The human resources (HR) department is one of the most important parts of a company. It is the primary point of contact for employees, and without it, an organization would not be able to effectively manage its workforce.
The functions of hrm are many and varied. However, here is a short list of some of the most important functions that you should know about whether you want to work as an HR or are just working in a company:
Recruitment and Employee Screening
The first function of HR is to recruit new employees and screen applicants. This is done by using job descriptions, job postings, and interviews. If an applicant meets the requirements for a position, he or she may be invited to take a written test or perform some type of skill test.
Company Benefits and Compensation
Another major function of HR is to design and administer company benefits programs. These programs include health insurance, retirement plans, paid time off (PTO), paid holidays, vacation days and sick leave. Employees are also compensated for their work through wages or salaries, which are usually based on experience levels and job titles within an organization.
A third major function of HR is performance evaluation. This process involves measuring employee performance against goals set forth by management and comparing it with standards for success in their role within the organization. Performance evaluations can be conducted formally once a year or informally on a more regular basis throughout the year as needed to ensure that employees maintain high levels of productivity while staying within company guidelines regarding acceptable behaviour at work.
Investment proof submission and thus the investment declaration helps the employer to deduct appropriate taxes from their employees’ salaries. Visit this page for more info. The declaration can be made in two ways:
The employee can fill out a declaration form and submit it to the employer. The employer will put it up in the office for public viewing.
Alternatively, if you do not want your investment details to be displayed publicly or if you are not comfortable with disclosing this information, you can also fill out an Investment Declaration Form (Form 16A) and submit it to your employer.
Employee relations: This function involves handling disputes between employees, such as those involving performance issues or discrimination. The goal of this function is to resolve conflicts in a way that doesn’t harm the organization’s reputation or cause turnover among current employees. Managers must be able to effectively manage all aspects of employee relations, including:
- ensuring just treatment of employees;
- ensuring that employees have access to adequate benefits;
- providing coaching and performance feedback as required;
- negotiating with union representatives or other employee representatives; and
- dealing with grievances.
1. Enforcement of Disciplinary Actions
A discipline is a management tool that helps to ensure that employees adhere to the values and standards of their organization. The HR Department has the responsibility to ensure that disciplinary actions are carried out effectively and consistently. Disciplinary actions includes things like verbal warnings or even termination. Most organizations have a well-defined procedure for the enforcement of this policy, which includes steps such as:
Employee’s name, time, and location of the incident
Employee’s job description, duties, and responsibilities
Nature of offence (if applicable)
Description of witnesses (if applicable)