Dear CiteHRians, Recently in our company, we had a discussion about the roles of different departments in an organization like Finance, Marketing, HR, Operations, etc. Most of them believe that HR does not have work most of the time and they don't have much to do. Somebody even said they are a liability to the company. Unbelievable. Let me frankly ask all the CiteHRians how far you guys believe this. Some have even raised issues regarding the growth of HR. Looking for your views and valuable feedback in this regard. Regards, Shaad
From India, Hyderabad
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Understanding the Value of HR
Hi Shaad, let them know what HR is, the value of HR, and their responsibilities first because until then they can't understand what it is all about. After that, I'm sure they will realize that they are here and functioning just because HR has set up the base for them.
The first thing they need to know is the meaning of Human Resources. So here we go:
What is Human Resource Management?
Human and Resource make up Human Resource, and in this context, humans are an organization's greatest assets. Without them, everyday business functions such as managing cash flow, making business transactions, communicating through all forms of media, and dealing with customers could not be completed. Humans and the potential they possess drive an organization. Today's organizations are continuously changing. Organizational change impacts not only the business but also its employees. To maximize organizational effectiveness, human potential—individuals' capabilities, time, and talents—must be managed. Human resource management works to ensure that employees can meet the organization's goals.
"Human resource management is responsible for how people are treated in organizations. It is responsible for bringing people into the organization, helping them perform their work, compensating them for their labors, and solving problems that arise." There are seven management functions of a human resources (HR) department, which I have named "My 7 Stars of HR," that will be specifically addressed: Staffing, Performance Appraisals, Compensation and Benefits, Training and Development, Employee and Labor Relations, Safety and Health, and Human Resource Research.
Roles & Responsibilities
Induction & Joining Formalities:
1) Plan, organize, and conduct induction programs, devise the orientation plan for the new joiners.
2) Complete the joining formalities, i.e., collect the required documents, create a login ID for attendance, introduce and set the KRA for new joiners, design reporting systems, and assign mentors as per the respective department.
Performance Appraisal:
- Involved in the Performance Review process, defined all roles, and developed role descriptions that are mapped against KRAs through a daily reporting tracker system.
- Managing the Appraisal process across the levels and establishing a framework for substantiating the Performance Appraisal system linked to Reward Management.
Attendance, Payroll & Salary Administration:
- Maintain employee attendance in the Time Management System and generate the attendance report by the online system for the salary process.
- Coordinate with finance for the monthly payroll system, make necessary entries for new joiners, separation cases, and unpaid leave.
- Follow up with the bank for timely credit of salary & issuing salary slips.
HR Policies, Procedures, & Processes:
- Implement, review, redesign, and introduce HR policies.
- Keep track of records to the procedures, processes, formats/forms in line with organizational goals.
HR Administration & Welfare:
- Offer release, bank account opening, ID card coordination, sending details to the support staff.
- Verification of documents and employment screening/background verification of newly joined employees, i.e., verification report includes: Tenure with the Company, Title of the last position held, Starting & ending salary.
- Dues with the company, Reason for leaving, eligibility for rehire, Attendance, overall Satisfaction of Employment, Behavior with Colleagues, etc.
- Conducting employee satisfaction surveys, designing reward and recognition schemes.
- Clarify Employee Grievances and various issues/queries on Leave policy, Salary payment.
- Maintain the notice board with information about "Thought of the Day" messages, Employee of the month announcements, articles on a weekly and fortnightly basis.
- Maintain & update the Daily/Weekly/Monthly MIS report, HR files, and employee information in various reports like employee database, employee CVs, preparing all HR letters and certificates, etc.
Full & Final Settlement and Exit Process:
- Conducting the exit interview process for resigned, quit/terminated employees.
- Coordinate & manage the Full & Final Settlement with the help of the finance division and send circulars to other departments at the time of relieving an employee.
- Analyzed the issue by giving warnings verbally or in writing by issuing a warning letter till termination of employees due to continuous absenteeism, no prior intimation before taking leaves, inability to reach assigned targets, lack of ownership & responsibility, etc.
Compensation:
- Overall coordination of manpower planning, induction, and ensuring cultural fit.
- Selection policies, attendance management system, exit interviews, transfers & redeployments as per staffing projections.
- Handling Salary negotiations, increments, and compensation administration.
Training & Development:
- Identifying training needs and development of action plans for imparting training, including measurement of effectiveness.
- Conducting managerial and technical training to enhance the managerial and soft skills of the employees.
- Organizing customized training programs based on the training need analysis to enhance manpower skills & efficiency.
Hope you can get my point of view and let them know about it too. Best of luck.
Regards,
From India, Gurgaon
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672Hi Shaad, let them know what HR is, the value of HR, and their responsibilities first because until then they can't understand what it is all about. After that, I'm sure they will realize that they are here and functioning just because HR has set up the base for them.
The first thing they need to know is the meaning of Human Resources. So here we go:
What is Human Resource Management?
Human and Resource make up Human Resource, and in this context, humans are an organization's greatest assets. Without them, everyday business functions such as managing cash flow, making business transactions, communicating through all forms of media, and dealing with customers could not be completed. Humans and the potential they possess drive an organization. Today's organizations are continuously changing. Organizational change impacts not only the business but also its employees. To maximize organizational effectiveness, human potential—individuals' capabilities, time, and talents—must be managed. Human resource management works to ensure that employees can meet the organization's goals.
"Human resource management is responsible for how people are treated in organizations. It is responsible for bringing people into the organization, helping them perform their work, compensating them for their labors, and solving problems that arise." There are seven management functions of a human resources (HR) department, which I have named "My 7 Stars of HR," that will be specifically addressed: Staffing, Performance Appraisals, Compensation and Benefits, Training and Development, Employee and Labor Relations, Safety and Health, and Human Resource Research.
Roles & Responsibilities
Induction & Joining Formalities:
1) Plan, organize, and conduct induction programs, devise the orientation plan for the new joiners.
2) Complete the joining formalities, i.e., collect the required documents, create a login ID for attendance, introduce and set the KRA for new joiners, design reporting systems, and assign mentors as per the respective department.
Performance Appraisal:
- Involved in the Performance Review process, defined all roles, and developed role descriptions that are mapped against KRAs through a daily reporting tracker system.
- Managing the Appraisal process across the levels and establishing a framework for substantiating the Performance Appraisal system linked to Reward Management.
Attendance, Payroll & Salary Administration:
- Maintain employee attendance in the Time Management System and generate the attendance report by the online system for the salary process.
- Coordinate with finance for the monthly payroll system, make necessary entries for new joiners, separation cases, and unpaid leave.
- Follow up with the bank for timely credit of salary & issuing salary slips.
HR Policies, Procedures, & Processes:
- Implement, review, redesign, and introduce HR policies.
- Keep track of records to the procedures, processes, formats/forms in line with organizational goals.
HR Administration & Welfare:
- Offer release, bank account opening, ID card coordination, sending details to the support staff.
- Verification of documents and employment screening/background verification of newly joined employees, i.e., verification report includes: Tenure with the Company, Title of the last position held, Starting & ending salary.
- Dues with the company, Reason for leaving, eligibility for rehire, Attendance, overall Satisfaction of Employment, Behavior with Colleagues, etc.
- Conducting employee satisfaction surveys, designing reward and recognition schemes.
- Clarify Employee Grievances and various issues/queries on Leave policy, Salary payment.
- Maintain the notice board with information about "Thought of the Day" messages, Employee of the month announcements, articles on a weekly and fortnightly basis.
- Maintain & update the Daily/Weekly/Monthly MIS report, HR files, and employee information in various reports like employee database, employee CVs, preparing all HR letters and certificates, etc.
Full & Final Settlement and Exit Process:
- Conducting the exit interview process for resigned, quit/terminated employees.
- Coordinate & manage the Full & Final Settlement with the help of the finance division and send circulars to other departments at the time of relieving an employee.
- Analyzed the issue by giving warnings verbally or in writing by issuing a warning letter till termination of employees due to continuous absenteeism, no prior intimation before taking leaves, inability to reach assigned targets, lack of ownership & responsibility, etc.
Compensation:
- Overall coordination of manpower planning, induction, and ensuring cultural fit.
- Selection policies, attendance management system, exit interviews, transfers & redeployments as per staffing projections.
- Handling Salary negotiations, increments, and compensation administration.
Training & Development:
- Identifying training needs and development of action plans for imparting training, including measurement of effectiveness.
- Conducting managerial and technical training to enhance the managerial and soft skills of the employees.
- Organizing customized training programs based on the training need analysis to enhance manpower skills & efficiency.
Hope you can get my point of view and let them know about it too. Best of luck.
Regards,
From India, Gurgaon
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