HR, as any other function in a company has to be part of the company meetings. The role of HR in board meetings is to represent the employees and their interests, to act in their behalf for their rights and well fair. In many cases the company goals are put on the first place, and employees come next. However, company goals should also be in line with the HR activity and what it represents.

Round table discussion brings at the same place HR professionals who share different view about HR, also a divers range of HR topics.

The role of leadership team influence on HR and other department is crucial and has to best define the goals and action plan for success.

Direct HR costs are expenses that can be clearly linked to specific HR activities, such as salaries, benefits, and training. Conclusion: These costs are often the most significant part of an HR budget, but they are also the most straightforward to calculate and manage.

Risk assessment should be a part of the HR department. In Human Resources it is as important as in any other activity. This will lead to identify the key areas and activities that will most affects its activity both on daily bases and on long term.

HR KPIs are indicators that reflect the performance of a company. Monitoring the activity that are part of HR, like hiring new or leaving employees, trainings, costs of these activities will also reflect the health of the activity of the company. Thus implementing the HR KPIs (Key Performance Indicators) will help taking informed decisions at company level.

Workforce analytics transforms raw HR data into actionable intelligence, enabling HR professionals and business leaders to make informed decisions about talent management, workforce planning, and organizational development.

Streamlining the hiring process makes candidate selection more efficient and reduces the time from searching for a candidate until they are hired. This ensures that the need for new workforce speeds up, which reduces costs for recruitment too.

Governance in HR is the base of the activity of this function withing an organization. The role of governance in HR increase, when a company grows in size or its extending its activity to multiple locations. This way, all areas which are involved in HR will operate on the same ground, maintaining the focus of its own and company's activity and goals.

HR expenditures don't refer only about, administration, salaries and taxes, but also about the operations regarding the operation itself.

While blockchain offers immense potential, challenges like regulatory compliance and adoption barriers remain. It is in use by companies.

HR for the financial industry has its own characteristics. As it is an environment that has to deal and comply with regulations and reglementation, the employees need to be flexible and adaptable to the changes, HR can support them by ensuring the right working environment and conditions.

As traditional companies HR for online company is needed also, when the company size or activity justifies it for a smooth operation.

HR goal setting is an important part of the activity of the HR department. It also means reviewing the results and adjusting the goals.

Each industry has its won characteristics and HR has to adapt to its conditions and demands. IT industry is a dynamic sector with changes.

Compliance refers to all areas of activity, avoiding legal implications , Human Resources has to align with laws and regulations of country.

Employee contracts set the work frame of the employments, thus negotiating their details sets the conditions of employment of the candidate.

The role of HR customer service becomes even more important when an organization expands or it is in different locations of countries.

.Working in hospitality it is a demanding job, thus HR has o adapt its approach to the characteristics of this industry.

Employee appreciation is an invisible currency that pays off its worth several folded when used to show the appreciation of the employees.