Human resource management involves organizing, recruiting, hiring, training, evaluating, conflict resolution, and legal compliance. A well-organized workforce leads to greater efficiency and revenue. HR teams actively recruit and hire employees, develop training, assess performance, resolve conflicts, and ensure legal compliance. Clear policies and procedures help resolve conflicts objectively and in line with business objectives. Legal compliance is crucial as failure to comply with regulations can put the company at risk.
Personnel administration, better known as human resource management (HR), is the coordination and regulation of a company’s employees. It involves organizing, recruiting, hiring, training and evaluating workers. Conflict resolution and legal compliance are also important aspects. With a good HR team doing their job well, a business will often be more efficient and competitive, generating additional revenue.
Organization
In most companies, a well-organized workforce translates into greater efficiency, productivity and revenue. The first goal of personnel administration, therefore, is to organize all employees in such a way as to enable them to cooperate and complete tasks in the best possible way. Examples of issues in this area include how many departments are needed, how many people should be in each department, what the manager-employee ratio should be, and what alternative chains of command should be used when managers cannot be contacted. The organization also addresses how to assign people to specific projects, as well as keeping employees healthy and safe in the work environment.
Hiring and hiring
Once members of the company’s personnel administration team know how to organize workers and their projects, they begin actively recruiting and hiring employees. They post notices of available positions, organize or attend events such as job fairs, and conduct initial interviews to find the most qualified and experienced candidates. They then pass information about the final candidates to department heads, who often conduct final interviews and make the call about who to hire.
Training
Employees who are new to a company don’t always know the company’s policies and procedures, even if they have extraordinary experience and skills. Training is almost always required to remedy this. HR department members can develop the training events and documentation needed to get employees to work effectively. They also cobbled together and oversaw additional training, such as that required to advance to a different position within the company. In some cases, they partner with various educational institutions to develop programs that will enable employees to earn industry-related certifications or degrees.
Assessment
Most companies want to know that their employees are performing at a certain level. They also want to know that workers are following policies and procedures well. One task of the personnel administration team, therefore, is to develop techniques and tools that managers can use for appraisal purposes. A common example is a standardized form for an employee performance review. HR workers use the data collected through these elements to analyze activity within the company and to make decisions such as increasing pay.
Conflict resolution
An advantage of using people over machines is that individuals can be innovative and display logical thought processes based on experience, but people don’t always get along while striving to do so. The HR department is responsible for resolving conflicts that may arise in the company, especially those between different levels of management. They also work to resolve non-interpersonal conflicts, such as a new employee feeling out of place in their work environment. Maintaining detailed records regarding such activities is a must, as some conflicts ultimately lead to disciplinary action or resolution which, if not done properly, can lead to lawsuits.
Typically, personnel managers have more time resolving conflicts when they have a solid framework of clear policies and procedures to rely on. Policies and procedures allow HR employees to remain objective as they try to come up with workable solutions. They also ensure that all proposed solutions are in line with business objectives. The HR team works closely with members of management to put together the policy and procedural documentation for this purpose.
Legal compliance
HR team members look at the policies and regulations not only for their company, but also for their jurisdiction. They ensure that employees fill out the proper tax forms, for example, and any other documentation required by the government. This task is challenging because new legislation is passed regularly and requires personnel administration employees to adjust activities and documentation within the company. It is crucial because failure to comply with a single regulation can put the reputation and functioning of the company at risk.
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