THE ROLE OF HR IN ORGANIZATION SUCCESS -HR RESPONSIBILITIES

 

HR Responsibilities

The workforce is the lifeblood of any business, they are the ones that drive the performance and profits of an organization. So, it is always important to pay heed to employ the right workforce that suits a company’s objectives. This is basically where HR enters the scene. However, they aren’t restricted to just that.

Human resources (HR) is a part of an organization that sets its tone and ambiance and plays a major role in developing its work culture. HR deals with all the activities related to the employees of an organization. They are a vital part of any corporation as they bridge the gap between management and employees.

They not only manage aspects of recruitment, training, and appraisals but also are crucial in developing an organization’s workforce internally. They also oversee all tenets of communication and compliance. HR is no longer just an optional cadre that’s treated as a luxury. Rather, it is vital in seamless employee management and effective business planning.

HR is made up of top-notch experts in their respective fields. They are experienced, knowledgeable, and have deep business insights. They possess a foresight for trends and a knack for spotting talent and potential.

  

1. Human resource planning      

The first HR function is all about knowing the future needs of the organization. What kind of people does the organization need, and how many? Knowing this will shape recruitment, selection, performance management, learning and development, and all other human resources functions.

2. Recruitment and selection

The second HR function involves attracting people to work for the organization and selecting the best candidates. Attracting people usually starts with an employee brand. Being an attractive employer has plenty of advantages – just as it is the other way around. Technological developments in recruitment have gone very fast and as a result, there are different types of recruitment tools for each part of your recruitment funnel. 

3. Performance management

Performance management is essential in ensuring that workers stay productive and engaged. Good performance management involves good leadership, clear goal-setting, and open feedback.

Performance management tools include the (bi) annual performance review, in which the employee is reviewed by his/her manager. It also includes 360-degree feedback tools in which peers, managers, subordinates, and sometimes even customers review the employee’s performance. These kinds of tools can be very helpful in providing feedback.

Performance management is also an instrument to close the gap between the workforce you have today and the one you want to have tomorrow.

4. Learning and developments

Enabling employees to develop the skills they need for the future is an essential responsibility for HR. This is also related to the first HR function we listed, in which HR bridges the gap between the workforce today and the workforce needed in the near future.

Despite the differences in regulation, almost all employers understand the value of investing in the (future) skills of their employees. It’s the responsibility of the HR department to lead these efforts in the right direction. What’s more, HR plays an increasingly important role in up skilling leaders and managers.

5. Career planning

The fifth function of Human Resource Management is career planning, guidance, and development for employees, together also referred to as career planning.

Showing employees how their ambition can align with the future of the company helps to engage and retain them. For the organization, there are the benefits of better succession planning, higher productivity, and a stronger employer brand.

6. Function evaluation

 Function evaluation is a technical aspect of HR. By evaluating the HR function, the department ensures that the company is successful at both a strategic level and with service delivery and support. The company needs to deliver the level of services required, whilst operating strategically    

 Practically, function evaluation involves comparing various parts of the overall HR operation. This can include the quality, and availability of workers, job location, working times, the economic situation, job responsibilities, and how much value a job adds to your organization. The idea behind function evaluation is that similar jobs should be rewarded similarly.

7. Rewards

Rewarding employees for their work is a function that is impossible to miss. Compensation and benefits are integral to attracting the right kind of candidate for the role, and company. These will vary across different fields, countries, and cultures. Yet the total rewards framework shows that rewards are more than just money. They can also be relational and psychological outcomes.

Rewards include salary but also growth and career opportunities, status, recognition, a good organizational culture, and a satisfying work-life balance. For example, fantastic colleagues and meaningful work are also rewarding to employees. The monetary reward of the job consists of financial rewards and other (secondary) benefits.

8. Industrial relations

Another function of HR is maintaining and cultivating relationships with labor unions and other collectives, and their members. Maintaining good relations with unions will help to spot and resolve potential conflicts quickly and will also be beneficial in more difficult economic times when layoffs or other actions are required.

9. Employee participation and communication

According to Dave Ulrich, one of the key roles of HR is to be a credible activist for the employees. Employees need to be informed and heard on different topics that are relevant to them. Communication relates to spreading information relevant to employees.

Being a People’s Advocate is one of five elements of the T-shaped HR professional, a new competency framework we developed for the future of the HR workforce. People Advocacy includes culture building, people practices, workplace champion, and communication expert. 

10. Health and safety

HR plays an important role in creating and implementing health and safety regulations. Making these regulations part of the company culture is one of the main functions of HR.

11. Personal wellbeing

HR has a function in assisting and taking care of employees when they run into personal problems. Personal wellbeing is about supporting employees when things don’t go as planned. Problems in the workplace and outside can negatively impact employee performance, engagement, and productivity. This, in turn, harms a company’s bottom line. 

Good personal well-being led by your HR department must work at the level of one-on-one communication with employees, and communication across teams, and companies.

12. Administrative responsibilities

The final function of HR is its administrative responsibility. These include personnel procedures and Human Resource Information Systems.

 HR managements have many responsibilities in the corporate sphere, and each one directly impacts the performance of an organization. Let us explore how HRM positively affects a business and its workforce 

HR managers are involved in every part of the employee lifecycle in an organization. This enables them to strategically align the workforce with the company’s goals. With a well-implemented HR strategy, a business can improve cost savings and exercise effective budget control.

 

  

TechTarget(2017-2022) Human resource management (HRM) https://www.techtarget.com/searchhrsoftware/definition/human-resource-management-HRM

AIHR (2020) The 12 Key Functions of Human Resources https://www.aihr.com/blog/human-resources-functions/ Page 2 & 3

HR Helpboard (2022) AN RESOURCE MANAGEMENT (HRM) DEFINITION MEANING

https://community.nasscom.in/communities/hr-summit/human-resource-management-hrm-definition-meaning

https://medium.com/@beatricemcgraw01/the-role-of-hr-in-b2b-business-success-ab86f5870210