What Are the Key Responsibilities of HR in a Multinational Corporation?

Main Work of the HR Department in an MNC

The main responsibilities of the HR department in a multinational corporation (MNC) include:

- Recruitment and Selection: Attracting, selecting, and onboarding the right talent to meet the company's needs.
- Employee Relations: Managing employee interactions, addressing grievances, and fostering a positive work environment.
- Training and Development: Providing opportunities for employees to enhance their skills and advance their careers.
- Compensation and Benefits: Designing competitive salary structures and benefits packages to retain talent.
- Compliance and Legal: Ensuring adherence to labor laws and company policies across different regions.
- Performance Management: Evaluating employee performance and implementing improvement strategies.
- Organizational Development: Supporting the company's growth through strategic planning and change management.

Regards,

Are you a student or a professional? In what capacity do you work at the MNC? Why do you have this doubt?

Main Job of the HR Department

The main job of the HR department is to improve productivity or maintain it at a certain level for each person or department in order to optimize the various costs associated with the business. We need to optimize costs, as while reducing one cost, we should not increase some other cost.

In addition to this overarching goal of HR, I recommend that you find out the psyche of your VP(HR) or Director of HR. These HR leaders often have a penchant for becoming obsessed with certain HR jargon. Discover what jargon your boss loves the most. This is the primary work of the HR department as long as you are in that MNC or your boss is with the company.

Thanks,
Dinesh V Divekar

I am working in the accounts department, dear Dinesh ji. I just want to know for knowledge what legal work an Assistant HR Manager is responsible for, such as PF/ESI, etc.

The primary duty of any HR Manager is to manage the performance of the people working in his/her company and derive maximum value from them. Knowledge of legal aspects is secondary. Even at this secondary level, PF/ESI comes a little later. I say this because even if some mistakes happen in PF/ESI calculations, there is scope to correct these. If there are notices from PF or ESI officers, there is an opportunity to respond or correct the anomaly.

On the other hand, legal issues can lead companies to get entangled in legal hassles or damage the image of the organization. Therefore, knowledge of employee discipline and how to handle domestic inquiries is far more critical.

Consider the case mentioned in the following news report:

Pay Techie Rs 12.5 Lakh for Sacking Her, Karnataka Labour Department Orders US-Based Firm

The unsaid part of the news is that those who worked in the HR Department did not understand the legal consequences of sacking an employee. The entire issue was mishandled because the leadership did not consider the laws protecting workers' rights.

Thanks,

Dinesh Divekar