All You Need To Know About Managing Your HR Department

All you need to know about HR Department

Table of Contents

It is the structured way for the management of the workforce in an organisation for better productivity. The responsibility of Human resource management falls primarily into three categories:

Staffing, Employee Compensation/Benefits and Defining & Designing work.

Usually, the main focus of the HR Management is to utilize the skills of the employees to the maximum extent for better productivity with optimum utilisation of the available resources. HR needs to hire, develop and retain talent, align the individual contribution with the business in order to achieve organisational goals.

HR tasks start from the designing of the hierarchy based on the overall functions of an organisation  which divides the organisational functions among different departments and individuals and the chain of communication between them and it ends at the relieving of the employees by completing the formalities and having them executed.

The work of HRM differs from one organisation to another depending on the size of an organisation and the type of work culture and strategies they resort to and the way they use technology for enhancing  productivity. The functions of HR in large organisations are divided and distributed among the multiple HR departments they have, who are collectively responsible for carrying out that particular function. But this is not be the case with SME’s as they maintain a small HR team or an individual HR who takes care of the entire HR operations.

What are the topics to be covered at HRM?

  1. Employee Data Management and Agreements
  2. Statutory Compliances based on the growth
  3. Designing the Organisational structure for SME’s
  4. Designing the Roles and Responsibilities
  5. Manpower Planning
  6. Talent Acquisition
  7. Hiring the right talent
  8. Building Internal Policies for employee engagement
  9. Performance Management Systems
  10. Career progression programs- Training & Development
  11. Managing exits
  12. Building and managing quality through people

What are the Principles of HR management?

  1. Utilizing HR abilities to achieve organisational goals.
  2. Understanding the connection between HR and the Business strategy
  3. Job design and job analysis activities which include understanding employee skills and job satisfaction.
  4. Creating employee engagement
  5. Taking care of getting the right talent for the right position at the right time and retaining the employees.
  6. Taking care of Lawsuits such as equal employment opportunity guidelines and affirmative action, selection & placement procedures.
  7. Explore different ways to source the resource, which best fits the organization.
  8. Understand the principles of ADDIE and how to use in a variety of HR core functions in addition to training.
  9. Understand the strategic and operational value for leadership development programs and effective management.
  10. Understand the issues at both the employee and higher authority side and try to resolve the issues.
  11. Take care of the compensation and benefits of an employee on a regular basis.
  12. Understand the connection between effective performance management, retention, compensation programs and job satisfaction.
  13. Take care of legal issues related to tax, health insurance, occupational safety, and psychological conditions.

Position and Structure of Human Resource Management:

Based on structure and position, human resource management responsibilities are sub categorised into three areas as Organization, Individual and career.

Individual management includes assisting the employees to build their skills and understand their weak points and taking necessary actions to train and develop the skills of an employee so that employees contribute the best from their end to the organisation. These can be carried out by following the different strategies like performance reviews, training, and testing.

Organisational development includes sourcing the cost effective and best strategies & resources for the effective functioning of the business process and also to look for career development which helps employees apply for higher positions within an organization.

HRM has an extremely wide scope but let’s focus on its key aspects and what we essentially need to know about it:

The primary thumb rule is that of a Job Analysis and then describing the expectation from a prospective candidate for the position.

It doesn’t matter if you’re hiring your first employee or your hundredth employee. It is important to understand and frame a definite answer to the question that what is the person being hired going to do? Make sure that a new recruit is unavoidable and if possible-try analysing whether the roles and responsibilities can be absorbed by other positions or can restructuring be done.

Conducting a job analysis is essential to figure out and frame the job description. Job analysis answers the question of what skills and qualities are necessary to perform these tasks. Such right management and decision making will ensure the recruitment of the most exemplary candidates and then performance standards can be set for each and every employee in the organisation. This tells us about the very essence of Human Resource Management at the grassroot level.

The thumb rule of training and orientation:
Employee retention runs proportionately with the orientation given to employees. Comprehensive, well planned and an organised orientation process will enable and help the employee to get accustomed to the business opportunities at the earliest as a result of which the employees can start contributing right away.

Employee training and right orientation are considered to be the scintillating package of Human Resource Management. Employers are prone to delay an employee recruitment until the last minute and things take a nasty turn as the training and orientation are also naturally delayed not only resulting in the employee being thrown into the deep waters of a pool but also being thrown off a cliff to see if they can fly at the last minute. Handholding and guidance as part of Human Resource Management is not only necessary for the first few days but clear cut and meticulous training requires a year or so so that the employees get a vivid picture of the entire business operations.

How performance appraisals and feedbacks enable Human Resource Management?
One of the prevalent flawed opinions is to consider performance appraisals as a necessary evil. They sure are a necessity but considering it an evil is the flawed gesture that pulls back every moment made forth in the right direction.

Speaking of Human Resource Management, we clearly emphasize on the importance of Human Capital. It is the job and duty of the employers that this asset termed Human Capital is functioning well at all times cause the cost of its loss is irrevocable. The measurement of the level of job satisfaction of the functioning Human Capital is measurable only in the form of a feedback. Feedbacks give us the extent of satisfaction of employees towards the employer and the organisation as a whole, Performance expectations are essentially required to be specific so that the goals and objectives are accurate and clearly understood by the employees.

Compensation is the end stage of Human Resource Management and a by product of all HRM activities in the sense that compensation is not about money today or what it can or cannot buy but is rather about meeting the needs of the employees. The term ‘package’ needs to conform to the needs of the employees. Compensation today is not just a wage and successful management utilizes both-Direct and Indirect compensation to ensure that all the needs of the employees are met.

The concept encompassing that of compensation is that the employers/managers are required to create competitive compensation packages and understanding what their employees need. The garnish on top is that of gaining an understanding of what the competitive employers are currently offering. This gives the very jist of what HRM is and what it is needed for.

Speaking about Human Resource Management, it is essential to understand that there is not one but a myriad of thumb rules that need to be considered in ensuring that the organisation is structured just right and that the management is the epitome of its success.

We at Husys will comprehensively streamline and channel your HR Department making sure it is aptly integrated with our application-ApHusys in order for you to work efficiently and enjoy what you do relating to Human Resource Management in the best possible way.

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