What Are The Responsibilities Of Human Resources – Every organization, big or small, uses various assets to run its business. Capital includes cash, valuables, or goods used to generate income in a business. For example, a retail store uses records and inventory, while a consulting firm may have proprietary software or buildings. Regardless of the industry, all companies have one thing in common: they need people to make their assets work for them. This will be our focus throughout the article: generating income using people’s skills and abilities.
Human resource management (HRM) is the process of recruiting, training, compensation, developing policies related to people, and developing strategies to retain them. As a field, HRM has changed a lot over the past two decades, playing a very important role in today’s organizations. In the past, HRM meant processing payroll, sending birthday gifts to employees, company outings, and filling out forms correctly—in other words, administrative roles rather than strategic roles that were critical to an organization’s success. Former CEO of General Electric and management guru Jack Welch on the new role of HR: “Avoid parties, birthdays, and registration forms …. Remember that HR is important in good times, but HR is determined in bad times” (Frasch et al ., 2010).
What Are The Responsibilities Of Human Resources
It should be emphasized here at the beginning of this article that every manager has a specific role related to human resource management. Just because we don’t have the title of HR manager doesn’t mean we don’t do all or at least some of the HR work. For example, most managers deal with employee compensation, motivation, and job retention, making it not only part of human resource management, but part of management. Therefore, this book is essential for anyone who wants to become an HR manager, or for anyone who runs a business.
Human Resource Manager Job Description
Have you ever worked with the HR department at your workplace? How is the relationship? What role does the department play in the organization?
Remember that many HR management functions are tasks performed by managers in other departments, which makes this information important regardless of career path. Most experts agree that there are seven main roles that HRM plays in organizations. These are explained in the following sections.
Organizations need people to perform tasks and perform tasks. Even with the most sophisticated machines, people are still necessary. For this reason, one of the main tasks of human resource management is staff work. Staff covers the entire recruitment process, from job posting to salary negotiation. There are four main steps in the HR process.
Each organization has a policy to ensure integrity and continuity within the organization. One of the tasks of human resource management is to develop language about these policies. In policy development, human resource management, management and administrators are involved in this process. For example, HRM professionals may recognize the need for policy or policy changes, seek feedback on the policy, write the policy, and then communicate the policy to employees. It should be noted here that the HR department does not and cannot work alone. Everything they do requires the participation of all other departments in the organization. Some examples of workplace policies include:
What Is Human Resource Management? Definition + Career Guide
These topics are covered in Chapter 6, Compensation and Benefits, Chapter 7, Retention and Motivation, Chapter 8, Training and Development, and Chapter 9, Employee Relations.
HR professionals need to determine whether compensation should be fair, consistent with industry standards, and high enough to attract people to the organization. Compensation includes everything an employee receives for their work. In addition, the salary of HRM professionals should be comparable to others in similar professions. This includes creating a salary system that takes into account years of service, years of service, education and similar factors. Examples of workers’ compensation include:
Retention refers to encouraging employees to stay with the organization. Compensation is a major factor in employee retention, but there are other factors as well. 90% of employees leave the company for the following reasons:
However, 90 percent of managers believe that employees are fired because of wages (Rivenbark, 2010). Therefore, managers try to change their compensation package so that people do not leave when compensation is not the reason they leave. Chapter 7, “Engagement and Motivation,” and Chapter 11, “Employee Evaluation,” discuss some strategies for retaining top employees based on these four factors.
Pdf] Analysis Of Human Resources Management Practices In Higher Education Institutions: A Study On Kazakh Universities
When we invest in hiring new employees, we want them not only to be trained on the job, but also to develop new skills and grow on the job. Therefore, the productivity of the organization will be higher. Training is an important component of employee motivation. Employees who feel they are developing their skills are more likely to be happy at work, which leads to employee retention. Examples of training programs include:
We will discuss these types of training in more detail in Chapter 8, Training and Development.
Human resources personnel must be aware of all laws that affect the workplace. HR professionals may work with some of these laws:
Since the legal environment of human resource management is constantly changing, HRM must always be aware of the changes that occur and then communicate these changes to all management organizations. Instead of presenting a chapter that focuses on HR laws, we will discuss these laws in each relevant section.
What Are The 6 Hr Best Practices?
Security is the most important concern of every organization. Usually, new laws are created with the goal of establishing federal or state standards to ensure employee safety. Union and union contracts can affect workers’ safety needs in the workplace. It is up to human resource managers to be aware of the safety needs of workers and to ensure that the workplace meets federal and union standards. Employee protection issues include:
We discuss these issues in detail in Chapter 12, “Working with Trade Unions” and Chapter 13, “Occupational Safety and Health.”
Note: Knowledge of employee protection laws is generally the job of HR. In some areas this is very important; In fact, it means life or death.
In addition to these basic duties, good communication skills and excellent management skills are the keys to successful human resource management and general management. We discuss these issues in Chapter 9, Employee Relations.
Strategic Human Resource Management
In addition to managing internal factors, human resource managers must also consider external factors that may affect the organization. External forces or external factors are things that are not under the direct control of the company; But they can have a positive or negative impact on human resources. External factors may include:
For example, recent trends in flexible work schedules (allowing employees to set their own hours) and telecommuting (allowing employees to work from home or a remote location for a set period of time, such as one day a week) are externalities. Human resources are affected. Human resource management must recognize these external issues so that they can develop appropriate policies not only for the needs of the company, but also for the needs of individuals. Another example is the Patient Protection and Affordable Care Act of 2010. Compliance with this law has a huge impact on human resources. For example, companies with more than five employees must have health insurance or pay a fine. Currently, it is estimated that 60 percent of employers provide health insurance to their employees (Cappelli, 2010). Because health insurance is mandatory, the cost and use of health benefits as an employment strategy is a major external challenge. Any manager who acts without regard to external forces alienates employees and creates dissatisfied and dissatisfied employees. Failure to understand external factors means breaking the law, which has many consequences.
Understanding key external factors is essential for successful HR professionals. This allows him to make strategic decisions based on changes in the external environment. To develop this understanding, it is necessary to read various publications.
One way managers can be aware of external forces is to attend meetings and read articles on the web. For example, the Society for Human Resource Management website, SHRM Online
Level 5 Human Resource Management Assignment Brief
, which not only advertises jobs in the industry, but also discusses many modern HR issues to help managers make better people management decisions. In Section 1.3, HR Issues Today, we looked in more detail at some recent external issues affecting the role of HR management. 1.1.2 In the section “Role of HRM”, we discuss some of the skills required to be successful in HRM.
Most experts agree that there are seven basic jobs that HR professionals perform. All this must be considered in relation to each other
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