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. (TCN / All other employees categories, as in the case of ALMCO)
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
2) Compensation & Benefits
3) Evaluation and Management (Appraisals / Trainings / Work enhancement methodologies)
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.
Unless, not fully sentient with the significant role of the HR;
An organization can not attain evolution through its human capital.
Conceived & Written by:
Syed Abbas Haider