Human Resources 101

Human Resources Definition

Human resources are the people that are an asset to the business in terms of skills and abilities. The business HR department is focused on managing the business’ more valuable asset its employees. The HR department in business primarily deals with recruitment and selection, training and administration of employees.

The Ultimate role of HR is the management and development of employees, with the ultimate aim of retention and increasing employee performance.

The HR department’s traditional responsibilities included hiring, firing, and yearly wage evaluations. Recently, HR has undergone a favourable rebranding and expanded its scope. Some of its primary functions now include the following:

Recruitment and Selection

As a business grows it will likely find its needs for employees will also increase, that’s were recruitment and selection come in. The Recruitment and Selection Process covers the whole hiring process from identifying the need to offering someone the job.

Onboarding

The methodical process of integrating new personnel into their positions and the organisation is known as employee onboarding. It entails allocating workspaces, acquainting the new employee with their team members and procedures, and supplying the required tools. Accelerating the path to optimal job performance is the aim.

Training and Development

Employee skill or training deficiencies must be addressed, and training and development are essential for giving staff members the tools they need to boost their confidence, expand their skill sets, and work more efficiently. When employers make these kinds of investments in their workforce, employee happiness and morale clearly rise. They are more likely to feel driven in their positions since they are perceived as appreciated and supported.

Employers can gain from providing training to their staff. Putting money into an employee’s growth promotes employee retention and reduces the expense of hiring new staff. It also gives them more chances and increases your company’s appeal to prospective hires looking to advance their careers.

Employee Relations

There are two primary functions when it comes to Employee Relations. Firstly, HR helps prevent and resolve problems or disputes between employees and management. Secondly, they assist in creating and enforcing policies that are fair and consistent for the whole workforce.

A positive work environment increases employee wellbeing. The phrase “employee relations” describes an organisation’s initiatives to establish and preserve a favourable working relationship between employers and employees.

Employee relations is normally overseen by HR personnel, which means that they act as a mediator or contact between managers and employees. They deal with issues including meaningful benefits, work-life balance, fair compensation, and appropriate working hours in addition to developing and enforcing laws. Whistleblowing, disciplinary action, and grievance procedures are all included in employee relations.

Compensation and Benefits

The term “compensation and benefits” describes the material and intangible benefits that an employee obtains from their employer in return for their labour. Collectively, they comprise the overall compensation package, which may consist of profit-sharing to childcare facilities, paid holidays, paid sick leave, private health insurance, corporate discounts, pensions, paid time off, and much more meant to draw in, keep, and inspire workers.

Offering benefits to employees is one approach to draw in, keep, and reward them. Given the strong correlation between job satisfaction and efficiency, motivation, and employee productivity, a competitive benefits package can boost morale and drive at work.

Performance Management

Human Resources typically works with line managers to support performance management. It is a tool for tracking advancement and assessing the productivity, attitude, efficacy, and quality of work of employees.

Performance reviews and quarterly or annual appraisals are components of an effective performance management procedure. These facilitate one-on-one conversations between staff members and line managers to establish specific personal and team objectives that complement the organization’s overall goals.

Employment Law and Compliance

It is imperative for HR professionals to remain knowledgeable about employment law and to make sure that their organisation’s policies, processes, and perks align with the most recent regulations. The legal framework that the company must function inside is known as employment law.

Numerous human resource processes, including hiring, performance management, employee relations, pay, and health and safety, are covered by a broad range of laws and regulations.

Administration, Payroll & HR Systems

Developing systems, maintaining employee data, working hour, absence management holidays, and payroll are some of the administrative duties that usually fall under HR. Some larger organisations may have a separate payroll team that works together with the HR department. 

HR administration is generally the first role HR professionals take on in their careers, and it is essential to understanding the rest of the HR functions. As they say, the devil is in the details; without the meticulous data input, filing and information gathering, none of the other functions would be possible.