Is HR Just Clerical Work? Seeking Insights on Changing Perceptions in Organizations

Dear Seniors, it has been observed that in most organizations, the HR department is treated only for clerical operations. How can an individual aspirant from the HR field accept this? Kindly share your insights and experiences on this.

Thank you.

There is a famous saying in this world: "CHANGE IS THE ONLY CONSTANT." This is especially true in the HR department. In this era of a globalized and digitized economy, companies are forced to adopt "BETTER, FASTER, and CHEAPER" as their mantra.

The Evolving Role of HR

The role of HR in earlier days was more or less like that of an accountant. An accountant used to keep track of the money, whereas HR was keeping track of people. Slowly, the role of HR is changing to managing talent rather than managing records.

But with all said and done, business cannot be conducted through machines alone; it needs people, and people need to be taken care of. The role of HR will not become obsolete, but it will surely be redefined.

So do not worry about the changing trends. Look around and seek opportunities to learn new things in managing people.

Best wishes

Very truly stated by Mr. Vasudev. HR is highly respected if managed properly; otherwise, HR becomes highly risky.

HR Department is the most crucial in any organization to set goals and objectives and prepare mechanisms for their implementation. The functions of HR are vital. Nowadays, the HR department spreads like a vast branch in each and every organization for effective functioning at all levels. In the past, HR functions were discharged by management alone. The functions of management, whether simple or complex, are invariably embedded in the activities of management for the furtherance of their organizations. Over time, the importance of HR has been brought to light and is now growing significantly in every organization. The HR department is not only for clerical operations as you might feel.

Please see the following chapters, which are very vital in HR Management. Can you feel that these functions are meant solely for clerical operations? All these functions pertaining to HR are very crucial, and systematic analysis is required by HR Managers to satisfy the basic functions of HR.

I. ORGANIZATIONAL PLANNING AND DEVELOPMENT

• Determines Organizational Needs
• Planning, Designing, and Organizational Structure
• Designing Development of Interpersonal Relationships

II. STAFFING AND EMPLOYMENT

• Manpower Planning
• Recruitment, Selection & Placement
• Induction – Orientation
• Transfer
• Promotion
• Discharge, Retirement, & Resignation, etc.

III. TRAINING AND DEVELOPMENT

• Operate Training
• Execute Development

IV. WAGE AND SALARY ADMINISTRATION

• Job Evaluation
• Wage/Salary Administration-Programmes
• Maintenance of Payroll
• Performance Appraisal
• Incentives and Compensation

V. MOTIVATION

• Non-financial Incentives
• Satisfaction of Social and Psychological Needs

VI. EMPLOYEE SERVICES AND BENEFITS

• Safety, Employee Counseling
• Medical Services
• Recreational and Welfare Services
• Benefits – Leave, Pension, Gratuity, PF, and other supplementary items.

VII. EMPLOYEE RECORDS

• Collection of Data
• Analysis of Data
• Developing Information for Decisions

VIII. LABOUR RELATIONS

• Redressal of Grievances – Grievance Handling
• Implementation of Collective Labour Laws
• Collective Bargaining, Discipline

IX. PERSONNEL, AUDIT, RESEARCH ETC.

• Moral Service
• Record Keeping
• Evaluation of Personnel Programmes
• Identification of Needs and Areas of Change
• Development of More Appropriate Programmes
• Up-keeping of the Organizational Concepts

Now, I hope you understand the vital concept of Human Resource Management.