The Role That HR Plays in Getting the Job Done

The Role That HR Plays in Getting the Job Done

The term "human resources" refers to exactly what it sounds like: resources for individuals that are used in the workplace. Its primary goal is to accommodate both the organizational requirements of the firm it represents and the individual requirements of the individuals who are employed by that company. In a nutshell, it is the nerve center of the company and acts as a conduit of communication between everyone involved. Depending on the size of the business, the HR department may be renamed the Personnel Department if the workforce is manageable and may be overseen by a personnel manager along with a small team of employees. The work becomes far more difficult and time-consuming for bigger, more complicated businesses that have hundreds of departments and divisions because it takes on a life of its own.

Some businesses have multiple human resources departments, including corporate and union. For instance, a food service sector may have a corporate human resources department that is responsible for monitoring "white-collared" personnel and another human resources department that is responsible for monitoring the "blue-collared" workforce with a focus on labor relations. Due to the fact that there are such a wide variety of requirements, the company will establish two separate human resources departments in order to effectively handle the specific requirements of both union and non-union personnel. The following are examples of some of the many important fundamental tasks performed by the Human Resources function: Improvements made to the organization: Establishing a reporting structure that is hierarchical is essential to a company's continued success. 

Imagine an organizational chart with boxes that each represent a job, with the first and most significant role being the highest-ranking role on the chart. The chart would start at the top. In the direction of the lines, additional boxes have been branched off to designate each department head and their direct reports. This graphic will grow in accordance with the company's expansion. It is essential to the efficacy of a corporate organization for there to be a well-defined knowledge of who is accountable for what, and the funnel of responsibility is an essential component of such an understanding. This is the role that HR plays in an organization. They give counsel to the management team of a firm to determine what the company's core business and culture are about, and then they continue to design and map the organizational architecture of the company to fulfill those demands.

The Procedures for Recruiting and Choosing New Employees

The process of hiring and choosing individuals who are qualified involves a lot of procedures. To begin, a department head is required to notify an HR manager about a position that is vacant within their department. After that, the HR manager is responsible for obtaining the job description in order to compose a job description sheet that will be published either internally, externally, or both. After that, HR is responsible for sorting through the numerous answers to the job posting to determine which candidates are qualified and which are not. After that step is finished, the procedure for conducting interviews has to be organized. This is not a part-time position! In the event that a single job posting has a total of 80 answers, there is a considerable likelihood that only ten of the candidates are really eligible for the position. If the recruiting manager of the department were to interview the other seventy candidates who were less qualified than the position being filled, the department would come to a total halt since there would be no time for anything else! This is where human resources, sometimes known as Fort Knox, come into play. 

They are responsible for preparing the job description, contacting the newspaper, running the advertisement, fielding calls, faxes, and emails, compiling a list of potential candidates from the dozens of resumes that are received, submitting their list of potential candidates to the department's hiring manager for approval and selection, contacting the candidates who have been selected for preliminary interviews, and then interviewing the candidates! Indeed, you have it correct. Interviews in the preliminary stages! Even if the hiring manager or one of their assistants conducts the majority of the interviews, not every candidate has the opportunity to meet with the recruiting manager of the department immediately. It is not unusual for a firm to exclude applicants during the screening process if the HR manager is not impressed with them. When there are only a select few people who are successful, the HR manager will schedule interviews between the hiring manager of the department and potential candidates. 

The HR manager will also follow up on the hiring process to ensure that the new employee is properly integrated into the company. A candidate for employment has to provide their very best performance in order to win over the "judges," which is analogous to the audition procedure for American Idol. Training and Development of Employees: As a business and the requirements of a job progress, a corporation has to take certain steps to guarantee that a highly qualified staff is in place. One of these steps is the training and development of employees. The Human Resources Department is responsible for ensuring that the company's workforce is continually improving their professional abilities. In addition, the Human Resources Department serves as the company's in-house training center, coordinating training programs that can take place either on-site, off-site, or in the field. This might consist of ongoing training provided by the firm, attendance at training seminars held by third parties, or even attendance at college; in the latter instance, an employee would be eligible for tuition reimbursement upon achieving a passing grade.

Employee compensation benefits include, but are not limited to, salary, bonuses, vacation pay, sick leave pay, workers' compensation, and various types of insurance policies, including medical, dental, life, and 401(k) plans. A benefits compensation system that acts as an incentive to guarantee the recruitment and retention of top talent that will continue to work for the firm is the responsibility of the Human Resources Department, which is responsible for establishing and managing the system. When an employee is recruited, the benefits coordinator of the firm is obligated to meet with the employee either one-on-one or in small groups to discuss the benefits package that the employee will be eligible for. In many cases, this necessitates the participation of an employee in the formulation of an informed choice and the provision of their signature for the purposes of processing.

Relations with employees:

There needs to be mandatory compliance with governing rules and regulations in order to ensure that employees are treated fairly. This is necessary because there has been an increase in the number of unethical practices and misbehaviors that are taking place in today's workplaces, such as discrimination based on age, gender, race, and religion, as well as sexual harassment. In a nutshell, workers need to be aware that they have somewhere to go in the event that their supervisor violates the terms of their employment in any manner. Whether it's a corporate or union issue, the Human Resources department will step in to act as an arbitrator and a liaison between the various parties involved, including legal entities, regulatory agencies like Human Rights, supervisors (who might be falsely accused), and employees, in order to properly address and resolve the problem at hand.

Policy Development:

In order to maintain order in the workplace, it is necessary for the firm to develop its own rules and processes, notwithstanding the size of the organization. Each employee should have a clear grasp of what is expected of them as a result of the establishment of these rules and procedures, which have been put into place. In a similar vein, hiring managers will find these regulations and procedural guidelines helpful when assessing the performance of their employees. These rules may be implemented throughout the whole organization, or they may be utilized to specify the role of each department. It is the role of HR to engage with the managers of the various departments on the design of these rules and regulations in order to guarantee that the company is coherent. A common practice is the creation and implementation of an employee procedure manual or employee handbook, which is either given to each employee at the time of hire or a master copy is given to each department. This document is either distributed to each employee at the time of hire or a master copy is allocated to each department.

Human Resources Information Systems, or HRIS, for short:

A strong HRIS is essential for a human resources department to have in place in order to automate many functions, including cost planning and tracking, monitoring and evaluating levels of productivity, and the storing and processing of employee records such as payroll, benefits, and personnel files. This is necessary in order to keep track of the massive amount of data that needs to be managed.

It is critical that you, the individual looking for employment, have a solid understanding of how the human resources department operates, especially in the area of applicant recruiting. If you are thinking about making this your profession, you have the option of becoming either a generalist or a specialist in the field of human resources. The terms "HR Manager," "HR Recruiter," "HR Administrator," "Payroll Coordinator or Assistant," "PeopleSoft HR Project Manager," "Benefits Administrator or Coordinator," "Labor Relations," "Training Coordinator," "HRIS Specialist," and "HR Consultant" are just some of the titles that are available in this field.

It is important to do extensive research about the organization before applying for a position, whether you are a job seeker or an HR professional.