The term Human Resources began gaining momentum in the late 1960s when organizations began to craft values and skills needed to make their business prosper. This included motivation, punctuality, team-work, etc.
Organizations began forming Human Resource Departments to recruit employees with the required skill-set, train them and manage the needs of existing employees in the company. Simply put, Human Resources is a generic term for anything related to overseeing a company’s human capital.
Some of the specific tasks performed by Human Resources include:
This includes conducting tests, interviews, psychometric evaluations, etc. to see if the potential employee can add anything substantial to the organization and whether their goals are aligned with that of the organization.
Staff Evaluation and Training
Once the staff is hired, it’s the Human Resource (HR) department’s job to conduct orientation programs and training sessions to hone the staff’s skills and get them accustomed to the working environment. Training and conducting workshops will also be applicable to existing employees and not just the new recruits.
It’s also the HR’s responsibility to constantly evaluate the recruited staff once they’re inducted into the organization to check if they’re productive.
Maintaining relations between the Employees and organization
The HR department acts as a bridge between the organization and its staff. So, it constantly does what is required to manage and cultivate a pleasant working environment and a smooth workflow.
This includes taking action against grievances faced by employees and employers alike and sorting issues by enforcing and promoting strict personnel policies.
Staff Compensation and Benefit
It’s the duty of the Human Resource department to set the employee compensation, pension and keep track of other expenses that might be incurred by the organization because of human capital.
Managing the Resignation process
Whenever an employee quits or gets laid-off, the HR department must make sure that the process is legal and generate the necessary paperwork to state the same. They’re also responsible for blocking access to any official information and negotiating and distributing the severance pay, benefits etc.
Any Human Resource department must always gear their organizational efforts towards a few things namely
Alignment of Organizational purpose
The HR department must understand the goals of the organization, make the employees understand the same and train them accordingly.
Creating and selling an accurate EVP
An Employee Value Proposition or EVP is important while attracting the right kind of talent the organization needs. It is an outline of the goals and benefits that employees will get from joining the organization.
Therefore, it is the job of the HR to craft the perfect EVP and market it to recruit the right kind of employees without misleading them.
Identify Employee Strengths
Since HR departments have everything to do with human capital, they’re also responsible for identifying the strengths and weakness of every staff so that they’re assigned to a role that best suits their strengths and also adds value to the organization.
The Human Resource department must the list of criteria that they must choose in order to evaluate employees and get an idea of where the organization stands at all times.