The Role and Function of the Human Resource Department

Strategic Human Resource Management

Initially, the Human Resource Division was constituted only to help with recruiting and specific other administrative responsibilities of the organization. Nevertheless, there is no denying that the role of human resources has evolved significantly. It has evolved from conventional to strategic management. In this new paradigm, the human resource management department engages in the business’s strategy development and assists in meeting the organization’s current and future objectives. In addition, the function of the human resource department has evolved recently since this division is no longer limited to payroll, perks, and employee engagement. Instead, it is expanded by bringing more benefits to the company to enhance its role in recruiting, training, promotion, and positioning new and current personnel.

Pay and Benefits

Employee fair payment and benefits are determinant factors for the prospective employer to worker’s relationship. As with employer-employee relationships, a human asset expert with dual capabilities may often supervise human resources’ salary and benefits components (Noe et al., 2020). For example, in terms of compensation, I revised the human resource capabilities to include the creation of pay scales and evaluated aggressive payment practices. Likewise, I allocated pay and benefits experts to collect wellness integration rates with assistance designs and set up procedures with the assistance of a supervisor for retirement holding reserves. In any circumstance, finance is inherent in the human resources compensation and annuity field, where managers regularly transfer administrative capabilities, such as finance (Noe et al., 2020). Implementing this function promoted determination and hard work among employees as they strived for higher pay and perks.

Training and Development

Employers must provide fundamental tools for their workers’ performance, which often involves providing new employees with on-the-job training to transition to another corporate culture. Many human resource departments further provide training for activities and professional development. Administrative preparation may be necessary for newly appointed and advanced chiefs and supervisors on performance administration and ways to deal with employee engagement at the departmental level (Stone et al., 2020). I implemented this function to promote professional growth possibilities for individuals looking for part-time jobs or workers who require to complete a specific goal, such as completing a degree. As a result, this increased the relationship between the management and workers, increasing their productivity.

As a human resource manager, I will seek to represent different documents to the board. First, the documents will include low turnover and absenteeism rates to indicate the improvement of the employees’ contentment and attitudes (Stone et al., 2020. Second, the employee satisfaction survey report will indicate positive employee views on management (Stone et al., 2020). Third, the return on investment (ROI) via training and development programs document will seek to establish the workforce’s productivity. Fourth, quality enhancement and decreased proportion of defective items will indicate the improved employees’ responsibility levels. Lastly, I will present the optimization of the management and staff working relationship by displaying the reduction in potential conflicts or complaints.

Traditionally, the role of the human resource department included recruitment and other more straightforward administrative tasks. In this new paradigm, the human resource management department engages in the business’s strategy development and assists in meeting the organization’s current and future objectives. In addition, the function of the human resource department has evolved recently since this division is no longer limited to payroll, perks, and employee engagement. Instead, it is expanded by bringing more benefits to the company to enhance its role in recruiting, training, promotion, and positioning new and current personnel.

References

Noe, R. A., Hollenbeck, J. R., & Gerhart, B. A. (2020). Human resource management: Gaining a competitive advantage.

Stone, R. J., Cox, A., & Gavin, M. (2020). Human resource management. John Wiley & Sons.

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