Unless, not fully
sentient with the significant role of the HR; an organization cannot attain
evolution through its human capital. It is important to understand the reason behind establishing HR unit
in every organization.
Human
Resources is just what it says:
“Resources for humans” (in workplace)
Its main objective is to meet
the organizational needs of the company it represents and the needs of the
people hired by that company.
In short, it is the hub of the
organization serving as a liaison between all concerned.
Depending on the size of the
company, the HR Department might be called Personnel with a manageable workforce
that can be handled by a personnel manager and few staff. For larger, more complex organizations with multiple numbers of
departments and divisions, the task is much more demanding, taking on a life of
its own.
Some companies have more than
one HR Department – Corporate and Union.
For example, a food service
industry might have a Corporate HR Department that oversees “white collared” employees and an HR Department
that oversees the “blue collared” workforce; with an emphasis on labor relations.
With such diverse needs, the
organization will institute these two HR Departments to manage the unique needs of both union and
non-union employees.
Some of the many core functions of the Human Resources
function involve the Organizational Development. In order to ensure its success, a company must establish a
hierarchal reporting system. Picture an organizational chart
with boxes representing each position starting at the top with the first and
single-most important being the highest-ranking role.
Following the lines, more boxes
are branched off to define each department head and their direct reports. As
the company expands, so will this chart.
The funnel of responsibility is
critical to the efficiency of a smoothly operating business entity in which
there is a clearly defined
understanding of who is responsible for what.
Following is a brief of what HR does for a company:
They provide consultation to a
company’s management team to identify what the company’s core business and
culture is about, and proceeds to plan and map the company’s organizational
infrastructure to support those needs.
Human-Resource Management
performs 5 key functions
1) Hiring
2) Compensation & Benefits
3) Evaluation and
Management (Appraisals / Trainings /
Work enhancement methodologies)
4) Promotions
5) Managing Relations (Employee vs. Employers vs. Departments vs. Divisions)
The human resource managers are
responsible to conduct these activities in an effective, legal, fair, and
consistent manner.
The main objective of Human
Resources is to maximize the return on investment from the organization’s human
capital.
According to Schwind Das &
Wagner, “Human resource management aims to improve the productive contribution
of individuals while simultaneously attempting to attain other societal and
individual employee objectives.”
Previous working experience is
an asset for many specialized jobs in the human resources field. For more advanced positions, including those of managers as well
as arbitrators and mediators, work experience is necessary requirement. Human resources administration and human resources development
require the ability to work with individuals as well as a commitment to
organizational goals.
This field also demands other
skills that people may develop elsewhere,
Such as; using computers,
selling, teaching, training, supervising, managing and volunteering, among
others. The human resources field requires a range of personal qualities
and skills. Human resources, training, and labor relations
managers and specialists must speak and write effectively.
They must be able to cope with
conflicting points of view, function under pressure, and demonstrate
discretion, integrity, fair-mindedness, and a persuasive, congenial
personality.
Coupled with all the above; an excellent HR is formed, which
contributes in the growth, success and enhancements of the financial turnovers
of any organization.
