Human Resources Organization Chart

This time we will talk a little about the Human Resources organization chart. This department is tasked with providing various services and functions that depend on the structure and organization that the company contains. His Organization chart is made up of different hierarchical units and levels that will be located in each department.

This area is responsible for carrying out selections, to form, hire and lay off the different categories of employees that the company comprises. You must monitor the labor market, create adequate coordination with other areas to assess the organization's recruitment and training needs.

Another essential aspect of this department is to define the salary policy and thus be attractive and stimulating for the workers, this will provide better productions for the good development of the company.

Objectives of the Human Resources organization chart

The main objective of this department is to organize the staff of a company according to its size. For this, it is necessary to make an organization chart to achieve organize employees by areas and assign functions to each one, tasks and responsibilities.

His organization plan is in charge of analyzing, evaluating, selecting and controlling everything related to this department within the company. For this to take place, you must perform a Organizational structure where you have to determine the functions, activities, responsibilities and each of the job profiles.

Similarly, it should highlight the policies of recruitment, selection, training, hiring and the worker motivation. Also communication channels between employees and conflict resolution, as well as health and safety plans in the various work areas.

Functions of the Human Resources organization chart

The general functions of this department are:

• Have knowledge of innovative techniques related to labor regulations, from a theoretical point of view, as their application carried out in practice.
• Be strong and at the same time be flexible in relationships, so that there is a favorable balance between entrepreneurs, managers, shareholders and in turn these can relate to the workers, committees and unions of the business.
• Make correct selections and promotions to staff in appropriate areas and jobs.
• Promote appropriate programs training, courses or any activity for all levels and the necessary motivation to develop good performance and job improvement.
• You must take into account the responsibilities and qualities of each employee and in this way know if you are capable of achieving it.

Requirements of the Human Resources organization chart

The organization of this department could vary depending on the size of the company, however, It mostly has a Department Director, a specialist technician in each area and staff administrative.

Regarding its location within the organizational structure, it is located at the bottom of the Director or General Manager, since it is part of the company's departments, it can also be a staff that depends on the General Directorate to function as advisory services to the company.

This structure is classified as follows:

HR director

This depends on the Director General, it is the position with the highest hierarchy within this department and his job is to coordinate the actions of subordinates, which means that they have to have the qualities that a favorable management requires within the business.

Administrative and labor department

In this department, personnel administration and work relationships are developed. They are in charge of:

• Employment contracts: This includes trial periods, contract modifications or suspensions, and temporary contracts.
• Social security: It is responsible for the responsibility of payments, contributions, benefits, disabilities, collective agreements, protective actions and retirements.
• Labor relations: In this department, functions such as collective bargaining, relations with unions and company committees, and collective disputes are developed.

Personnel selection department

Mostly those in charge of this department are psychologists, since they are in charge of making the selections and perform all that is required by the interview, evaluation, incorporation and the general process of the selection of the personal.

Training department

This department has the objective of carrying out various training programs, in order to plan, evaluate and help improve the skills of To achieve this, employees must make specific plans that can be easily incorporated into the different professional profiles that participate in the business.

Development Department

It is in charge of specifying the jobs in:

• The system planning.
• The system performance evaluation.
• The work activity optimization system.
• The system of working environment Y company culture.

Occupational risk prevention department

The law requires the company to ensure the integrity and health of its workers, therefore, it has the obligation to create a plan that protects and guarantees the safety of employees against any risk that may arise internally.