Whether you work for a large international firm or a tiny local business, your organisation almost certainly has its own human resources department.
Despite the fact that it is prevalent in the majority of workplaces, human resources is one of the most misunderstood company functions. Indeed, several staff are unaware of the department’s mission.
To assist you understand why Human Resources is critical to your organisation, we’ve prepared an in-depth guide that will help you grasp not only the department’s day-to-day responsibilities, but also how the department relates to your own career.
What is a human resources department?
Human resources is the department that is responsible for the management of employee assets as well as the development of personnel. It is named after the term ‘Human Resources,’ which refers to an organization’s workers who comprise the skilled workforce of a corporation.
The size of an HR department varies according to the size of the business. Small businesses may require only a single human resources manager, whereas larger enterprises would hire an entire staff to handle their increasing personnel. Although having an HR department is not required by law, it is recommended that businesses, particularly bigger ones, do so, as HR-related accidents are more common than you might believe.
What does human resources do?
Human resources comprise all facets of an organization’s people management and communication.
For employers, human resources is a tool for maintaining the smooth operation of a firm by ensuring the best employees are employed, retained, and happy.
For employees, human resources is a department that is dedicated to assisting you at difficult times, ensuring you have all you need to perform at your best, and assisting you in furthering your career development.
The following are some of the most often performed everyday duties by a human resources department:
1.Promote a positive corporate culture
Once considered a desirable employee advantage, a strong and good organisational culture is now considered a need in the modern workplace. Everything from team building days and lunch & learns to work flexibility falls under the category of business culture — all of which require involvement from the human resources department.
By fostering a consistent and loving culture, Human Resources contributes to the creation of an environment that supports both employees’ work lives and the business’s ideals.
Given that people are the lifeblood of human resources, it’s only logical that they play a significant part in the hiring process.
Human resource managers are familiar with both the calibre of a firm’s staff and the ideals the company seeks in an employee. Along with the recruitment process itself — a vital stage for every firm — human resources ensure that the onboarding process is seamless. This entails establishing new starters in the workplace, completely orienting them and preparing them to hit the ground running.
3.Encourage job training and educational growth
Human resources is heavily invested in performance management and staff development. Each employee has both strengths and shortcomings, and it is HR’s responsibility to assist each individual in maximising their strengths and improving in areas that can be improved.
Human resource managers are responsible for ensuring that all employees have access to a development plan, which they will use to speak with their line manager about areas for improvement. These plans inform both managers and employees on how an individual is performing and outline a clear path for development.
Human resources is also responsible for identifying possibilities for additional training. The development plan of an employee will reveal whether they are more interested in broadening their skill set or improving in a particular area. This enables human resource managers to offer training programmes and seminars that will assist employees in meeting their goals.
Not only employees require guidance. Human resources is also responsible for assisting managers in leading their teams effectively within the organisation.
As a department, human resources is uniquely qualified to understand a business’s employees. This enables them to advise and guide managers on the most effective ways to interact with employees in a healthy and productive manner. Human resources frequently organises training programmes for managers in the same way they do for other employees – to help them develop in areas such as interpersonal communication and public speaking.
In company, a great deal of critical information must be communicated to both management and employees. Whether it’s a critical company-wide announcement or an employee grievance, Human Resources ensures that critical information reaches the right individuals.
Effective communication inside your organisation avoids misconceptions, which saves time and money. Additionally, it fosters stronger ties, which contributes to the overall robustness of the company culture.
6.Promotion of health and well-being
Employees, as valuable as they are to businesses, are ultimately individuals. Human resources have a responsibility to prioritise the health and well-being of employees.
This can apply to a variety of challenges, both at work and at home, such as health concerns, debt, childcare, and coping with mental health.
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