Human resources (HR) is the division of a business that is charged with finding, screening, recruiting, and

training job applicants, as well as administering employee-benefit programs. HR plays a key role in
helping companies deal with a fast-changing business environment and a greater demand for quality
employees in the 21st century.

Human resources (HR) is the division of a business that is charged with finding, screening, recruiting,
and training job applicants, and administering employee-benefit programs.

Additional human resources responsibilities include compensation and benefits, recruitment, firing,
and keeping up to date with any laws that may affect the company and its employees.

Many companies have moved away from traditional in-house human resources (HR) administrative
duties and outsourced tasks like payroll and benefits to outside vendors.

Scholarly articles for Proactive HRM versus reactive HRM

… proactive: Present and future directions in HR's … - Brockbank - Cited by 434

Proactive HRM for reducing knowledge risks— … - Olander - Cited by 7

Proactive human resource management - Meshoulam - Cited by 91

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Reactive human resource management sits tight for complications to take place before something is
done about it. Proactive human resource management anticipates requirements and complications and
tries to avert them in advance. Both proactive and strategically reactive HRM are used to add value to an
organization.

Is Human Resource Management reactive or proactive ...

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What is reactive and proactive human resource management?

Proactive HR plans are typically implemented before issues come up. Proactive approaches include
intentionally hiring certain employees and paying what it takes to motivate employees. Reactive
approaches more often involve waiting until employees complain to fix pay or motivation problems.

A proactive approach focuses on eliminating problems before they have a chance to appear and a
reactive approach is based on responding to events after they have happened. The difference between
these two approaches is the perspective each one provides in assessing actions and events.

In reality, all managers in the organization are HR managers as they get involved in activities such as
training, selecting, evaluating and supervising employees. ... They assist line managers in areas such as
choosing, recruiting, training and compensating people.

In reality, all managers in the organization are HR managers as they get involved in activities such as
training, selecting, evaluating and supervising employees. Line managers have the ultimate
responsibility for achieving the organization’s goals. They also have the right to direct the work of
subordinates.

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HR’s role is assistorial. They assist line managers in areas such as choosing, recruiting, training and
compensating people. In a broader context, managing people is every manager’s business. Successful
organizations combine the experience of line managers with the specialization of the HR team. Only
then can the potential of employee talents be actualized to its fullest.