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Regardless of company size, industry, or location, Human Resources plays a critical role in the success of any organization. “Human Resources” is generally defined as the department or person within a business that is responsible for hiring and training the organization’s employees and managing required job responsibilities. However, many HR functions overlap with management, so it is up to each company to define their various roles and responsibilities to avoid confusion, duplication of work, or errors.
Primary HR Responsibilities
HR professionals wear many, many hats. First of all, HR H H. creates policies and procedures that comply with the law and ensures that they are followed. Most of the employee related activities provided by human resources can be summarized into three main functions:
- Identify, implement and support all applicable local, state and federal employment laws.
- Define and maintain an ethical and professional environment for all employees.
- Establish effective hiring systems, employee orientations, and performance management systems.
Human resources must also address a broad list of responsibilities including:
- Recruit, hire and fire
- job descriptions
- Assistance Programs and Disciplinary Policies
- Performance evaluation systems
- Establishment of corrective actions and termination processes
- unemployment claims
- Benefit plans, including vacation, leaves of absence, and sick pay (PTO)
- Processing and management of Workers’ Compensation claims and other security matters
- payroll processing
Following Human Resources’ recommended procedures allows a company to comply with state and federal laws and creates a professional, safe, and fair environment. Human Resources also serves as an advocate for both employees and the company because they are focused on creating positive employee relationships and a productive work environment.
Management and supervision
Managers and supervisors, in addition to their own assigned tasks and duties, are expected to manage the performance of their employees and aspects related to that role. The manager’s job is to know the company’s rules and make sure that both he and his staff follow them, and to make sure that business needs are met. Managers and supervisors monitor employee performance and train and guide their staff to meet or exceed expectations.
critical limits
Management should NOT perform HR functions. It is important that the management team knows when to include or defer HR. H H. and have a clear understanding of the boundaries that separate them.
These limits will vary from company to company. For example, at some companies, HR is responsible for recruiting and interviewing, and will bring in management during the final selection process. Other companies, however, have management that does their own interviewing and hiring, and only involve HR during the onboarding and orientation stages.
In all cases, when the law is involved, human rights must be included first. HR must be at the forefront, guiding management through the maze of legal liabilities and risks. Human resources also plays a strong and important role in training management in effective communication skills and other topics designed to improve employee relations.
In short, management and supervision are the leaders tasked with monitoring, managing, and guiding their people to reach or exceed their potential. HR shows management how to do this legally and ethically. And once HR has defined these legal boundaries, they need to get out of the way and let management do their job.
If your business is facing HR or management challenges, we invite you to contact CPEhr to explore how we can assist you with any of your HR or employment needs. Visit our website at http://www.cpehr.com for more information.