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Ten functions of the human resources department

The human resources department is one of the most important as the company begins to grow. Let’s look at ten elementary functions that take place within any organization.

In the area of the internal organization of the company, the human resources department is responsible for managing the human resources of the organization, and is formed by a group of people who are organized in the company to achieve the following objectives : to select and train the people that the company needs, to provide workers with the necessary means so that they can exercise their work and try to get the worker to meet their needs.

Below we will describe ten basic functions of the human resources department of any company:

1.Organization and planning of the personnel: It is to plan the staff according to the organization of the company, to design the appropriate jobs, to define functions and responsibilities, to forecast the personnel needs in the medium and long term, to analyze the remuneration systems and internal promotion, among other tasks.

2.Recruitment: Recruitment is the set of procedures aimed at attracting competent candidates for a job to the company. These recruitment techniques can be internal if they consist of recruiting candidates from people who are part of the company’s staff, or external if the candidates are people outside the organization.

3.Selection: This function is very important since one of the determining factors of the success of a business activity is the correct choice of the people who have to work in the company. A complete analysis of everything that the candidate brings to the job must be done and for this, it has to undergo a series of selection tests.

4.Career and career development plans: Staff development can be implemented through career plans; programs in which people can acquire the necessary experience and then be able to progress in the structure of the organization.

5.Training: The training of workers enables company staff to adapt to changes in society as well as to technological advances. In addition to adaptability to changes, the company must provide training for the specific task to be performed within it in function of its objectives and plans.

6.Evaluation of the performance and control of personnel: Human resources have to be controlled aspects such as absenteeism, overtime, staff movements, the age pyramid or labor relations, as well as correcting the mismatches between the competencies of the worker and those required by the post.

7.Climate and job satisfaction: It is necessary to detect the level of satisfaction of the worker within the organization and the reasons for discontent, with the intention to apply corrective measures. One of the factors that have the greatest and best impact in achieving a good working environment is the reconciliation of work and family life.

8.Personnel administration: Consists of managing all the legal-administrative procedures that involve the company’s personnel, encompassed in areas such as selection and formalization of contracts, processing of payroll and social insurance and control of the rights and duties of the worker.

9.Labor relations: This is to promote communication between the company and its employees, using the partners of these, who are the union representatives (works councils, personal delegates or union links). These representatives must deal with the collective conditions of work, such as the negotiation of collective agreements or the conflicts that may arise in the company and its solutions.

10.Prevention of occupational risks: The study of working conditions and associated occupational risks precede the implementation of prevention and protection measures, in order to preserve the health of the people working in the company.

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