What Are the 7 Roles of HR? | Roles and Responsibilities of HR

Roles of HR: Business leaders have traditionally viewed human resource (HR) specialists as the experts who make sure that all employees follow organizational policies. The administrative tasks of assembling, filing, and storing paperwork have traditionally been part of the roles and responsibilities of HR.

They have also historically assisted in creating and upholding corporate policies. This is only partially true because human resources positions were frequently recruited from administrative or financial departments. This makes sense because those business units are responsible for tasks like payroll, hiring, and benefits.

What are Roles of an HR?

The HR executive position is changing today to reflect practices that are more futuristic. Modern human resource managers are expected to provide ideas and guide teams in achieving organizational goals. Executives in HR must also develop and change along with their respective organizations.

This is especially important as big businesses become more consumer-focused and agile. Before getting into the seven roles and responsibilities of HR, let us find out the basic concept of human resources and human resources management.

What Are Human Resources?

Using the phrase “human resources” to describe people might seem strange. All the individuals who work for or contribute to a company in some capacity are considered to be human resources.

These individuals make up an organization’s workforce. They could be contractors or regular employees. More and more people are beginning to work for an organization on a contract basis without having a traditional labor contract, particularly with the growth of the gig economy.

While an agency worker may work at 20 different companies in a single year, an independent contractor may be employed for years by the same company. These individuals are all involved in the business to various degrees.

Additionally, the company is hiring more and more non-humans. In this instance, we’re discussing the rise in robotization. Everyday tasks are increasingly being performed by robots, and human-machine interaction is becoming more and more crucial to the success of the organization. There is a case to be made that these machines should be included in some way even though they are not considered “human resources” because they are a part of the workforce.

What Is Human Resource Management?

Managing people to improve performance is called human resource management, or HRM. People who fit the company culture, for instance, will be happier, stay longer, and be more productive than those who do not. This is why it is important to look for them when hiring new employees for a company.

Engagement is another activity that comes under HRM. Employee engagement increases productivity, results in higher-quality work, and improves customer satisfaction. This means that increasing employee engagement will benefit the business if we can figure out how to do it.

The HR division offers the information, resources, instruction, legal counsel, management, and talent management that are essential to sustaining and growing a business.

Optimizing business performance through improved human resource management is essentially what human resource management is all about.

What Are the Seven Roles and Responsibilities of HR?

Several components are thought of as the following seven “pillars” for effective HRM policies:

1. Recruitment and Selection

One of the core roles and responsibilities of HR is recruitment and selection. It entails determining the need for a role, creating job descriptions, specifying the role’s requirements and the skill set of the ideal candidate, setting salary budgets, screening applicants, conducting interviews, and choosing the most qualified candidate.

Although it might seem simple, this job involves more than just hiring people to fill positions. Placing the ideal candidates in the appropriate positions can have a significant impact on employee retention and lead to a happier workforce if done correctly, which requires clearly defining job specifications and defining the employee profile.

Onboarding, also known as organizational socialization during the hiring process, is frequently facilitated and managed by HR staff. Here, new hires pick up the abilities, information, and attitudes they need to be effective team members.

2. Training and Development

Training and development are essential. in order to address skill or training gaps among employees and give them the tools they need to develop their skill sets, boost their confidence, and perform more effectively. Employee satisfaction and morale clearly rise for employers who make this kind of investment in their workforce. They are more likely to feel motivated in their jobs because they are perceived as being valued and supported.

A company can benefit from employee training as well. Investing in an employee’s development encourages retention and lowers the cost of hiring new employees. It also gives them more opportunities and increases your company’s appeal to candidates who want to advance their careers.

Training will keep employees informed of the most recent developments to maintain the organization’s position as a leader and top competitor in its industry.

3. Employee Relations

When it comes to employee relations, there are two main tasks. First and foremost, HR assists in preventing and resolving issues or conflicts between employees and management. Second, they support the development and implementation of fair and uniform policies that apply to the entire workforce.

A positive work environment improves employee well-being. The term “employee relations” describes an organization’s efforts to forge and uphold a strong bond between workers and their employers. The effectiveness of an organization, employee loyalty, and increased engagement all depend on ER. It has to do with the interpersonal and group dynamics between line managers and the individuals on their teams. It also refers to the personal and emotional aspects of these relationships as well as their contractual and practical aspects.

As a liaison or middleman between employees and managers, ER typically falls under the purview of HR personnel. Additionally, they develop and put into practice policies for worker concerns like reasonable working hours, fair pay, work-life balance, and practical benefits, among others. Employee relations also include disciplinary actions and whistleblowing.

4. Performance Management

Human Resources frequently works with line managers to facilitate performance management. It serves as a tool for tracking advancement and assessing the work, attitude, productivity, and effectiveness of employees.

Quarterly or yearly performance reviews or appraisals are a crucial component of a successful performance management process. These allow for one-on-one communication between staff members and line managers to establish precise individual and team goals that are in line with the strategic objectives of the company.

A performance management cycle is made up of a number of integrated activities that make up the ongoing process of performance management. To achieve these goals, plan by setting SMART (specific, measurable, achievable, relevant, and time-bound) objectives; review and evaluate the progress of these plans; and develop participants’ awareness, expertise, and skills.

5. Administration and Payroll Systems

Some of the administrative tasks that typically fall under the purview of HR include system development, employee data maintenance, tax calculation, prorating working hours and holidays, and salary payment. There may be a separate payroll team that collaborates with the HR department in some larger organizations.

The first position HR professionals typically take on in their careers is HR administration, which is crucial to understanding the other HR functions. As they say, the devil is in the details, and none of the other tasks would be possible without meticulous data input, filing, and information gathering.

6. Employment Law and Compliance

Every HR professional should be knowledgeable about current employment laws and ensure that the organization’s policies, practices, and benefits adhere to them. The organization must operate within the confines of employment law. A variety of human resource practices, including hiring, performance management, employee relations, compensation, and health and safety, are governed by a wide range of laws and regulations.

Even though it is one of the most difficult and important roles and responsibilities of HR, strict adherence to the applicable employment laws can help prevent any legal issues. Employers and their staff can help eliminate discrimination and advance equality in the workplace by making sure that their procedures are fair for all parties involved.

7. Compensation and Benefits

Every employee’s preferred HR function is probably compensation and benefits. The compensation that each employee receives is their basic salary. Depending on the priorities of the company and its employees, the benefits provided to employees may include pay increases linked to performance reviews, pensions, private health insurance, durability perks, paid holidays, revenue sharing, gym memberships, and a variety of other benefits.

Employers can draw in, keep, and reward employees by offering benefits. Workplace morale and motivation can be raised by a good set of company benefits because job satisfaction is closely related to efficiency, motivation, and worker productivity.

FAQs on HR Roles and Responsibilities

The frequently asked questions on HR roles and responsibilities are given below:

What are the HR roles and responsibilities?

Planning, controlling, directing, and organizing company activities; utilizing the workforce; recruiting; and staffing are just a few of the fundamental roles and responsibilities of HR.

What are the four major roles of human resource management?

Planning, directing, controlling, and organizing are the fundamental four pillars of human resource management.

Does time tracking come under HR management?

Time tracking is the process by which businesses keep track of the working hours of hourly employees and make sure they are fairly compensated for their time. It is a part of the larger category of HR management, which broadly refers to time tracking as well as other aspects like attendance, vacation time, billable hours, and scheduling.

What are the basics of human resource management?

The cornerstones of efficient HRM are thought to be recruitment and selection, performance management, learning and development, succession planning, compensation and benefits, HR information systems, and HR data and analytics.

Which is the best human resource management tool?

Workday, SAP SuccessFactors, ADP, and Zoho People are some of the best human resource management tools.

Conclusion

Now that you know the fundamentals of roles and responsibilities in HR, note that all these HR fundamentals are interrelated. They all interact with one another and have an effect on one another. Think of these 7 fundamentals as building blocks: effective management of one fundamental component strengthens the next. Together, these HR fundamentals help an organization’s workforce perform not just better but at its very best.

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