What Are The Duties Of Human Resources – Every organization, big or small, uses a lot of capital to do its business. Capital includes money, valuables, or items used to generate income for the business. For example, a retail store uses registers and inventory, while a consulting firm may have proprietary software or premises. Regardless of the company, all companies have one thing in common: they have to have people to make their capital work for them. This will be our focus throughout the text: generating income by using people’s skills and abilities.
Human resource management (HRM) is the process of hiring people, training them, compensating them, developing policies related to them, and developing skills to retain them. As a field, HRM has undergone many changes in the past twenty years, giving it a more important role in today’s organizations. In the past, HRM meant processing payroll, sending employees birthday gifts, organizing company events, and making sure forms were filled out correctly—in other words, more administrative roles than strategic roles. that is critical to organizational success. Jack Welch, former General Electric CEO and management guru, summed up the new role of HRM: “Going beyond parties and birthdays and registration forms…. Remember, HR matters in good times, HR matters in bad times” (Frasch, et.al., 2010).
What Are The Duties Of Human Resources
It is important to point out here, at the beginning of this article, that every manager has several roles related to human resource management. Just because you don’t have the title of HR manager doesn’t mean you won’t do all or at least some of your HRM tasks. For example, many managers deal with employee compensation, motivation, and retention – making these aspects not only part of HRM but also part of management. As a result, this book is important for someone who wants to become an HR manager and for someone who will manage a business.
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Have you ever had to work with the human resources department at your workplace? How was the interaction? What is the role of the department in that organization?
Remember that many HRM functions are also performed by managers of other departments, which makes this information important, regardless of the career path you take. Most experts agree on seven important roles that HRM plays in organizations. This is explained in the next section.
You need people to do the tasks and do the work in the organization. Even with the most advanced machines, people are still needed. Therefore, one of the main tasks in HRM is personnel. Staffing involves the entire hiring process from job postings to negotiating salary packages. In the workforce, there are four main steps:
Every organization has a policy to ensure fairness and continuity within the organization. One of HRM’s tasks is to develop the discourse around this policy. In policy development, HRM, management, and executives are involved in the process. For example, HRM professionals may consider the need for a policy or change in policy, seek opinions on the policy, write the policy, and then communicate the policy to employees. It is important to note here that the HR department does not and cannot work alone. Everything they do needs to involve all other departments in the organization. Some examples of workplace policies could be the following:
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These topics are discussed further in Chapter 6 “Pay and Benefits”, Chapter 7 “Retention and Promotion”, Chapter 8 “Training and Development”, and Chapter 9 “Communicating Success”.
HRM professionals need to determine that compensation is fair, meets company standards, and is high enough to entice people to work for the organization. Compensation includes everything that employees receive for their work. Additionally, HRM professionals need to ensure that their pay is comparable to what others doing a similar job are paying. This includes setting a salary schedule that takes into account the number of years with the organization, years of experience, education, and similar factors. Examples of worker’s compensation are as follows:
Retention involves retaining and motivating employees to stay with the organization. Compensation is an important factor in employee retention, but there are other factors as well. One hundred percent of employees leave the company for the following reasons:
However, 90 percent of managers perceive employees leaving because of wages (Rivenbark, 2010). As a result, managers often try to change their compensation packages to discourage people from leaving, when compensation is not the reason they are leaving at all. Chapter 7 “Retention and Motivation” and Chapter 11 “Employee Evaluation” discuss several strategies for retaining the best employees based on these four factors.
What Is Human Resources Management: Careers, Skills, Trends
Once we have spent the time hiring new employees, we want to make sure that they are not only trained to do the job but also continue to grow and develop new skills in their jobs. This is the highest productivity result for the organization. Training is also a key component in employee motivation. Employees who feel they are developing their skills tend to be happier on the job, which increases employee retention. Examples of training programs may include the following:
We discuss each of these types of training in more detail in Chapter 8 “Training and Development”.
Human resources must know all the laws that affect the workplace. An HRM professional may work with some of the following terms:
The legal environment for HRM is constantly changing, so HRM must always be aware of the changes that occur and then communicate these changes throughout the management organization. Rather than presenting a chapter that focuses on HRM law, we will cover these laws in each relevant chapter.
What Is Human Resource Management?
Security is a top concern in all organizations. Often new laws are created with the goal of establishing federal or state standards for ensuring worker safety. Trade unions and union agreements can also influence worker safety requirements in the workplace. It is up to the human resources manager to identify employee safety requirements and ensure that the workplace meets federal and union standards. Employee safety issues may include the following:
We consider these issues in detail in Chapter 12 “Working with Trade Unions” and Chapter 13 “Safety and Health at Work”.
Note: Compliance with employee safety laws is generally the responsibility of human resources. In some companies this is important; in fact, it can mean life or death.
In addition to this main role, good communication skills and good management skills are key to successful human resource management as well as general management. We describe this issue in chapter 9 “Successful Communication”.
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In addition to managing internal factors, HR managers need to consider external forces that may affect the organization. External forces, or external factors, are those over which a company has no direct control; however, they can be things that can have a positive or negative impact on human resources. External factors may include the following:
For example, recent trends include flexible work schedules (allowing employees to set their own schedule) and telecommuting (allowing employees to work from home or remote locations for specific times, such as one day per week). are external factors that influence HR. HRM must be aware of these external issues, so that they can formulate policies that meet not only the company’s needs but also the needs of individuals. Another example is the Patient Protection and Affordable Care Act, which was signed into law in 2010. Compliance with this law has significant implications for HR. For example, a company with more than fifty employees must provide health coverage or pay a fine. Currently, it is estimated that 60 percent of employers offer health insurance to their employees (Cappelli, 2010). Since health insurance will be mandatory, costs and the use of health benefits as a recruitment process are major external challenges. Any manager who works without taking external forces into account is likely to alienate employees, resulting in unmotivated and unhappy employees. Not understanding external factors can also mean breaking the law, which has concerning effects as well.
An understanding of key external factors is essential for a successful HR professional. This allows you to make informed decisions based on changes in the external environment. To develop this understanding, reading various publications is important.
One way managers can learn about external forces is by attending conferences and reading articles on the web. For example the Community for Human Resource Management website, SHRM Online
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, not only has career opportunities in the field but also explains many of today’s human resources issues that can help managers make better decisions when it comes to people management. In Section 1.3 “Today’s HRM Challenges”, we paid some attention to some of the recent external issues affecting the role of human resource management. In Section 1.1.2 “HRM Roles”, we cover some of the skills needed to be successful in HRM.
Most professionals agree that there are seven main tasks performed by HRM professionals. All this needs to be considered in relation