6 main functions of HR

HR work often involves managing information and calculating wages of employees, and it is not rare for people to think of it as dull.

Actually, HR work is not just business tasks but also has the important role of being involved in the core of the company, such as management strategies, and determining the future of the company.

Now, I would like to introduce the main functions that HR officers actually perform.

Those who are in charge of HR functions and those who are still new to being in charge of HR should definitely try to take note from hereon.

The work of HR is largely categorized into 6

I will introduce the functions that HR is actually involved in. Now, I would like to introduce it by dividing it into six: planning, recruitment, education, evaluation, labor issues and talent management.

Planning/drafting

This function involves planning/drafting measures related to HR in order to achieve the management goals of the company.

Specifically, it serves as an important responsibility in the company’s growth, including building a human resources education system, determining recruitment policies for a particular fiscal year, reviewing and revising evaluation standards/cycles and reviewing remuneration and personnel placement.

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Recruitment and related matters

I wonder if there are also a lot of people who have the keyword “recruitment” come to mind when they hear “HR function.”

Fresh graduate recruitment, mid-career recruitment, part-time recruitment and dispatch staff coordination are just some of the types of recruitment.

The main flow of recruitment starts with posting a job vacancy ad, then screening resumés and interviewing, ending with sending a job offer. It takes several steps to acquire excellent talent.

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Education/training and related matters

We do human resources training/education functions. Education covers a wide spectrum, from equipping them with the basic skills necessary to carry the job forward, to training them with the knowledge necessary to work in different departments, to training them with the goal of personal development.

The education and training of employees may be planned and executed internally or be entrusted to a consultant, such as by outsourcing to specialist companies.

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Evaluation and related matters

HR evaluation is done before reflecting that on the remuneration.

Evaluation items include capability evaluation, where we look at the skills and knowledge required for the function; performance evaluation, where we look at one’s actual results; and mental evaluation, where we look at one’s willingness, actions and work attitude.

Evaluation methods include measuring an employee’s degree of achievement along the lines of objectives that have been established beforehand and a 360° evaluation that also includes perspectives of HR and people who are not his superiors.

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Labor issues and related matters

This includes attendance management, wage/welfare benefits calculation, safety and health management including health checkups, management of the different necessary procedures arising in line with life events of employees including marriage and childbirth and managing labor–management relations.

There are different laws and related matters in addition to labor standard laws, requiring that one is familiar with labor law and in compliance therewith.

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Talent management

This refers to understanding the talents (capabilities and talents) than an employee has to perform systematic education and place human resources in the appropriate places.

Talent management requires visualization through centralized management of the types and results of projects involved within the company in addition to the work histories, qualifications, skills etc. of each employee and analysis of the data.

Therefore, it also involves making use of cloud services.

Why is HR important to companies?

Aggregating HR information and performing optimal HR placement

Aggregating HR information and analyzing the distinctions of each employee allows us to do quick changes in personnel.

When there is no HR department and HR information of employees are scattered on site, it is more difficult to make prompt and appropriate HR judgments that match changes in the industry.

Leaving HR to non-HR departments can also lead to inefficiency

Non-HR departments also take up a responsibility to management resources, i.e. assets and funds in addition to personnel.

Therefore, it may be difficult to thoroughly refine policies in order to maximize the management resource that is personnel on site.

Having a professional HR department that makes use of personnel as an important management resource allows for efficient human resources placement and capability development and contributes to the further growth of the company.

Motivation management

When desperately pressured by sales at the workplace, we may sometimes end up lowering the priority of developing subordinate employees.

By doing so, subordinates lose sight of their own role and find it hard not to lose motivation.

It is necessary to manage the motivation of employees having the HR department regularly check up on them.

Rewarding and appeal of HR work

Witness the growth of employees

Being able to witness the growth of employees is a huge appeal of HR, isn’t it?

HR is often involved in the careers of employees, such as in recruitment and salary raises, so seeing employees, whose recruitment and education you have been personally involved with, grow within the company and deliver results must be a huge source of joy in addition to doing the job itself.

Experience supporting the organization’s management

It is said that “personnel, assets, funds and information” are the elements necessary in a company.

In that regard, HR supports the management and growth of a company through personnel. One can obtain a great sense of purpose by contributing to the growth of the company through recruitment of excellent talents as well as development of those excellent talents.

Learning different ways to see different things

HR have lots of opportunities to be involved with people within and outside the company. In addition, during recruitment interviews and the like, it is necessary to ascertain if the values of the applicant and the company match.

Therefore, we often encounter different personal and cultural values through our function as HR. Being able to gain insights into new things from people that we do not usually encounter might be one of the positive things about HR.

Summary

The goal of HR is to achieve the objectives of the company through management of personnel.

The job is necessary to aggregate HR information, perform quick changes in personnel and manage the motivation of employees, but those functions form a wide spectrum. The joy obtained from being involved with people through HR work might be appealing as it cannot be obtained elsewhere.

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