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Role of HR or HRM – Define what do the Human Resources do?

The Human Resources Management has today become an integral part of every organization, be it small or big. A few years back no such specific department existed in the organization, or even if it did, it did not hold such importance as of today.

Human Capital is most important capital or asset of any of the organization.   To understand the main Role of HR we can define that Human Resource Management (HRM ) Role is to develop and implement all important HR policies and procedures at the workplace and handle important factions of HR such as Recruitment and Selection, Training & Development, compensation & Benefits, Performance Management  and more and also work for retention of the Talent.

This rising importance of HR has been seen due to companies’ requirements for highly skilled people to compete globally. It is like the famous biologist Charles Darwin said, “Struggle for existence, Survival of the fittest”.

This article tries to throw a light on the crucial role that HR plays in today’s world and how it helps organizations manage people.

What do the Human Resources do?

To begin, HRM is all about HR policies and practices that an HR executive carries out such as recruitment, training, appraisal. It also talks about the employee’s relationship with their work, whose aim is to bring them altogether to develop a successful organization.

What do the Human Resource do

HRM is that part which develops the human aspects of the organization. They directly or indirectly contribute in achieving organizational goals. Many times, HRM is defined as a method meant to develop potentials in an employee so that they feel satisfied with their work and efforts towards the organization.

An organization will always consider its worker along to be its assets along with his skills and abilities. It takes a lot of planning in order to manage people. A successful organization will always try to optimum utilization of such valuable resources. For this, various strategies are adopted such recommendation process, feedback on the work, solutions to internal and workplace environment issues.

 HRM’s active role helps organization to always keep improving. For instance, Google believes in keeping its employees happy and provides them tons of perks, benefits, day-to-day facilities, flexible workspace. Google offices are said to provide in-house sports activities like hockey, volleyball, etc.

With the changing world, new terms evolve for the same concept. The term ‘human capital’ is quite trending these days. Other terms could be personnel management, people at work, human assets, and social capital. Also, those human resources are much inter-dependent and inter-related with each other. They interact socially and psychologically with each other as well. Whereas some might say that HRM is meant to achieve individual, organizational and social objectives through tasks such as planning, organizing, directing, controlling and integration.

All these definitions lead to one conclusion, that HRM is nothing but management of people within the organization through various policies and tasks like Recruitment, planning, organizing, and directing to achieve organizational and individual goals leading ultimately to the growth and development of both the organization as well as the individual.

Role of HR or HRM - Human resource

HR is no more a cost minimizing or cost cutting department for the organization. Rather it has become an investment department given the important roles it plays. 

Here are some of the crucial role played by the Human Resource in an organization.

1. Recruitment and staffing

The very basic function of HR is to recruit people. Hire the right person for the right job with the right skills. It doesn’t end here. HR needs various policies and strategies to manage people and comply to their organizational needs and requirements.

2. Compensation and benefits administration

The simplest meaning of compensation is to pay the worker for his work. The role of HR here is to see that timely and fair compensation is given to the employees.It includes health benefits, retirement plans, stock purchase plans, etc.

3. Training and development

One of the most crucial roles is training and, in this increasing, global competitiveness that pushes the organizations to adopt expansionism policies, the right job training as well as behavioral training has seen quite a trend in the last 5-10 years.Organizations are ready to invest in the training of an employee from organization roles, policies, to team building and legal training such as sexual harassment training.

For Example,Amazon has a month-long training course and allows employees to train new positions. It believes in making employees independent by making them take the ownership of the products and services from the very beginning.

4) Employment laws

Every country has its own set of labour and organizational laws that the companies need to strictly follow. It’s the job of the HR department to see it the organization abides by these laws. For instance, In India, there are various laws such as the factories act, mines act, industrial employment act.

Nowadays, with increasing female workforce in the country, the government has also come up with laws to protect them such as the equal pay act, maternity leave act, whistleblower act, etc.

5) Grievance Redressal

Grievance is basically some kind of dissatisfaction an employee is experiencing with the working environment, company policy or simply with his/her colleagues.

 The reason such authority is with HR is because they are aware of the employees past records, their behavior pattern and also that hr itself is capable enough to solve such grievances peacefully.

It is a kind of win-win situation in grievance redressal. One, the employee is satisfied and happy with management taking interest in his issues and resolving them. Secondly and most importantly, HR becomes aware of the changing behavior pattern and needs of its employees. The industrial disputes act and the factories act are few such examples wherein grievance redressal mechanism exits at the national level also.

6) Employee testing

HR simply cannot hire a person on the basis of an attractive resume or due to some person’s reference. Non-technical posts candidates are tested on the basis of their qualifications, experience, interview performance, whereas technical post candidates need to give an extra test related to their field such as iq test, work sample test, etc.

What has become important now is the background check of the candidate or in simple terms his behavior, impression, attitude in the past organization. Such reference check gives a rough to the hr whether a candidate is eligible in all terms to be hired or not.

7) Promotion

Promotion means moving employees to higher positions. They do not just include seniority or higher pay, but comes with many duties and responsibilities.  From the HR perspective, it is the optimum utilization of a person’s skills and abilities as well as pushing his limits for better work performance, higher outputs and increased knowledge.

HR promotes an employee on the basis of his previous performance charts, organizational behavior, leadership and other such factors. The HR is also equipped with the mechanism of demotion. It is moving down the position of employee from his current one. These can be due his incapability of performing a job or many a times his indecent behavior.

8) Job rotation

Job rotation means giving employees different tasks. The sole purpose of Job Rotation Policy is to make the employee multi-skilled and giving a change from the regular normal work.Sometimes such activities help employees find their talents or work in which they are very good at and motivate them to do the job more speedily and productively. It also expands their overall knowledge and experience.

 



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