In the organisation , there are various roles and responsibilities towards organisations. HR has many responsibilities in the company from planning to controlling of any project or work. The role of HR specialist has also typically been associated with administrative duties, such as gathering, filing and storing paperwork, and they have traditionally worked in establishing and enforcing company responsibilities. In the part, this is because the human resource role frequently originated from administrative or finance departments. This is logical as responsibilities such as payroll, hiring and benefits lie in the scope of those business unit.
HR has the responsibility of employees towards their securities and other responsibility of the employee. HR has hire new employees according to the need of company and HR has known about the human resources in the organisation are needed in future . HR has responsibilities to retain their employees and motivated employees to work effectively in the organisation to achieve the organisational goals and objectives. HR main function is maximum utilisation of human resources . HR is the traditional approach of managing people in the organisation.
Modern HR professionals are leaders in their organisation. The specialist sponsor the organisational mission, vision, values and goals among staff members, and they monitor and adjust organisational activities to ensure that success of various initiatives. HR specialists contribute to enterprises by managing the most important asset of any organisation the people who compete the daily tasks that result in productive outcomes. This work aids in the global success of their organisations.
In the HR responsibilities, there are the some HR functions are which perform by HR towards employees’ work cycle:
Resource Planning:
working with other departments together manpower requirements, performing job analysis and formulating Job description.
Recruitment:
Right from hunting for right candidates, screening , interviewing and finally hiring them.
Onboarding / Induction:
Inductung new hires/ lateral movers to their role/ company culture and processes.
Employee Engagement:
Organizing events, team outings , team building activities, town hall , open discussion etc.
performance appraisal:
Deciding on the key performance indicators , documenting them, tracking their progress and finally evaluating their status with line managers at the end of the year. This can determine bonus/ rating/ growth of employees in the organisation.
Compensation and benefits:
Designing compensation and perks in accordance with prevailing laws of the country, the key motivation of the employee , the nature of the job and prevailing iindustry rates.
:career management
Chalking out the progression, promotion path of employees according to their potential performance and aspirations
Succession Planning :
Identify high potential employees or high performers and preparing them for leadership , planning their coaching , mentoring etc.
Training and Development:
This function encompasses identifying the learning needs of the teams / individuals , organising the session.
Retention:
In this system , potential employee are not leaving the organisation due to any reason and retain them.
Exit:
conducting exit interview, exit formalities , using feedback to bellerin workplace
so depending on how the organisation has been shaped, HR functions can overlap with finance, sales and administration etc.
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