Interestingly enough, this is really not understood area of work so I will try to give an idea of what Human resources people bring to the organization. As in many other professions, this is a career that includes a number of specialties as well generalizations.
Regardless of whether you are a Human Resources general or specific specialty, the Human Resources field is management people in organizations
What this means is that they provide a variety of activities. policies and procedures, and people management skills, related to the development, use, maintenance, and keep an appropriate number and skills of staff to achieve the objectives of the organization.
What many do not understand the Human Resources, it is that they are not responsible. For example, when hiring decision; it should be Management makes the final decision. Human Resources staff can advise Managers of best practices in the recruitment and selection and “follow” Processes decisions are usually not their doing. This is the same case in dismissals or performance management issues.
Many medium size (or smaller) organizations HR generalists on staff. This folks is what we usually call “Jack of all trades” and the work can be very demanding. There are some phenomenal generalists out there – but often it means that their work can run the gamut from contracts, benefits and job analysis redundancies and everything in between – so while they often have a multitude of skills, they may need to refer . other sources to complete the task or anything that is very complex
For example, if the manager is struggling with performance management issues, the General Manager could provide some good basic “best practices”; However, detailed performance management system would not normally be any general could help with. If the performance issue were to lead to disciplinary issues that could potentially lead to termination, the general may have to refer the employer to legal assistance organization
Some of the specialized areas of Human Resources are as follows .:
- Recruitment & Selection (may include performance)
- Training and development (usually controls the position and On-board)
- Labour Relations (control compliance with various laws and collective agreements)
- Metrics, Performance Management, succession | plan
- Human Relations (often related to discipline, performance management, complaint handling, consulting and training and workplace research)
- Benefits (may be followed by payroll, which may be another arm HR)
- Total Rewards (which may include options as well as methods of conservation, workplace accommodations, and could be under the umbrella of benefits or metrics)
- Health & Safety (sometimes this league their own, depending on the structure)
- Wellness Programs, Job Design
- Change Management (which may include Communication)
- Records Management
So, as you can see, there are many areas that one can choose to be focused on.
In small companies, managers can perform functions above, but as the organization grows, it is advisable to have someone knowledgeable in the work-related issues either come on board on the basis of contracts (especially in the more difficult areas of people management) part-time, or consider hiring a full-time general.
Policies and procedures should be assisted by a Human Resources professional that. starting point, should your job offers or other issues difficult people management
There is no legislated number of employees a company has to have before the Human Resources employee is on board; However, the rule of thumb is that when you reach 80 employees, you should consider having HR in the organization. Even larger organizations can go beyond this type of assistance and of course, recruitment or policy writing are two areas where external assistance may be required.
new area of Human Resource Consultants in the field of workplace state that as the workplace becomes more complex, knowledge someone with these skills is desirable. Harassment, bullying and changes to workplace safety legislation has created more demand for these skills, and as someone who has lived in poorly controlled study can tell you; it is not an area for the faint of heart.
Hopefully a great overview has helped to create an understanding of what Human Resources staff involved in the establishment and cleared some misunderstandings about what these people do for the company.
Have any more questions, please feel free to connect!