Human Resource Management Stocks List

Recent Signals

Date Stock Signal Type
2019-12-10 ADP NR7 Range Contraction
2019-12-10 ADP Bollinger Band Squeeze Range Contraction
2019-12-10 CDAY NR7 Range Contraction
2019-12-10 CDAY MACD Bearish Signal Line Cross Bearish
2019-12-10 CDAY Slingshot Bullish Bullish Swing Setup
2019-12-10 CDEV MACD Bullish Centerline Cross Bullish
2019-12-10 CDEV Doji - Bearish? Reversal
2019-12-10 CDEV Upper Bollinger Band Walk Strength
2019-12-10 CSOD Non-ADX 1,2,3,4 Bullish Bullish Swing Setup
2019-12-10 CSOD Fell Below 20 DMA Bearish
2019-12-10 CSOD Cup with Handle Other
2019-12-10 GIB 20 DMA Support Bullish
2019-12-10 GTYH Stochastic Reached Overbought Strength
2019-12-10 GTYH Pocket Pivot Bullish Swing Setup
2019-12-10 GTYH MACD Bullish Centerline Cross Bullish
2019-12-10 HSTM NR7 Range Contraction
2019-12-10 HSTM Stochastic Reached Overbought Strength
2019-12-10 JOBS NR7 Range Contraction
2019-12-10 JOBS MACD Bullish Signal Line Cross Bullish
2019-12-10 JOBS 180 Bullish Setup Bullish Swing Setup
2019-12-10 PHGE Pocket Pivot Bullish Swing Setup
2019-12-10 PHGE Non-ADX 1,2,3,4 Bearish Bearish Swing Setup
2019-12-10 PVT Stochastic Reached Oversold Weakness
2019-12-10 PVT New 52 Week Closing Low Bearish
2019-12-10 PVT Wide Range Bar Range Expansion
2019-12-10 PVT New 52 Week Low Weakness
2019-12-10 THBR Narrow Range Bar Range Contraction
2019-12-10 THBR Crossed Above 20 DMA Bullish
2019-12-10 THBRU Non-ADX 1,2,3,4 Bullish Bullish Swing Setup
2019-12-10 THBRU 50 DMA Support Bullish
2019-12-10 THBRU 20 DMA Support Bullish
2019-12-10 THCB Narrow Range Bar Range Contraction
2019-12-10 THCB Fell Below 20 DMA Bearish

Human resource management (HRM or HR) is the strategic approach to the effective management of people in an organization, so that they help the business gain a competitive advantage. Commonly known as the HR department, it is designed to maximize employee performance in service of an employer's strategic objectives. HR is primarily concerned with the management of people within organizations, focusing on policies and on systems. HR departments are responsible for overseeing employee-benefits design, employee recruitment, training and development, performance appraisal, and rewarding (e.g., managing pay and benefit systems). HR also concerns itself with organizational change and industrial relations, that is, the balancing of organizational practices with requirements arising from collective bargaining and from governmental laws.Human resources' overall purpose is to ensure that the organization is able to achieve success through people. HR professionals manage the human capital of an organization and focus on implementing policies and processes. They can specialize in recruiting, training, employee-relations or benefits, recruiting specialists, find, and hire top talent. Training and development professionals ensure that employees are trained and have continuous development. This is done through training programs, performance evaluations and reward programs. Employee relations deals with concerns of employees when policies are broken, such as in cases involving harassment or discrimination. Someone in benefits develops compensation structures, family-leave programs, discounts and other benefits that employees can get. On the other side of the field are human resources generalists or business partners. These human-resources professionals could work in all areas or be labor-relations representatives working with unionized employees.
HR is a product of the human relations movement of the early 20th century, when researchers began documenting ways of creating business value through the strategic management of the workforce. It was initially dominated by transactional work, such as payroll and benefits administration, but due to globalization, company consolidation, technological advances, and further research, HR as of 2015 focuses on strategic initiatives like mergers and acquisitions, talent management, succession planning, industrial and labor relations, and diversity and inclusion. In the current global work environment, most companies focus on lowering employee turnover and on retaining the talent and knowledge held by their workforce. New hiring not only entails a high cost, but also increases the risk of a newcomer not being able to replace the person who worked in a position before. HR departments strive to offer benefits that will appeal to workers, thus reducing the risk of losing employee commitment and psychological ownership.

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