Recruitment (hiring) refers to the overall process of attracting, shortlisting, selecting and appointing suitable candidates for jobs (either permanent or temporary) within an organization. Talent acquisition is the process of finding and acquiring skilled human labor for organizational needs and to meet the requirement. The talent acquisition team within a company is responsible for finding, acquiring, assessing, and hiring candidates to fill roles that are required to meet company goals and fill project requirements. In many companies, recruiting itself is still an indistinct function of an HR generalist. Modern talent acquisition is a strategic function of an organization, encompassing talent procurement, but also workforce planning functions such as organizational talent forecasting, talent pipelining, and strategic talent assessment and development.

The term “payroll” actually refers to the list of employees that receive compensation from a company. Payroll may also refer to the company, department, or software that is used to process paychecks and taxes or to the process of calculating and distributing employee paychecks. Payroll refers to the process by which employees receive their salary. Functions involve balancing and reconciling payroll data and depositing and reporting taxes. The payroll department takes care of wage deductions, record keeping and verifying the reliability of pay data. The payroll department delivers payroll checks, maintains compliance with tax laws, records paperwork for new hires and edits existing employee files. Payroll professionals are also responsible for calculating reimbursements, bonuses, overtime and holiday pay. Processing payroll is a very important function of any business and necessitates an understanding of current regulations, detailed tax knowledge to ensure proper withholding and filing, and a highly organized system that can be relied upon to pay each employee the right amount of money. For many organizations, using payroll systems or outsourcing payroll can help to mitigate stress and minimize errors.

The Human Resources Generalist manages the day-to-day operations of the Human Resource office. The HR Generalist manages the administration of the human resources policies, procedures, and programs. The HR Generalist carries out responsibilities in the following functional areas: departmental development, Human Resource Information Systems (HRIS), employee relations, training and development, benefits, compensation, organizational development and employment.
The Human Resources Generalist is responsible for all or part of these areas:

Today’s globalised economy has revamped the entire industry-market scenario. As a part of these changes, the domain of HR has grown from an auxiliary role to that of a transformational one. From personnel management activities like leave, attendance and adherence to statutory compliances, Human Resource Management now serves as the vital bloodstream through which critical processes like talent acquisition, learning and development, performance management, compensation strategies, employee engagement, talent management, assessment centres, competency mapping and organisational development flow. Human Resource professionals today solve problems like attrition, absenteeism, enhancing productivity, improving quality, saving cost, managing complex projects and ensuring smooth functioning of an organisation. Human Resource processes have evolved from task, to skill and now to competency based processes. The Certified Human Resource Management Professional certificate helps you be the transformational HR professional organization aspire to have.