Features of Human Resource Department HRD

darrenhayes

Darren Hayes
Human resource professionals must be able to work with the organization so that HR is in sync with the company's long-term vision and goals. Carrying out administrative duties, like providing the tools the organization needs to successfully operate, is part of the duties of HR. Human resource professionals need to be able to discover new methods that move the company forward.

Taking care of employees in terms of managing their selection, recruitment, compensation issues, development, and administration is included in the duties of an HR professional. A behavioral scientist who knows how to get people in an organization involved in solving their own problems. A change agent's main strength is a comprehensive knowledge of human behavior, supported by a number of intervention techniques

Strategic planning

an organization's process of defining its direction and making decisions on allocating its resources to pursue it A recent ad for an HR Director position stated that candidates should have: a strong knowledge of business acumen, the ability to demonstrate best practices in all HR competencies, a good understanding of labor relations, the ability to analyze operational effectiveness, the ability to lead organization development, and knowledge of leading edge employee compensation and benefit strategies.

The core roles of a human resources professional are grouped into four broad roles whose duties must be carried out: a strategic partner to the organization, an administrative expert, a change agent, and an employee champion.

Strategic Partner

As a strategic partner, the HR professional must be able to partner with the organization in developing plans that will align the firm's human resources with its long term corporate goals and vision. He or she should be able to contribute to business strategy development by aligning HR jobs with strategic goals, and provide tools and create an enabling environment to actualize these goals. The HR professional should be able to analyze work processes and recommend improvements where necessary. He or she should develop policies that will benefit the firm, management, and employees alike.

Administrative Expert

As an administrative expert, the HR professional is expected to carry out administrative duties like providing the tools needed for the organization to operate successfully. He or she should be able to manage the overall labor costs in the organization and plan for administrative budgets. As an administrative expert, the HR person should be an information manager, and should be able to discover new and evolving trends that will be beneficial to the company. The HR professional should be able to manage HR budgets (recruitment, selection, training and development, etc), and should be a good negotiator in times of salary decisions.

Change Agent

As a change agent, the HR professional should be able to find new ways of doing things that can move the company forward. He or she should be able to convince management of the need for the change and address employees about changes. He or she should coordinate and facilitate the change process, and provide the tools and structures needed during the change period. As an expert, he or she should be able to create a new organizational change without disrupting the firm's business.

Employee Champion

As an employee champion, the HR professional should be able to manage the staff selection, recruitment, training, development, career planning, performance management, succession planning, and retention exercises. He or she is responsible for determining the firm's long-term human resources needs, assessing current resources, and determining areas where change is needed.

He or she should determine whether human resources needs can be sourced internally or externally. The HR professional is to conduct training needs assessments and determine the type of training that will benefit the staff and organization. The HR professional manages and carries out career management in a way that aligns the employees' dreams with the organization's requirements.

The HR expert is also expected to carry out performance appraisal exercises to determine staff performances in their present responsibilities; he or she determines those that will be rewarded, promoted, demoted, and recognized. As an employee champion, he or she should be involved in handling grievances and disciplinary issues in the firm. The HR professional is to handle all employee related matters like leave issues, medicals, pension matters, housing, and general welfare issues.

In summary, an HR professional should be able to perform the following functions:

Manpower planning
Recruitment
Compensation and salary issues
Employee development and administration
Training and career development
Labour relations and discipline management
Personnel transfer and movement
Performance management
Human resources information systems
Payroll
Organizational development
 

idealhr

Par 100 posts (V.I.P)
Human resource management is concerned with people dimension of management. Hence it manages different people such as worker/labor, supervisors, managers, departmental heads and other related top managers too. Therefore, human resource management is defined as the management of human resource and their commitment towards work.
 
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