Breaks, including lunch and coffee breaks, unless otherwise specified by labor law 

Mandatory preparation and closing duties required by the employer 

Commuting to and from the regular workplace 

The rise of "quiet quitting" and disengaged employees 

Declining demand for highly skilled labor 

Aging workforce and labor shortages 

Changing employee expectations regarding flexibility and well-being 

Conducting interviews and pre-employment testing involving HR and managers 

Advertising job openings on platforms and using recruitment agencies 

Providing paid annual leave before the first day of work 

Employee participation in salary benchmarking committees 

Reviewing existing job descriptions within the organization without further analysis 

Interviews with employees and supervisors 

Using work logs and employee task diaries to document daily responsibilities 

Direct observation of job tasks 

Setting company-wide compensation policies 

Developing long-term HR strategy for the entire organization 

Initiating recruitment and participating in selection decisions 

Supervising employee performance and managing team dynamics 

Employees' knowledge, skills, and motivation directly impact company performance 

Human resources ensure organizations can effectively respond to external and internal changes 

Human resources are primarily responsible for managing company infrastructure

Human resources represent a fixed cost that cannot be influenced by strategic decisions

Delphi Method 

Scenario Planning 

Managerial Judgment 

Regression Analysis 

Hiring, training, and developing employees 

Aligning workforce management with business objectives 

Managing a company’s financial investments 

Motivating and retaining employees 

The specific salary range for the position 

Reporting relationships and working conditions 

Required qualifications and skills 

A clear outline of job duties and responsibilities