3. Role of Human resource department within company

 

What is HR departments

Land, labor, capital and enterprise are the main factors of production. Among them, labor or human resource is the most important factor without which other factors of production cannot function properly in the organization.

Human Resources department is a group who is responsible for managing the employee life cycle. An HR department is tasked with maximizing employee productivity and protecting the company from any issues that may arise within the workforce. This department utilizing different HR strategies and procedures that focus on the organization's personnel. To achieve its objectives, human resource management uses several disciplines, including psychology, business management, analytics, and sociology.

Likewise it 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

The key role of HR professional is to channelize the efforts of each and every employee to the best interests of the organization to achieve organizational objectives.

Main Roles in HR

•           Talent Management.

•           Compensation and Benefits

•           Training and Development.

•           HR Compliance

•           Workplace Safety

1. Recruit candidates

This is the most popular role associated with human resource managers. It involves the finding, reviewing credentials, screening, and selecting candidates for a company.

HR needs to understand the organization’s needs and make sure those needs are met when recruiting for new positions. It involves hiring the right kind of people at the right time in the organization.

 Different kind of Recruitment methods are used to select candidates

•           Employee referrals

•           Advertising on social networking sites

•           Dedicated online job portal

•           Participate in job fairs

•           Post job openings on online job boards

•           Advertising in print media

•           Working with or outsourcing recruitment services to a dedicated recruitment company

After select right candidate, give brief introduction about job role, company rules regulations and culture. Then legal contact is signed between the employer and employee to follow a definite code of conduct in the organization.

2. Training and employee retention

The purpose of employee training is to develop them with the necessary skills and knowledge to perform their role effectively. Employers must be prepared to commit a significant amount of investment in their employee's training. This is not only beneficial for the company but also helps in the employee's self-development. This will be cause to more job satisfaction and increase the employee productivity. New employees must spend time familiarizing with the company’s policies and work procedures to become productive members. Human resource management does not end with the hiring process. It is also involved with another essential task of retaining valuable members of the workforce by continuous monitoring their developments and problems.

3. Organization Development

It is the process in which an organization implements a plan to improve its current workforce to meet its current and projected requirements. Organization development plays a vital role in strengthening the existing workforce, enhancing its effectiveness, and promoting positive workplace conditions.

4. Conduct disciplinary actions

This responsibility may be why HR tends to get a bad reputation. It is necessary for maintaining punctual and smooth working atmosphere. The HR department can be tasked with implementing disciplinary actions for common infractions. These can include dress code violations, discrimination, harassment and other similar infractions of company policies.

5.  Process payroll and salary

Another important function performed by the human resource department. A payroll contains a list of all the employees, the amount of salary and other benefits. Employee salaries can include payments plus benefits such as paid vacation leaves, housing, travel, and other privileges. salaries can be based on hourly, daily, weekly, or monthly payments.

6. Update policies

Policies need to be updated as the organization changes. It’s HR’s job to make official updates to policies and to suggest changes to policies when they no longer serve the company or the employees. Sometimes a policy should be updated as a reaction to an occurrence. HR can get employee ideas as well for developing organization policies.

7.  Maintaining Work Atmosphere

Responsibility to ensure good working environment for the employee. It makes sure that there is no discrimination on any ground in the organization. It should be physically and mentally suitable working environment for employees. Also there is any disputes which arise between the employer and employee, HR has responsibility to resolve such issues in an effective manner. HR is the first responders for any workplace-related issues among employees. Effective communication makes it easier for employees to work for the company success. It is the role of the human resource department to promote better communication among individuals in the company.

8. Performance Appraisal

Encourages and motivates people to get the maximum potential out of them in the best interests of the organization. It also provides suggestions to the employees and directs them to make improvements in their performance.

References

https://www.aihr.com/blog/human-resources functions/#:~:text=HR%20has%20many%20important%20functions,and%20development%2C%20and%20many%20more.

Bennett, N., Ketchen, J., & Blanton Schultz, E. 1998. An examination of factors associated with the integration of human resource management and strategic decision making. Human Resource Management, 37: 3-16.

Bowen, D.E., Galang, C. & Pillai, R. 2002. The role of human resource management: an exploratory study of cross-country variance. Human Resource Management, 41: 103-122.

Cabral-Cardoso, C. 2004. The evolving Portuguese model of HRM. International Journal of Human Resource Management, 15: 959-977.

Hope-Hailey, V., Gratton, L., McGovern, P., Stiles, P., & Truss, C. 1997. A chameleon function? HRM in the 1990s. Human Resource Management Journal, 7: 5-18.