Financial assets are one thing. It’s the human resource that runs the company. The employees could either be an asset or a liability to the organization. It’s the job of HR professionals to ensure that they never become the latter. The HR department is responsible for hiring talented individuals and nurture them to benefit the organization. At some point, the employee may feel that they have gained sufficient skills and experience to pursue better opportunities outside the organization. The HR department must treat the employees with such kinship that the employee doesn’t want to leave.
In the absence of a designated HR department, businesses depend on their managerial staff to set professional standards, monitor recruitment and promotions, and enforce ethical conduct. However, if management spirals out of control and no HR department is willing to take responsibility and devise solutions, the entire organization may collapse. To avoid this practice, every organization, small or big, needs a competent team of HR professionals to manage and retain the employees.
While to become an HR professional, the necessary qualification is a bachelor’s degree in business administration with an HR concentration. This degree will get you started in HR as a career. However, to have a strong understanding of how an organization operates, individuals should consider earning a master’s degree in HR. It is also beneficial if you want to climb up the managerial ladder of your organization’s HR department. Making time for education can get slightly difficult after a bachelor’s degree. It’s why your best option is to enroll in online masters in human resources program. It’ll help you develop a strategic approach and prepare you for an integral role in the business. Read on to gain a broader perspective on the functions that come under the HR department.
1. Recruitment And Selection
Recruitment is undoubtedly the most prominent function of the HR department. It’s the first and probably the only thought that comes to our mind when we think of the term “HR.” As fun as it may seem, recruitment is a highly critical responsibility. It can determine the future of the entire organization. HR professionals must identify talent that’ll benefit the company in the longer run. To do that, HR must first post a job opening on relevant platforms with the job description. The next step is to shortlist resumes that fit the role and commence interviews. In interviews, they ask the right question to see if the candidate possesses the right skillet, is eager to learn, and blends in with the organization’s culture. Employees who blend in remain happier, thus last longer in the organization.
2. Training And Development
Individuals step into the organization from diverse cultures possessing vastly different knowledge. HR department leads the T&D program to upskill new employees and turn them into leaders. Organizations often have a designated budget for their T&D programs. Based on the individual’s response towards the training, HR decides whether they should be allotted better opportunities or not. Sometimes, employees with greater potential receive better training opportunities than others.
3. Compensation And Benefits
To foster a positive environment in the organization, HR professionals must ensure equitable compensation for the employees. And to do that, employees must first be considered an asset to the company rather than laborers. Unjust pay scales are the top reason why employees get unproductive and quit the job for better opportunities. Compensation shouldn’t just be monetary. It could be in the form of flexible working hours, phone bills or fuel coverage, extra holidays, in-house daycare, conveyance, etc. It might also be given as a reward for good work.
4. Employee Relations
We all undergo stressful experiences in our lives, and often we bring this stress along with us in the workplace. Maintaining positive employee relationships is a vital role for the HR department. Conflicts in the workplace are inevitable. To ensure that conflicts don’t get out of hand is HR’s job. It can be followed by proper plans to deal with disputes and devise fair solutions to settle down both parties. Improper investigation in the case or a discriminatory verdict can lead employees to feel unsafe and abandon the organization.
5. Performance Management
Performance management involves keeping a check and balance of employee productivity and identifying gaps in it. It’s often followed by a whole procedure where if an employee isn’t performing up to the expectations, HR professionals often communicate with them to reveal the root cause and make it easier. HR goes around collecting feedback regarding what modifications can enhance employee performance. Usually, companies conduct performance evaluations on an annual basis before finalizing promotions. High-performing individuals get promoted, and low-performing ones get trained.
6. Workplace Safety And Health
Another important role that comes under the HR department is ensuring the safety and health of the employees. Every organization is obliged to comply with OSHA (Occupational Safety And Health Act) 1970. The act states that organizations must provide a safe environment to their employees at any cost. The workplace must be danger-free so that employees aren’t subject to any injuries. The HR department must be well-trained to handle Emergencies and keep records of injuries and fatalities in the workplace. Additional responsibilities include first-aid training, maintenance of fire extinguishing equipment, time to time emergency drills, etc.
The Bottom Line
The HR department plays a pivotal role in an organization’s seamless operation and success. With the right qualification and skillsets, HR professionals can do just that. Inadequate understanding of HR roles could lead to unrecoverable losses for the company as a whole. A competent HR department keeps up with the trends in employee management. Happier employees tend to be more productive and bring forth fruitful outcomes for the company. A successful organization never hangs back from spending money on HR. After all, employees are the assets, and the HR department is the backbone of any organization.