How The People or HR Department Works
HR Department Works: How many departments a company should have or which are the most essential is difficult to define. Especially if we have just start a business project or if it is a small company. In such cases, the scarcity of time and monetary resources will likely cause the same person to assume several responsibilities. However, there will come a time when, naturally, we will need to assign other people specific activities.
This is precisely what will make possible the creation of the so-called departments. To organize them and have a clearer vision of the whole that makes up a company, it is helpful to rely on an organization chart where the objectives of each area are defined, the people who will integrate it, and their specific functions.
The role of Human Resources
The role of Human Resources (HR) in a company is central since they are the ones who choose the people who will work in the company, with the help of a meticulous and studied method. And their selection—employees—may be decisive for the success or failure of the organization. Today, some professionals prefer to call this department “Personnel Management”, “People Department”, “People”, “People & Happiness”, or even “Happiness department” to get away from the outdated image that evokes the current name.
One of the Human Resources: HR department primary functions is “signing” new team members. To do this, the first step is to start the recruitment process, which is characterized by writing the job offer and publishing it on various portals, both their own and those of others. Afterwards, the way to find the ideal candidate is to continue selecting personnel, where they would go on to the phase of interviews and psychological or psycho-technical tests.
In addition to working on finding talent, another of its most important functions is to manage the human resources that the company already has correctly. For example, if a person, for whatever reason, is not comfortable in their job, this department is in charge of making a relocation possible. Also, ensuring employee benefits and fluid communication among all staff to increase performance is part of their job.
The digitization of legal procedures such as layoffs, sick leave, absence management, payroll or contracts, among many others, is positively impacting the department itself, despite all odds. By automating these tasks, HR department can spend more time focusing on people: something that requires empathy, which is currently beyond the reach of a machine.
Studies show that a company increases productivity by 31% if its employees are happy. Hence the importance of taking note of the concerns, both personal and professional, of employees. To increase motivation, one solution is offering non-financial rewards or emotional salaries, such as flexible hours, training, a good work environment, maternity or paternity leave, restrooms or games with free snacks, etc. Depending on the worker, preferences vary.
When it comes to employee health care, you have to differentiate between preventing and treating. According to the World Health Organization (WHO) calculations, investing in a worker’s recovery is less profitable for a company than managing a risk protection and prevention plan. The problem is that only a few companies are willing to put money into making this happen. And that is a mistake because if a company cares about its employees, it also indirectly safeguards its survival since the company can function correctly with healthy employees.
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