The human resources department is one of the most important contributor to success as the company begins to grow. Here, let us at look ten basic functions that needs to be performed within the HR department of any organization.
First let’s start off with a general definition. The HR department is the area of the internal organization of a company that is responsible for the management of human resources of the said organization. It is formed by a group of people who are employed in the company to achieve the following objectives: select and train people that the company needs, providing workers with the means to enable them to carry out their work and try to make the worker meets the company’s productivity standards.
Now let’s take a look at the ten elementary functions of the human resources department of any company:
- Organization and planning of staff: It consists of planning templates according to the organization of the company, designing appropriate job positions, defining roles and responsibilities, providing staffing requirements for the medium and long term, designing pay models and standards of internal promotion, among other tasks.
- Recruitment: It is a set of procedures that attracts qualified applicants for a job at the company. Two of the most common recruitment mechanisms are internal recruitment, if the task is to attract applicants who are part of the staff of the company to a particular job, or external, if the candidates involved are people outside the organization.
- Selection: This function is very important because one of the factors determining the success of a business is the right choice for employees. A complete analysis must be performed of all the candidate that are shortlisted for the job by going through a series of screening tests.
- Career plans and professional development: Staff development can be implemented through career plans; programs in which people can acquire the necessary experience for them to be able to progress in the structure of the organization.
- Training: Training of workers allows staff of the company to adapt to changes that occur in society as well as technological advances. Besides adaptability to change, the company should provide training for new employees in the wake of specific tasks that have to be undertaken in the organization.
- Performance evaluation and control of personnel: The human resource department has to control aspects such as absenteeism, overtime, staff movements, age pyramid, ground relations, and correct the mismatch between worker skills and the skills required for a particular post.
- Employee climate and job satisfaction: It is necessary to detect the level of employee satisfaction within the organization and the reasons for discontent with the intention to implement corrective measures. One of the factors that have greater and greater impact in achieving a good working environment is the reconciliation of work and family life.
- Personnel Management: It is to manage all the legal paperwork that entails the staff of the company, encompassed in areas such as the selection and award of contracts, processing payroll, work permits, social security and control of the rights and duties of the worker.
- Ground relations: It is to promote communication between the company management and its employees, using buffers such as union representatives. These representatives should address the collective work conditions, as well as be involved in mutual bargaining on disputes that may arise within the company on an employee level.
- Prevention of occupational hazards: This involves the study of working conditions and occupational risks associated with jobs and the implementation of pertinent preventive or protective mechanisms in order to preserve the health of the people working for the company.