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Human resources (HR) managers take on a variety of roles, including recruiting and retaining quality employees, supporting collaboration, managing conflict, and even working with leaders to set company goals. HR leaders bring enormous value to their organizations through advanced mentoring and coaching skills and by providing other types of professional support beyond benefits management and social opportunities.
What Are The Benefits Of Human Resources
Human resource management is the practice of supporting and guiding employees through all aspects of their work, from recruiting and hiring to professional development and pensions.
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HR professionals have many day-to-day responsibilities related to the areas they work with and supervise. In everything they do, HR professionals must have strong interpersonal skills, as they are responsible for working directly with employees and managers. HR professionals must also have good organizational skills, as they often juggle several tasks at the same time. In addition, they must have a clear understanding of the organization’s values in order to promote them effectively.
HR managers are often the face of the organization to potential employees; they can attend job fairs or other recruitment events where they are looking for new team members. Once potential employees apply, HR managers plan and help conduct interviews. Once desired candidates are identified, hiring managers call references and conduct background checks.
In addition to recruiting new employees, HR professionals resolve conflicts between employees or between employees and managers. They are often responsible for discussing wages and benefits with employees and help resolve any questions. They can also conduct training on conflict resolution in the workplace. The human resources department also answers questions related to equality, sexual harassment and discrimination in the workplace.
HR managers manage payroll and take care of compensation and benefits for employees. They can set the salary for the position and explore and share benefits package options. They also manage retirement accounts and pensions. They can introduce new benefits for employees and inform the rest of the organization about them, organize information meetings if necessary.
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The day-to-day tasks of an HR professional can vary depending on the size of the organization and other factors. The larger the company, the more likely the HR manager will supervise other HR professionals in areas such as benefits administration and recruiting. In smaller organizations, HR professionals can manage all these tasks themselves.
Human resource management has evolved over the past few decades. It emerged in the mid-20th century as a response to competitive pressures, globalization and technological change. When HR was first brought into the company, it focused primarily on recruiting and benefits. Over time, more companies have seen the value of aligning all the moving parts of an organization to support overall efficiency and sustain growth.
In the modern workplace, HR is viewed as an important internal resource that helps an organization achieve growth. The leadership role of HR has also evolved, becoming a leadership position that oversees employee satisfaction, engagement and performance, as well as critical aspects of leadership.
The functions of human resource management are often broad and vary according to the organization and its specific needs. These are some of the key areas that a company’s HR department can handle:
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HR departments work with senior management to create a vision and action plan for a positive corporate culture. For example, they might initiate weekly socials or create a company soccer team to promote social cohesion, or focus on wellness by promoting a healthy work-life balance. Without these important contributions to corporate culture, many organizations would struggle with interpersonal problems and conflicts.
“Talent” refers to high-quality employees and workers. Once a qualified and capable candidate is selected for the position, the HR team takes care of the induction and orientation of the employees. They then work to retain employees, ensuring that their needs are met and that they continue to grow within the company. Once new team members are comfortable in their positions, HR works to ensure they have opportunities for professional growth and development.
HR departments also organize ongoing training to ensure that employees are up to date with current trends and tools. They handle the planning and logistics behind external professional development opportunities and work within the organization to assign coaches or mentors to employees.
HR departments select and administer benefit programs that make sense for all employees. To do this, they can survey their employees to determine which benefits are most valuable to them, or they can analyze market data to determine which benefits are most used or most cost-effective. After conducting this research, they decide on the benefits with other company managers and communicate the options to all employees.
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Effective and strategic management of human resources means defending the interests of employees and at the same time protecting the company from liability. HR managers must ensure that employee concerns are heard and addressed in a timely manner, while also representing the company’s point of view. In this role, HR managers can resist leadership and directives in support of employees. They can also help resolve disputes that individual employees have with the organization as a whole.
One of the most difficult parts of an HR professional’s job is advising a company on downsizing issues, from layoffs to performance-based terminations. An HR professional is often charged with ensuring that layoffs and terminations are based on fair and equitable criteria and adjusting those criteria as necessary. A member of the HR team may meet with the employee and manager to jointly explain the termination process, including severance or benefits packages.
The key function of management positions is to organize the enrichment and continuous education of employees. Professional enrichment includes giving meaning to jobs and increasing employee autonomy. In this process, HR works to remove simple tasks from an employee’s daily duties so that they can focus on challenging, rewarding tasks tailored to each individual’s unique talents.
In addition to advising and training employees, HR team members guide supervisors to be more effective in their relationships with others in the company. Coaching goals may include improving communication and conflict resolution skills or developing strategies to build and maintain a positive workplace culture.
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From nonprofit organizations to Fortune 500 companies, today, human resource management is an important business function that impacts a company’s bottom line. Gone are the days when HR only dealt with “hiring and firing”; they are now an important part of the organization’s long-term growth. In modern work environments, HR is often involved in the strategic planning process. When these experts sit across the table during planning sessions, they can help the entire company work more smoothly and move forward as a whole.
In order to effectively implement strategic human resource management, a company can follow a set of specific protocols. HR leaders use these strategies to support organizational goals and plan the company’s next move.
Before strategic planning can occur, a company must assess its current state. Management comes together to identify current processes and structures, assess what is working well and outline areas for improvement. HR can provide insight into the state of the company from the perspective of employees.
Some HR professionals collect data using a system called a SWOT analysis, which assesses a company’s strengths, weaknesses, opportunities, and threats. After reviewing these four areas, business leaders consider specific ways to take advantage of strengths and opportunities while avoiding threats and minimizing weaknesses. For example, if a company identifies its small staff and their limited skills as a weakness, it can set goals to hire more employees or provide training to expand the skill sets of current employees.
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After the initial assessment phase, the company discusses its goals and areas it wants to develop. Management and the HR department are working to envision the ideal future of the organization. This may include writing or revising a mission or vision statement or clarifying the company’s core values. This step is often overlooked, but a strong vision statement can guide an organization through transitions and inspire employees.
Once the vision is formed, the HR department works to create a specific, measurable strategy with concrete goals that are consistent with the organization’s mission. HR departments can also deal with creating action points and delegating them to employees or communicating changes to the entire company. This part of the process often involves adjusting assignments or introducing new jobs to meet certain goals.
Finally, the company must create a process for continued improvement by asking what happens next. This step involves creating clear metrics to measure progress and clear systems for sharing and analyzing data. Once this data is analyzed, the company can decide whether to continue with the current plan of action or to stop and revise its goals.
Human Capital Institute (HCI): HCI provides training, certification, research, education and events. It views employees as the “capital” or assets of the company.
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HR Certification Institute (HRCI): HRCI offers various certifications for HR professionals at different stages of their careers. HR professionals can use these certifications to enrich their current jobs or to help them advance in the field.
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