HR Department Basic Functions
HR Department Basic Functions
Typically there are 6 functional areas:
1) Recruiting: Selects the right talent and transitions it into the organization. Requires the ability to sell. They need to be cheerleaders for the company.
2) Training: Develops employees to meet the short and long-term needs of the business. Requires the ability to teach. They need to be performers.
3) Employee Relations: Handles and mediates grievances, disputes, claims and complaints. Requires the ability to be calm. They need to be counselors.
4) Compensation: Structures pay strategically to reinforce the behaviors needed for the business to succeed and the organization to move forward. Requires the ability to see “big picture.” They need to be critical.
5) Benefits: Procures, secures, manages and administers the right programs for the company and employees. Requires the ability to investigate. They need to be analytical.
6) Payroll: Administers paychecks and oversees all appropriate deductions. Requires the ability to focus on details. They need to be financially minded.
Now ideally, they should all be linked strategically so that together they synergistically support the overall objective of managing and maintaining a healthy and happy workforce. Having an official structure in place isn’t so much the point as it is to have a basic understanding of what needs to be done and the right people to carry out the tasks.
HR Department Basic Functions - To learn more about this author, visit Donna Flagg's Website.
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Even though there are many ways to structure an HR department, most of them generally look the same. They are typically made up of “generalists” or “specialists” or some combination thereof. Sometimes one generalist will oversee a group of specialists and sometimes the reverse is true depending on the needs of the organization and the available talent on hand. But in all, whether you have a formalized HR department or not, there are a few necessary skill sets that make up, and round out the overall practice.
Typically there are 6 functional areas:
1) Recruiting: Selects the right talent and transitions it into the organization. Requires the ability to sell. They need to be cheerleaders for the company.
2) Training: Develops employees to meet the short and long-term needs of the business. Requires the ability to teach. They need to be performers.
3) Employee Relations: Handles and mediates grievances, disputes, claims and complaints. Requires the ability to be calm. They need to be counselors.
4) Compensation: Structures pay strategically to reinforce the behaviors needed for the business to succeed and the organization to move forward. Requires the ability to see “big picture.” They need to be critical.
5) Benefits: Procures, secures, manages and administers the right programs for the company and employees. Requires the ability to investigate. They need to be analytical.
6) Payroll: Administers paychecks and oversees all appropriate deductions. Requires the ability to focus on details. They need to be financially minded.
Now ideally, they should all be linked strategically so that together they synergistically support the overall objective of managing and maintaining a healthy and happy workforce. Having an official structure in place isn’t so much the point as it is to have a basic understanding of what needs to be done and the right people to carry out the tasks.
HR Department Basic Functions - To learn more about this author, visit Donna Flagg's Website.
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