In simple terms, the HR (HR) department is a department that is charged with managing the entire employee life cycle (e.g., recruiting, hiring, training, onboarding, payroll, benefits, and leave/retention). There are many different aspects of the life cycle process that fall under the purview of the HR department including interviewing, selection, orientation, performance reviews, induction, appraisals, training and development, placement, and terminations. There
are several reasons why an organization would have HR functions. The most common reason is to protect the interests of the employees in the workplace. Another reason is to perform a human resource function that is different from other departments within the organization such as marketing, finance, or human resources.
There are four main functions that the HR personnel department should execute. The HR
functions should: Identify the right people for the right jobs, screen out potential bad candidates, promote talent, and foster discipline. Each of these activities is vital to the mission of the human resource management department. For example, identifying the right talent for the job, promoting talent, disciplining workers, and fostering discipline all depend on properly hiring, promoting, and keeping track of personnel.
HR should execute four primary duties. The first primary duty of the department is to recruit the best people available. This involves communicating the expectations of the organization in terms of skills, talent, education, experience, and character to applicants. Recruitment includes screening out applicants and evaluating their qualifications and performance against the company’s standards.
The HR department is also charged with supervising the hiring and development of
employees. The department monitors compensation, terminations, new hires, and requirements. It must oversee every aspect of personnel decision-making. In order to supervise the hiring process, HR needs to develop an effective hiring process that involves: prescreening job applicants, evaluating potential candidates’ qualifications, evaluating potential candidates’ performance against the company’s standards, and communicating expectations to employees, management, and union representatives. When hiring new employees, HR should perform background checks to ensure they are qualified for the position. They should also conduct drug testing for new employees.
The HR department monitors employee relations policies and practices. The department also develops and implements strategic workplace culture initiatives. In addition to these tasks, HR is charged with developing staffing and recruiting strategies. The HR functions can implement an effective recruiting strategy by planning Recruitment Days, developing an employee referral program, maintaining an online recruitment database, implementing an efficient Workplace Performance Improvement System (WPI), implementing a rewards and recognition program, and tracking employee progress. The HR department can also supervise compliance with the Americans with Disabilities Act (ADA) through the ADA Compliance Office.
The HR department monitors recruitment and tries to fill available positions within an organization. Recruitment strategies developed by the HR department help an organization achieve its workforce goals. The HR department assists in filling open positions by recruiting, qualifying, retaining, and promoting employees. The HR department should have a comprehensive and integrated recruiting tool that includes the use of computers and the Internet to generate a large applicant database that includes personal data, educational data, professional data, etc., that can be accessed by recruiters, hiring managers, human resources professionals, and other HR staff on demand.
The HR department provides service to management and executives. By providing direct support to management and executives, it contributes to the success of management and executives. HR can provide leadership development training and development workshops. In order to support employees, HR must train its employees through career development programs. The HR department provides assistance to executive-level and supervisory staff by aiding them in planning and organizing training programs, implementing quality improvement programs, improving employee motivation and productivity, and assisting them in achieving workplace objectives.
When the head of the HR department receives a promotion or other important change in their
position, they must move forward with implementing organizational changes or reviewing payroll procedures. Other than oversight of the organization’s performance and the hiring and promotions of management personnel, their primary duties include supervising benefits administration and collecting fees due under benefits policies. It is the duty of the HR department to prepare and implement compensation policies for the benefit of all employees. Supervisors
and managers are advised to review payroll procedures and make any changes that are deemed necessary.