Human Resources view people as human assets, not costs to the organization. While the HR department previously been focused on ensuring compliance with employment law and maintaining employee levels. Currently, we have seen a shift in the role of HR, Human resource becomes more strategic and more involved in business operations.
The concept of Human resource management developed from U.S.A in the 1960s. It plays important role in creating an organization. Human resource requires people management and staff practices and policies enable to carry organization successfully.
Human resource management allows staff to fulfill their contribution and role of the organization’s motive and aim. Good human resource management holds good staff and this leads to minimizing organization reduces risk to its staff and reputation.
Good performance management system means that the organization is achieving the best from its staff. Human resource management included all management practices and decisions and all activities like training; recruiting, satisfying employee’s needs and also confirming personnel and management practice.
Recruitment has been one of the major responsibilities. HR personnel has to plan different strategic campaigns and guidelines for recruiting right and suitable candidates for a required job description. HR also acts as a mediator between the employer and the candidate and communicates company policies and terms of the contract to the candidate at the time of hiring. The recruitment function comprises 2 main objectives one is to attract talented employees and hire the best resources for the organization.
Many organizations have a different approach to perform a task. Training employees is important because training helps the new hires as well as old employees to get acquainted with the organization’s work pattern and learn new skills. The HR department should incorporate a training program for every new employee based on the skill required for their job. Every new employee can take on-the-job training for the initial days to get sync with the work guidelines of the organization. On completion of the training, HR assesses the results of the training program and grading employees.
Development is related to training. The employee feels cared-for and a vital part of the organization if they are getting enrolled to attend conferences, trade shows, seminars, etc. that may be in his personal interest and it will also increase employee engagement. It is the HR head’s job to know the employee’s hobbies and interests and lookout for opportunities that will help them to build onto those hobbies.
HRM should be carrying out timely performance appraisals is a given. Performance appraisals help in motivation and encourage them to work to their fullest potential. It also helps the employee to get feedback on their work and suggest necessary measures. This helps employees work better towards improving their performance and achieving targets.
The role of HR is generating timely appraisal reports and a review of the same by the authorities. The HR team should communicate employees individually and give clear feedback or suggestion on their performance and should reward employees excelling at their work.
HR should maintain a healthy, safe, and fun work environment to ensure a level of comfort amongst the employees and eliminate any stressful or awkward atmosphere. It is important to an efficient work atmosphere because of an individual’s performance a largely dependent on the organization’s environment.
The employee should also have a policy to employees can freely communicate and voice their opinions to be given consideration. The HR departmentmust communicating and treating every employee as equal. This increasing employee engagement and gives higher job satisfaction and also helps in building a rapport with the employees.
Every employee in the organization has a different thought process so there are chances that conflicts can get arise. Whether the conflict is among two or more employees or between the employee and the management, it is the duty of the HR manager to make a way to resolve the conflicts. HR should be available to hear out their issues without being judgmental of the disposal of the conflicting parties. HR has to perform some investigations before passing any judgment. The HR head is not expected to discriminate in this matter and HR should deliver an unbiased and practical decision. HR should also charge reimbursement in case of any loss caused and strict actions should be taken against the defaulter for effective conflict resolution by the HRM.
Human Resources’ major responsibility is dealing with the employees of the organization and this requires great interpersonal skills. An HR manager should be good at building connections with the employees and if HR is not able to do so then HR is failing to serve the purpose of being an HR head. Employees should feel comfortable coming up to for their problems and for that, it is necessary that the HR team builds a good public image within the organization.
The HR team should know their employees and to be proactive and to establish the trust and confidence of the employees.