ROLE OF HR IN AN ORGANISATION.pptx

Role of HR in an organisation

1. ROLE OF HR IN AN ORGANISATION

2. INTRODUCTION Human resources departments are often considered an essential part of many organizations. They are present in numerous industries, and take on many different functions in their day-to-day responsibilities.HR departments act as a liaison between employers and employees to help ensure both are well equipped to do their jobs safely and effectively.

3. Recruitment and Hiring HR managers play an important role in this, helping to build the future of the company by overseeing the recruitment and hiring process. To begin, HR may work with a department manager or supervisor to learn about an open position, including its requirements and ideal candidate qualities. The HR department may then set forth a recruiting strategy. This might include creating internal and external job postings, screening incoming applicants’ resumes and other application materials, and conducting initial interviews. HR may also be responsible for professional reference checks and background checks to verify that candidates are eligible to work for the company.

4. Training and Development Hiring qualified employees is just one aspect of an HR department’s job. In order to retain talent and remain competitive, HR managers may also be responsible for launching employee development initiatives. This could entail additional on-the-job training, professional development programs, or educational opportunities that allow employees to grow and develop in their current roles or prepare them for career advancement within the organization

5. Employer-Employee Relations Another aspect of the workplace that HR departments manage is employer-employee relationships. With this function, HR departments strive to help employers and employees see each other as mutual contributors to the company, fostering a positive dynamic between the two. HR managers may also help craft and determine company policies that ensure fairness and equity in the workplace.

6. Maintain Company Culture Elements of company culture may include sound hiring practices, ongoing development, and strong employee relations. However, it’s not necessarily something you can achieve and move on from. HR departments engage in ongoing work to ensure that their company culture remains solid over time Team outings, community building, and any reward systems or recognition programs are additional ways HR departments might keep employee motivation and morale high.

7. Manage Employee Benefits On the administrative side, HR departments oversee both mandated and voluntary company benefits. While employers are required to provide some benefits like Social Security, unemployment, and worker’s compensation, other benefits like paid time off, disability income, and gym reimbursements are provided on a voluntary basis and serve as additional incentive for potential and current employees to work at the company. HR managers to be well-versed in their understanding of company benefit programs and have the ability to clearly explain and answer any questions employees may have regarding their policies.

8. Create a Safe Work Environment In addition to managing benefits, HR is responsible for protecting employees’ safety at work—both physical and emotional. In the physical sense, HR must ensure the workplace is free of danger, typically through worksite analysis and hazard prevention and control. HR may also establish safety programs through risk management training and provide information on procedures and protocol for any potential emergency scenarios.

9. Handle Disciplinary Actions HR may consult with legal counsel to ensure the company acts in accordance with the law, avoiding any mishandled situations and subsequent lawsuits. At the end of the day, HR departments have a responsibility to enforce an organization’s policies and the requirements of the law, while still maintaining the dignity and humanity of its employees.

10. CONCLUSION The human resources department heavily contributes to a company’s culture. If HR genuinely cares about the well-being of employees, the culture will be one of openness and growth.