HR is the most important department in an organisation. But very few employees know the real significance. The big difference between a human resources department that helps to the growth of an organization and a HR which shows up once a year for the company celebration is in meeting the needs of employees.

The HR is responsible for managing the employee’s career-life starting with recruiting, onboarding, training and firing the employees and is responsible for employee benefits.

Employees think of HR with fear for disciplinary actions for violations, layoffs, and firing. But that’s not why they exist. Their job is more than that. In fact Human Resources exist to support employees. It’s a resource for humans. 

1. Recruitment

HR understands the needs of the organisation and works for meeting those needs while recruiting for new jobs.

So if you want to work for HR, you need to analyze the market, consult shareholders, & make sure the business can afford the employees before going for recruitment. Then the role is advertised to make sure that the right candidates are being attracted and presented for an interview. 

Recruiting is costly but worth undertaking. Only the right candidate can revitalise an entire organisation, but the wrong candidate can cause chaos and losses.

2. Choosing The Right Employees

HR is responsible for arranging interviews, and onboarding new employees. You’re in charge of all paperwork starting with giving an ad involved with hiring someone right for the post and making sure that everything from day one is smooth and productive.

3. Processing Payroll

Payroll means taxes calculated and employee hours collected. Expenses need to be reimbursed. Promotions and bonuses are added in time. Taxes are calculated and properly deducted every pay period. Apart from that, HR handles documents such as staffing plan, pay stubs, salary structure, performance metrics, etc. Have a go at the pay stub maker and get your employees their monthly paystubs.

HR jobs are tough and complicated. You can’t afford to make any errors that invite fines.

4. Disciplinary Actions

HR is feared and respected, but disciplinary actions can lead to unpleasant litigation if you are personally driven to revenge for wrong reasons. When handled right, disciplinary action can result in correcting an employee.

If an employee is late even after he has received several warnings, you could inquire about the reason for coming late.

You could extend benefits offering additional resources to help the employee arrive on time. The cost of firing him and recruiting a replacement may be avoided if that employee could learn to become a better employee.

Disciplinary action is best when an employee is not right for a company. Also It’s in the employee’s best interest to let him go sometimes. It’s up to HR to develop an understanding relationship with managers and employees to identify the health of a team.

The disciplinary process can be tough to give consistent warnings to improve performance of all the employees when you are working together but is also necessary for the smooth running of the business.

5. Update Policies

Policies are to be updated as the organisation grows. It’s HR’s job to update policies and to suggest changes when they don’t serve the interests of the company. A policy can be updated as a reaction to an unhappy incident. HR should always be consulted with these policy decisions. 

6.Employee Records

Maintaining HR records is mandatory. These records help employers identify gaps. It will help with the recruitment process to analyze demographic data and comply with regulations. 

These records must contain personal details and emergency contacts for each employee. 

7. Benefit Analysis

Offering competitive pay with benefits is of importance to attract the best employee. A promising recruit may choose a different company with lesser pay if the benefits are more attractive.

HR should check with similar companies to see if their benefits are compatible. For instance, you may consider including pet insurance in your list of benefits to keep them happy.

 8. Support Employees

HR exists to help employees. Employees are the biggest asset to any organisation. Protecting their well-being is of utmost importance.

9. Providing Career Growth

To keep your best employees with the company, you can provide a career path to each employee within the company. An employee feels stagnated without chances of moving ahead in his career.

10. Offering Further Education and Training

Career growth requires additional training. Your organisation may provide educational opportunities. You can help determine which classes and training programs would be best for an employee on his designated career path. You can also coordinate with their managers to see if the employee’s workload will allow the employee to attend classes.

The Best HR 

The Human Resources Department contributes the platform to a company’s culture and unity. If HR is toxic, employees will be discouraged and less likely to consult HR for help, either with career-related issues or personal ones. 

However, if you genuinely care about the well-being of employees, the culture will be one of openness and growth. 


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