The 10 functions of the Human Resources department
The human resources department (HR) of a company is one of the most important within medium and large companies. However, there is some ignorance of what their functions are; Why don't other departments make them, they are indirect costs for the company, a whole department is not necessary for this. They are just some of the topics that are heard. We are going to define what are the functions of a human resources department and we will see their importance.
The business organization consists of specifying the tasks to be carried out and to which people they will be assigned, in order to achieve the overall objectives of the company. For this, it is important that the work carried out by each worker does not overlap with each other and that resources are optimized. This is the main objective of the human resources or personnel department.
We can define the human resources department as the one in charge of organizing, managing and administering the employees of a company. Depending on the size of the company, it will perform some tasks or others.
The 10 essential functions of a Human Resources department
1. Administrative management of personnel
It consists of carrying out administrative tasks derived from personnel management such as payroll, social security, contracts, processing of sanctions, dismissals, time control ...
2. Recruitment and selection of personnel
The search for the ideal candidate for each job position, following certain guidelines:
- Get a CV base to be able to select candidates
- Carry out selection tests: Validate the aptitudes and attitudes of each candidate according to the position for which they are going to be selected. Everything can be done from the company itself or resort to an external company such as an ETT or Human Resources consultancy to give us support in the process. You can open an internal selection process (promotion among company employees) or external (search for new workers).
- Reception of the new employee: Once the candidate who will become part of the company has been selected, the reception and incorporation plan for new employees must be carried out so that they adapt adequately to the position.
3. Training and professional development
We need workers to be 100% efficient, that is, it involves properly training workers to successfully perform their functions, avoid accidents and develop their full potential as professionals. There are various situations in which training by the human resources department is necessary, such as:
- Incorporation of new employees
- Promotions or promotions of workers
- Updating and recycling of workers' knowledge
4. Labor relations
The human resources department is also in charge of resolving conflicts that may exist within the company and carrying out collective bargaining negotiations with the works council.
5. Prevention of occupational risks (PRL)
The company must carry out a series of activities that imply complying with the regulations on occupational risk prevention and the environment, in order to avoid accidents and prevent occupational diseases (derived from the workplace).
6. Performance evaluation
It is important to carry out a control of the activity carried out by each employee and check if the applied policies are correct.
This task is carried out with all the workers of the company, by department and under the supervision of the boss of each one of them. This process involves; Collect information on the position and workers, carry out a personalized follow-up of the employee and interview him. With the information collected, an improvement plan will be drawn up to optimize performance and solve existing problems.
7. Social Benefits
It consists of dealing with the matters derived from the social benefits granted to the workers. There is no explicit regulation in this regard, but each company decides whether or not they are offered and under what conditions. We talk about topics such as: private health insurance, childcare service, restaurant ticket ...
8. Workforce planning
It is necessary to know the real and future needs of the company and adapt the staff to them.
9. Job analysis
It consists of a detailed study of each job, with the functions to be performed, the training that the person who carries it out, the risk assessment of each position ... all in order to comply with the regulations and optimize performance per job.
10. Description and remuneration of the job
Through the preparation of a technical file for each job according to your previous analysis, we will determine what your remuneration will be; According to their functions, responsibilities, risks ... In this way, if you are going to hire someone, you already know what you are going to offer and what you are looking for.