Human resources titles come in various forms, such as HR assistants, specialists or coordinators, managers or directors and vice presidents. As a unit, HR performs a comprehensive list of personnel duties at the core of any organization. These functions are linked to labor laws and employee relations.
Human resource management is a central pillar of many organizations. In short, human resource activities fall under the following five core functions: staffing; development; compensation; safety and health and employee & labor relations. Within each of these core functions, HR conducts a wide variety of activities.
Recruitment and Selection: the HR department finds the right people for open positions. It places employment advertisements, screens and interviews applicants, runs background checks, and selects or recommends workers for positions. The department carefully observes the nature of the open position and chooses the most qualified candidate. Once an employee is hired, HR provides new hire orientation, which includes giving the employee paperwork to complete, such as for tax withholding and company benefits purposes.
Employee Benefits: Though an employer does not have to provide employee benefits, many employers choose to because benefits help attract and retain quality workers. The HR unit plays a critical role in this. Benefits may include health, accident, disability and life insurance, tuition and business expense reimbursement, retirement plans, paid and unpaid time off, and fringe benefits. The HR department researches and analyzes benefits programs and trends and implements plans based on the employer’s needs and budget. Through effective communication, the department explains benefit programs to employees so they may take advantage of those programs.
Compensation and Evaluations: HR researches employee compensation methods based on employees’ roles in the company. This includes determining employee pay grades, and whether employees are exempt or nonexempt, or whether they’re salaried or hourly or should be paid according to commissions or bonus plans. Managers and supervisors conduct performance appraisals on their employees to gauge whether they are performing according to company standards. HR establishes performance evaluation systems that enable managers and supervisors to successfully conduct reviews and give merit increases.
Training and Development: The human resources unit establishes on-the-job and off-the-job training programs so employees obtain the knowledge they need to properly execute their duties. HR provides resources such as workshops and seminars, and leadership training to improve manager and employee relations to foster employee development. HR serves as the connection between employees and managers. HR steps in when management cannot resolve disputes in the
workplace. HR must handle employee grievances in a fair and legal manner.
Employee Incentives HR understands that satisfied employees lead to a positive work environment. The department implements strategies to keep employees motivated. It may organize and coordinate incentive programs, such as awards, prizes, gifts, bonuses, contests, promotions and staff parties to motivate employees. HR also assesses how company policies affect employee motivation.
Compliance HR: ensures the employer satisfies employment laws to avoid audits and penalties by the agency that oversees those laws. Such regulations relate to immigration, new hire reporting, employee classification, record-keeping, health and safety, workers’ compensation, state disability insurance, wages and hours, employee benefits, paycheck deductions, employee attendance and conduct, discrimination, and employment and union contracts. HR assists in developing and communicating the written and formal procedures that pertain to these issues.
Terminations: HR oversees employee terminations. They conduct exit interviews and inform terminated employees of their rights to certain benefits, such as health insurance under the Consolidated Omnibus Budget Reconciliation Act and unemployment insurance. During layoffs, HR gives employees the appropriate notice and works with state dislocated worker programs to help minimize the effect of layoffs on employees.
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