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HR Department Basic Functions
Written by: Donna FlaggArticle Overview: 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.
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HR Department Basic Functions
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.
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Article Tags: big picture, br 2, br 3, cheerleaders, compensation structures, counselors, employee relations, functional areas, generalist, generalists, grievances, hr department, nbsp, necessary skill, objective, paychecks, payroll, skill sets, transitions, workforce
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About the Author: Donna Flagg RSS for Donna's articles - Visit Donna's website  Donna Flagg spent over 15 years in business before founding The Krysalis Group, a consulting firm specializing in management, marketing, training and sales and their respective relationships to business results. Her management career began in sales at CHANEL, and before branching out on her own, she spearheaded a new training function within the Investment Banking Division at Goldman Sachs. After earning a BA from Rutgers University and gaining experience on the front lines of Corporate America, Donna went on to attend New York University's Graduate School of Education where she obtained a master's degree in Organizational Development and Human Resource Management, and a post graduate degree in Business Education. She has also been a speaker at City University of New York (CUNY) and New York University through Stern Business School and Delta Pi Epsilon, a national honorary professional graduate society in business education and training. In addition, she speaks at various conferences including those conducted by The Business Leadership Network and The Conference Board, where she was also on the advisory committee for the Enterprise Learning Strategies Conference. For her communications expertise, Donna was invited to be a host at the Liz Claiborne Leadership Offsite to discuss branding during their "Progressive Dinner" event and more recently, a speaker at the Inc. Leadership Conference in Dallas, TX. Donna is the author of Surviving Dreaded Conversations and is blogger on Pyschology Today and The Huffington Post. She is frequently featured in the press for her workplace expertise in outlets including CNBC, the New York Times, WOR, and XM Satellite Radio. Donna currently sits on the Board of Directors of the Randy Foye Foundation where she actively participates in its mission to assist children and families in Newark, NJ. Click here to visit Donna's website   The Pitfalls of Delegation Organizational Alignment The Importance of Building HR Infrastructure Management Technique Reverse Feedback Humor at Work Employee Benefits A New Perk for the Broken Hearted |
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