From Hiring to Retaining: Unfolding key HR Responsibilities

The human resource department is frequently misunderstood as being solely responsible for hiring activities. In reality, it encompasses numerous functions and responsibilities essential for efficiently managing the company’s workforce. What exactly do these functions and responsibilities entail, and what is the broader role of HR? Let’s explore these questions.

Who is an HR?

The role of a human resource professional is frequently misconstrued and inaccurately portrayed, both by individuals and even by professionals within the organization. When queried, some might offer explanations such as HR’s responsibility for hiring and termination, ensuring everyone performs their tasks correctly, or even maintaining constant surveillance to create a bureaucratic atmosphere, fostering a sense of constant oversight. An HR professional handles various people-related aspects within an organization. They oversee recruiting, hiring, onboarding, compensation, performance analysis, and orientation, and help resolve employee conflicts. HR maintains detailed employee records for legal purposes, supporting the organization’s structure and advocating for employees. Some people management members specialize in areas like payroll, benefits, or training, while others handle general tasks for the entire business.

What are the key responsibilities of an HR?

HR professionals are focused on exploring the best possible ways to ensure that the employees are productive at the organization. This indeed helps HR departments to make sure that organizational goals are achieved with the right people. Their key responsibilities during this process include:

• Hiring

HR’s first and most essential function is candidate recruitment. Although the process can be arduous and resource-intensive, it provides a rewarding opportunity to engage with new individuals and assess their abilities. HR’s key duty lies in crafting an effective hiring process, which entails discerning the company’s needs and selecting candidates based on specific criteria. A well-chosen applicant has the potential to elevate the overall morale of the organization. For those entrusted with these responsibilities, conducting a thorough market analysis before embarking on the hiring journey is imperative.

• Processing payroll

Tax deduction calculations increase gross pay, and many additional elements are required. In addition, the HR executive must decide how bonuses and appraisals are included to an employee’s gross compensation. To ensure the integrity of the data, the Human Resources department must manage the payroll activities of the company.

• Designing and updating organization policies

To ensure the business achieves desired outcomes, strict adherence to rules and regulations is imperative. Aspiring HR professionals, taking on the crucial responsibility of managing company policies, must be committed to their continuous refinement. In cases where employees’ misconduct undermines policy effectiveness, people management professionals should proactively revise and adapt these guidelines to align with the evolving needs of the business. Regular assessments should be conducted to gauge the efficacy of these measures and ensure widespread compliance among employees.

• Fostering a positive work environment

Fostering a positive workplace culture is a key feather in HR’s cap. It not only boosts productivity and trims down absenteeism, employee turnover, compensation, and medical claim costs but also ensures that employees are singing from the same hymn sheet, getting along with their managers and coworkers like a well-oiled machine.

• Evaluating employee performance

Performance analysis, applying a standardized set of benchmarks, allows human resources to size up an employee’s contribution to a task or project. This analytical process unfolds in three stages: data gathering, data transformation, and data presentation, turning raw information into actionable insights for informed decision-making.

• Retaining employees

Every company relies on dedicated employees who are committed to its success and growth. Therefore, it falls upon management to retain those individuals who hold their company in high esteem and consistently give their best effort. HR professionals hold the keys to the kingdom when it comes to retaining employees. Firstly, HR should investigate the reasons behind an employee’s resignation to ensure that no one leaves the company without just cause. Moving further, they should foster open communication, making employees feel comfortable discussing issues with colleagues or the company itself. HR should diligently select suitable candidates during the hiring process to reduce dissatisfaction and should organize motivational activities and training programs to enhance job satisfaction and create a welcoming atmosphere. Lastly, consistently rewarding top performers is essential to acknowledge their contributions and maintain a low turnover rate.

• Benefits and compensation

Compensation in reality is more than just salary. It involves expenses such as health and transportation benefits, insurance, Stock options, and housing, all of which play a significant role in keeping the employees satisfied and happy.

• Giving appraisals and promotions

Performance appraisal, a key aspect of employee evaluation, allows HR managers to assess progress and address weaknesses. HR plays a vital role in ensuring a smooth appraisal process, which includes understanding each employee’s responsibilities and strengths. Collaboration with functional departments helps HR professionals prepare for the appraisal. Transparency in appraisal criteria is essential, and employees should be well informed. Providing the necessary training is crucial for a successful assessment.

The Bottom Line…

The aforementioned responsibilities provide a clear picture that HR is a department that not only hires but is also involved in several other vital activities that are crucial for the overall productivity of the organization. A company is only as good as its employees, and the HR department is responsible for managing those individuals.