Main Functions of the Human Resource Department

By Nupur Montek

An effectively run HR department provides the organization with structure and the ability to address business issues through dealing with your organization's most valuable resources - its employees. There are few HR disciplines, or areas, but HR experts in each discipline may perform more than one of the more than six basic functions. In small businesses without a committed HR division, it's possible to accomplish a similar level of productivity and workforce management through outsourcing HR functions or a joining an expert employer organization.

Recruitment

The success of recruiters and employment specialists generally is measured by the number of positions they fill and the time it takes to fill those positions. Recruiters who work in-house - instead of organizations that provide recruiting and staffing services - assume a key part in developing the employer's workforce. They promote job postings, source candidates, screen applicants, conduct interviews and organize hiring efforts with supervisors responsible for making the final selection of candidates.

Security

Workplace Security is an important factor. Under the Occupational Security and Health Act of 1970, managers have a commitment to give a protected workplace to employees. One of the primary functions of HR is to help workplace security training and keep up governmentally commanded logs for workplace injury and casualty announcing. Also, HR security and risk specialists frequently work closely with HR benefits experts to deal with the organization's workers compensation issues.

Employee Relations

In a unionized workplace, the employee and work relations functions of HR might be consolidated and taken care of by one authority or be completely separate functions managed by two HR experts. Employee relations is the HR discipline concerned with strengthening the employer-employee relationship through measuring work fulfillment, employee engagement and settling workplace conflict. Work relations functions may incorporate creating management reaction to union organizing campaigns, negotiating collective bargaining agreements and rendering elucidations of guild contract issues.

Compensation and Benefits

Like employee and work relations, the compensation and benefits functions of HR frequently can be taken care of by one HR experts with double skill. On the compensation side, the HR functions incorporate setting compensation structures and assessing focused pay practices. A comp and advantages experts may arrange a group health coverage rates with safety net providers and facilitate exercises with the retirement reserve funds subsidize head. Payroll can be a part of the compensation and advantages area of HR; however, in many cases, employers outsource such authoritative functions as payroll.

Consistency

Consistency with work and business laws is a basic HR work. Non-consistency can bring about working environment complaints in view of out of line business rehearses, risky working conditions and general disappointment with working conditions that can influence efficiency and at last, benefit. HR staff must know about government and state work laws for example Title VII of the Civil Rights Act, the Fair Labor Standards Act, the National Labor Relations Act and numerous different principles and controls.

Training and Development

Employers must provide employees with the tools important for their success which, as a rule, implies giving new employees broad introduction training to enable them to progress into another authoritative culture. Many HR departments additionally give leadership training and proficient advancement. Leadership training might be expected of recently hired and promoted supervisors and directors on points, for example, performance management and how to deal with employee relations matters at the division level. Proficient development openings are for employees searching for limited time openings or employees who need to accomplish individual objectives, for example, completing a higher education. Projects, for example, educational cost help and educational cost repayment programs frequently are inside the domain of the HR training and development area.

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