. For example, the activity associated with the practice of providing consistent employee training would be the actual presentation of the information outlined by your training program. HR activity examples include engaging in taking competitive surveys to ensure your workers are fairly compensated and managing employee attendance and overtime. Further HR activity examples include recruitment, hiring and firing and the administration of health benefits.