When a HR department is managed efficiently can provide structure and the ability to meet the needs of business needs by managing your company's most valuable resources that are your employees.
There are several HR disciplines, but professionals in each discipline can perform more than one of the more than eight essential functions of the human resources department.
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In small companies that do not have one, it is possible to achieve the same level of efficiency and management of the workforce by outsourcing the functions that they fulfill.
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If you want to know the 8 functions of the resource department humans that we are going to explain to you next, you just need to keep reading this post.
In this article you will find:
Human resources department functions
To understand the functions of the personnel department, it is important to know what can be expected of it and what objectives it has, you can read this in another of our posts. In general, we know that your main task is contribute to the success of the companyby searching, the maintenance and development of human capital.
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On the one hand, this is achieved by creating effective programs and, on the other, by ensuring that the rules and procedures established in this area are followed.
1. Contribute to the business objectives of the company
The achievement of the company's objectives requires a competent team of human talent. The CEO or board of directors has to establish the needs of the organization and the management team. HR has to find the right people to satisfy them, both inside and outside the organization.
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2. Improve the quality of life of employees
The department of human resources must commit to ensuring well-being, motivation and development of employees in the company. Measuring the work environment, activating development programs and offering incentives are some examples of their work.
3. Improve productivity
Internally, the personnel department also has to supervise the productivity and the performance of the entire team. Hopefully, they will be able to detect improvement opportunities and activate plans to implement them.
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4. Ensure compliance with regulations
There are numerous labor laws and regulations for which the HR department will always be ultimately responsible. Holidays, sick leave, maternity and paternity leave. All of this is regulated and must be strictly complied with.
5. Recruitment and selection
Is HR function consists in attract people to work in the organization and select the best candidates. Attracting people often starts with an employee brand.
Being an attractive employer has many advantages, as well as the other way around. A good example of the latter is the tobacco industry, which has difficulty attracting talent due to its tainted reputation.
With a strong employer brand and the right hiring strategies, you've already come halfway. Once the candidates introduce themselves, the selection process is an HR instrument to choose the best qualified candidates with the greatest potential.
Technological developments in recruiting have been going very fast, and as a result, there are different types of hiring tools for each part of your hiring funnel.
You can check more information here:
- Internal Recruitment Sources
- Recruitment sources
6. Performance management
Performance management is essential to ensure that workers remain productive and engaged. Good performance management involves good leadership, setting clear objectives, and a feedback open.
7. Learning and development
Enabling employees to develop the skills they need for the future is a essential HR responsibility. Organizations traditionally have a fixed budget for learning and development.
This budget is distributed among your employees. In some countries, this quota is mandatory. In the UK, for example, companies with an annual payroll of more than £ 3 million pay a mandatory fee of 0.5% for the professional training of their employees.
8. Function evaluation
As business and society change, so must an efficient HR function. Role evaluation is a technical aspect of HR. By evaluating the HR function, the department ensures that the company succeeds both strategically and in terms of service delivery and support.
The company needs to provide the required level of services, while operating strategically. In practice, role evaluation involves comparing various parts of the overall HR operation.
This may include the quality and availability of the workers, the location of the position, the hours of job, financial situation, job responsibilities, and the value a job adds to the job organization. The idea behind function evaluation is that similar jobs should be rewarded in a similar way.
