The Role Of Human Resources In An Organization – Human resource department is one of the most important parts of an organization. As they say, the human resource department is the face of the company. Human resource plays an important role in the growth and ultimate success of an organization. But many times, they are not valued according to their work and dedication to the company.

Human resource refers to an individual, staff or group of individuals who work in an organization and perform duties assigned to them from time to time by the management of the company for the betterment of the organization.

The Role Of Human Resources In An Organization

Human resource management is a department in an organization that deals with finding, evaluating, recruiting and training job applicants, as well as managing employee benefit programs.

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Role of HRM – The main responsibility of an HR professional and manager is to channelize the efforts of each employee in the best interest of the organization. Below are the main roles of HR department –

Recruitment – ​​The first and foremost function performed by the HR department is recruitment. You need people to work in an organization and to get work done.

Recruitment is one of the important roles performed by the HR department. Recruitment is the process where you hire people to join your organization and work as a part of that organization. The essential role of recruitment is also included.

Maintaining Culture – The second most important function performed by the HR department is to maintain the culture and environment of the organization. They are responsible for checking that there should be no discrimination between employees and that the culture should be friendly and a place where people can explore and grow.

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Development of Policies – Development of policies is a task that the HR department has to do in the presence of top management. They need to regularly create, update and upgrade policies according to recent trends. This policy ensures fairness and continuity in an organization. Policies should be made in favor of both parties i.e. employers and employees. Some examples of HR policies are-

Training and Development – ​​When we have invested energy in hiring new representatives, we need to make sure they are not exclusively prepared to take on the responsibility. However, they additionally go on to develop new capabilities and grow in their activity, which results in higher performance for the association. Training is also an important part of worker mobilization. Workers who feel they are expanding their skills will, in general, be happier in their profession, which extends representative care.

Communication – Apart from these important jobs, exceptional interpersonal skills and incredible management skills are key to human resource management and general administration.

These are some of the basic responsibilities that are performed by the Human Resource Department. Human resource is one of the most important parts of an organization. They should be valued! Getting HR right from the start has a huge impact on the success of an organization. Your organization may not have an HR department and is doing the bare minimum to keep up. Or maybe you’re just starting out and wondering how to build an HR department from scratch.

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Not only does the HR department help ensure compliance, it also plays an important role in keeping employees engaged and productive. So how do you build an HR department? Here’s what you need to do!

11. Identify the Right Time to Start Building an HR Team 1. Explore the state of HR in your organization.

What have the founders and/or managers done in terms of recruitment, policies, performance management and tools? Familiarize yourself with the current state of HR to know where to start building your HR department. You can use the wheel below as a starting point to assess your current HR department.

Rate each function on a scale from 0 (where nothing exists) to 10 (the process is completely in place and working well). A good starting point would be to understand whether the new HR department needs to initiate, develop or maintain specific HR processes.

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Therefore, a combination of understanding your progress and critical needs across all HR departments will give you a good starting point for building your HR department.

Enrolling in the HR Generalist Certificate Program will equip you with everything you need to build an HR department from scratch. Moreover, it will also help you avoid common mistakes while setting up the HR function in your organization.

HR is responsible for managing the employee lifecycle, and your employee records are the starting point. You need to have a clear understanding of how many employees you have and establish documents that are legally required and will help you in the long run while working on personal development plans.

Every employee needs a personnel file. Traditionally, this was paper-based, but most organizations have developed digital systems to manage employee records. Here are some examples of documents you need to keep:

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You will find that many of these documents exist, but they are unorganized or informal. That’s fine – as long as you gather as much information as possible, start somewhere, and then build your HR records from there. Talk to all the line managers and leaders of the organization and collect as much information from them as possible.

This will be your starting point. And then, for each category mentioned above, create a folder for each employee and start tracking. Work with your IT department to ensure you develop a safe and secure way to store these documents electronically. 3. Start formalizing policies.

Maybe you don’t have anything written down, maybe some basic information. You can prioritize the most important policies and start writing them down.

As you go along, you will probably find some things and can be covered under the same policy. Make sure that once you have drafted a policy, it is straightforward and easy to understand. Each employee should receive a copy, and it should be easily accessible on your intranet site. 4. Lay the foundations for the recruitment and onboarding process

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We’ve created a handy checklist you can use at each of these five steps. You can find it here: A Comprehensive Guide to Employee Onboarding (Including Checklist Templates!) 5. Document your compensation and benefits offered.

Discover what you have in terms of compensation and benefits structure, and proceed to formalize and rank it. Start with the bare minimum to make sure you’re in compliance. This includes:

To add to this, you can start developing a total rewards package, showing employees the total value you’re providing them, which isn’t always monetary. This includes the following:

Later down the line, you can start adding benefits (for example, welfare assistance, in-home day care, free meals, etc.), but only do so when you have the basics down. I am present. Having a good grasp of different types of compensation. Will help you create attractive compensation packages.

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You may already have some tools (Slack, project management tools, etc.), as well as spreadsheets. Since you’re starting fresh, it’s an opportunity for a sleek and simple process without having to deal with legacy HR systems that can hold you back. Some basic systems that need to be in place include:

Again, prioritize the systems that need to be legally compliant for your organization, and then add those that will drive your organization forward. For example, investing in a sophisticated data and analytics HR system may not be worthwhile if your organization has only 20 employees. However, you also need to think long-term and acquire technology that can scale as your organization grows.

HR plays an important role in ensuring that your organization is fit to work and that all employment laws are followed. At a minimum, you should review your country’s compliance guidelines for all of the policies listed above under “Start Formalizing Policies.”

Additionally, in addition to the standard policies that need to be in place, you must also ensure that you have considered all local laws and regulations. What if your employees work from another state or country? Are there specific rules for your industry? 8. Create an employee handbook

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Include core policies in your employee handbook and share it with your employees. Also, include things like your organization’s values, mission statement, vision, and organization background information. There are many templates online or even tools that help you create a handbook, such as Handbooks.io. 9. Establish a learning and development plan

Helping employees acquire new skills and progress in their careers is an important function of the HR department. Therefore, you need to start early with a learning and development plan when building your HR department.

Understand where your organization is, where it’s going, and the skills you currently have within the workforce. Then identify the skills needed to achieve your goals. You can do a skill gap analysis to understand what is there and what isn’t.

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