Curious About HR? Discover the Key Roles and Tasks of a Human Resource Professional

Hello, can anyone enlighten me on the various tasks and roles of a Human Resource professional?

As an HR professional, the responsibilities typically include recruitment, employee onboarding, training and development, performance management, employee relations, and policy implementation. Additionally, HR professionals often collaborate with management to address organizational needs and ensure compliance with employment laws and regulations.

Furthermore, HR professionals play a crucial role in fostering a positive work environment, promoting employee engagement, and supporting the overall strategic goals of the organization.

If you have any specific questions or would like more detailed information, feel free to ask!

Hi
This has been discussed many times in this forum.
Please try Cite HR archives.
Type “.Roles of HR Professional.” inside the box ‘Search Cite Co'
that you find in the title bar right above.
After typing in the box, press the 'research' button next to it.
You will get lot of information.
You can also try with alternate descriptions.
V.Raghunathan

Understanding the Role of HR Professionals

It's understandable that a new person joining the department and new to the HR domain might have many questions. Instead of bluntly stating that a topic has been discussed numerous times, we should understand the reason for their inquiry. Perhaps they want to become more familiar with the forum and senior members. I believe we need to be more polite and provide specific answers.

Comprehensive Overview of HR Responsibilities

Human resources involve managing the human resources of an organization. This includes a wide range of responsibilities such as manpower planning, recruitment, induction, joining processes, statutory compliance, compensation and benefits, payroll processes, performance management, training and development, grievance handling, employee engagement, and strategic policy framework development. The responsibilities vary based on experience and the role one handles, and each function is extensive in its scope.

Regards

Skill gap is understood in HR terminology as the gap between the actual skills required to perform a job and the skills possessed by an employee doing that job. Sources to understand the gap can be job description, job design, KPAs, KRAs, and the performance review reports, etc.

B. Saikumar

Talent retention strategy varies from sector to sector. When investment goes into training of freshers, retaining them for at least a 2-year period may be of utmost importance for any organization. Similarly, at the mid-management and top management levels, retaining key performers is important. Employee engagement on a continuous basis will help in retention.

Why this question, if you are HR? Have you got any confusion about HR roles? If so, what are they? If you are not HR, what is the context in which this question is raised so that members can address that? A plain answer can be that HR roles embrace all people-oriented functions from recruitment to retirement with development roles in between like training and development, performance management, and employee welfare, etc.

B. Saikumar

HR is a vast subject, and the roles of HR are equally extensive, as posted by Saiconsult. Defining the HR role in one sentence could be MANAGEMENT, i.e., MANAGING MEN T (TACTFULLY) - which starts from sourcing to separation and beyond separation as well.

bgramesh
hosur

I think that it is because it helps analyze the talent in an employee. You may find this article helpful at http://www.credforce.com/Spotlight/insight/people-analytics-all-set-to-redefine-hr.

I hope this information is useful to you!

These days, the HR realm is witnessing several breakthroughs like talent management and workforce re-engineering. However, People Analytics is the latest buzzword. Studies have shown it to be a game-changer for the future of an organization. Read more about it here: http://www.credforce.com/Spotlight/insight/people-analytics-all-set-to-redefine-hr

If you have any further questions, feel free to ask.

Hi, nurturing internal talent and recruiting new talents are some practices. For more details, read this blog Effective Ways to Revive Talent Management in Asia | Blog

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Hi, nurturing internal talent and recruiting new talent are some practices. For more details, read this blog Effective Ways to Revive Talent Management in Asia | Blog

Hi! Yes, it is a difficult task for HR and talent management professionals. Therefore, they should put more emphasis on training and development of their workforce so that it can realize its true potential. For further details, see [Overcoming HR Challenges in Southeast Asia's Retail Sector | Blog](http://www.credforce.com/Spotlight/insight/over-coming-hr-challenges-in-southeast-asia-retail-sector)

What you have written is correct; however, your post misses one important aspect, which is organizational performance. Talent Management, Talent Profiling, or even your recruitment standards should be designed based on the performance your company wishes to achieve. Examples of organizational performance are:

a) We wanted to elevate the Inventory Turnover Ratio (ITR) from _____ to _____.

b) We wanted to increase the Account Receivable Turnover Ratio (ARTR) from _____ to _____.

c) We wanted to improve the Customer Satisfaction Index from _____ to _____.

d) We wanted to reduce per shift energy consumption from _____ to _____.

If our focus is on individuals, then we start looking at or even rewarding individual excellence, but the organization continues to stagnate. This is far more dangerous as it reduces the organization's competitiveness.

Let me give a slightly different example, but the context is the same. Recently, an interview with Mr. Arun Jain, Founding CEO of Polaris, was published in the "Business Line." The headline of the interview read "http://www.thehindubusinessline.com/...cle9081650.ece It's important to pay well to get top talent." He blamed poor talent for his company's inability to catch up with IT bigwigs like Wipro, Infosys, etc. It took twenty years for him to understand his mistake. Not that Polaris did not have KRAs for their employees. However, the focus was on employees and not on where the organization wanted to go.

Many companies have a budget for their employee costs. Based on this cost, recruitment and selection are done. Based on the personnel on board, the KRAs are set because everyone knows it would be beyond the scope of available manpower to attain stellar performance like big companies.

Thanks,

Dinesh Divekar

Hello! According to what I have read, a certified HR professional drives its workforce to optimum performance. For further details, see link: [Overcoming HR Challenges in Southeast Asia's Retail Sector | Blog](http://www.credforce.com/Spotlight/insight/over-coming-hr-challenges-in-southeast-asia-retail-sector)

  Hi, Big Data is playing a crucial role when it comes to HR. Check out this infographic:Infographic: Infusing Big Data into Talent Management | Blog