Human resource management is a contemporary term used to describe the management and development of employees in an organization. Also called personnel or talent management, human resource management involves overseeing all things related to managing an organization’s human capital. Human resource management involves both strategic and comprehensive approaches for managing people, as well as workplace culture and environment. Each company has its own unique culture. It encompasses the values, visions, ideal, norms, working language, systems and habits of a group who work together. A good human resources employee develops and manages their company’s culture. They recruit new hires, maintain benefits and payroll, mediate conflict and engage in training and development. Their role is at the core of a company’s success. 

Human Resources is the department in the organization which plays a very vital role in the organization. Human Resources are the set of individuals who make way for the success of the organization. Human Resource consists of employees who work to achieve desired goals and the employees who are into managing and developing other employees in the organization. Human Resource are the people who make the workforce of the organization, business sector or economy. Human Resource Management is one of the wide topic as it gives suggestion to the management team on how to strategically manage people as their business resources and also to retain them.

HR is critical to associations in bunch regions, going from vital intending to organization image. HR professionals in a private venture who have balanced aptitude give various administrations to representatives. The regions in which HR keeps up control can improve a representatives understanding all through the workforce while reinforcing business tasks. HR enhances the organization's main concern with its information of how human capital influences hierarchical achievement. Pioneers with skill in HR vital administration take an interest in corporate basic leadership that underlies current staffing appraisals and projections for future workforce needs dependent on business request. 

Some daily tasks for an HR worker include:

• Consult with employers to identify needs and preferred qualifications

• Interview applicants about their experience, education and skills

• Contact references and perform background checks (background verifications)

• Inform applicants about job details such as benefits and conditions

• Hire or refer qualified candidates

• Conduct new employee orientations

• Process paperwork

It is possible to find a human resource department in almost all the organizations out there in the world. In fact, the human resource department has the potential to manage the most important and valuable resources of an organization. Without a proper functioning human resource department, a company would fail to achieve a high level of efficiency and workforce management. In some companies, human resource department in order to upgrade their employees sometimes educate their employees through distant education by taking help of top educational consultants.

 

HR ROLE IN AN ORGANISATION

To build a team of professionals, it is of utmost importance to have an equally professional and well-managed HR department. The role of HR in an organization is:

 

RECRUITMENT: 

Manpower Recruitment has been one of the major responsibilities of the HR team. It is the job of HR personnel to plan and devise strategic campaigns and guidelines for recruiting suitable candidates for a required job description. This is the first pillar of HR management that every HR manager starts with. It’s probably one of the most important aspects of any HR professional’s career. The recruitment function comprises two main objectives: attract talent and hire resources.

ATTRACT TALENT: 

Attracting talent starts with first planning the requirement of manpower in an organization. Emerging needs of the organization’s human resource requirements, and accordingly putting a plan of action to fulfill those needs with placement of talented professionals. That’s followed by creating an employer brand which will be representative of the organization’s good image and portray an attractive impression in the minds of potential candidates.

HIRE RESOURCES: 

This is where the recruitment strategies are put in action. The HR manager needs to run all possible engines to go out there in the market and find that one suitable gem. This part of the role includes things like finding relevant locations to look in, reach out to maximum potential candidates using mass communication mediums, aggregate all responses, filter out irrelevant applications, judge suitable incumbents and coordinate internally to get them interviewed.

 

TRAINING: 

Training employee (HR Practical training) is important to help the new hires get acquainted with the organization’s work pattern. It is imperative for the HR department to incorporate a training program for every new employee based on the skill set required for their job. It will further also contribute towards employee motivation and retention. For the training to be effective, every new employee can be subjected to an on-the-job training for the initial days to get him in sync with the work guidelines of the organization. This training will not only be of assistance to the employee but also give the HR team an insight into the employee’s workmanship.

 

PROFESSIONAL DEVELOPMENT: 

Closely related to training, developing your employees professionally is an added bonus for the employee as well as the organization. Enrolling the employee to attend conferences, trade shows, seminars etc that may be in his personal interest will make the employee feel cared-for and a vital part of the organization, thus increasing employee engagement. It will be beneficial to the organization by way of the employee’s added skill set.

 

APPRAISALS: 

Closely related to training, developing your employees professionally is an added bonus for the employee as well as the organization. Enrolling the employee to attend conferences, trade shows, seminars etc that may be in his personal interest will make the employee feel cared-for and a vital part of the organization, thus increasing employee engagement. It will be beneficial to the organization by way of the employee’s added skill set.

 

MAINTAINING WORK CULTURE: 

It is the duty of the HR to maintain a healthy, safe, and fun work environment to ensure a level of comfort amongst the employees and eliminate any stressful or awkward atmosphere that may hinder the performance of the staff. It is vital to have an efficient work atmosphere, because an individual’s performance a largely dependent on the surrounding he’s working in.

 

RESOLVING CONFLICTS: 

Where different people have different views, conflicts are almost inevitable. Whether the dispute is amongst two or more employees or between the employee and the management, an HR manager has the right to intervene and help map out a solution. The HR should be available at the disposal of the conflicting parties and hear out their issues without being judgmental. Prior investigations are a must before passing any judgment. The HR head is not expected to discriminate or play favorites in this matter and always deliver an unbiased and practical decision.

 

EMPLOYEE RELATIONS: 

The Human Resources is called so because its major responsibility is dealing with the human part of the organization and this involves having great interpersonal skills. An HR manager who sits in the office all day will not turn out to be good at building connections with the employees and thus fail to serve the purpose of being an HR head. As an HR person, employees should feel comfortable coming up to you with their problems and for that, it is important that the HR team builds a good public image within the organization. The HR team has to be proactive and know their employees.

 

REWARDS AND INCENTIVES: 

Rewarding the employees for a work well done imparts motivation and at the same time induces a desire to excel at tasks in hope of obtaining rewards. It serves as bait for inculcating a healthy competitive environment amongst employees to achieve targets and meet deadlines.

 

LEGAL KNOWLEDGE: 

An HR manager should always be in compliance with the law. Whether it’s drafting new policies or writing terms of a contract, it is the HR department’s job to build guidelines keeping the laws in mind. This ensures an organization’s continued growth and existence. 

 

MANAGEMENT: 

The role of an HR manager is to manage, create, implement and supervise policies/regulations, which are mandatory for every employee and also have knowledge of its appropriate functioning. Monitoring attendance and tracking leaves forms a major chunk of the HR management function. There should be a proper management of the clock-in/out time to avoid late arrivals and track overtimes and half-days. If the HR department itself is in a state of chaos, it cannot serve as a peacemaker for the other departments.

 

PAYROLL MANAGEMENT: 

Once all the attendance monitoring, leave tracking, clock in/outs etc is tracked and monitored, it’s time for the most important aspect–calculating the payroll. Efficient calculation of salaries, wage-cuts, reimbursements, and generation of pay slips amounts to the role of HR managers in payroll management.

One of the toughest challenge of the organization is to find right kind of people at right place and at right time which in certain cases many of the organization fails to do so. In over to recruit right kind of manpower according to the requirement of the company many company are now taking help of Consultancy. Human Resource Consultants are majorly into advising businesses for their development accompanied by the organization’s interests. Generally, HR Consultants have an access to overall Human Resource Solution. One of the roles of best HR Consultant is advising management on the administration of human resource policies. Human Resource Management requires quite a lot of attention and thus HR Process Outsourcing is one of the best option to opt for in order to help business manage employee performance and development.