The Three Major Roles of Human Resources in the Business

The Three Major Roles of Human Resources in the Business

There are many functions within HRM, including training and development, Health & Safety, and Succession planning. While managers play an essential role in these areas, HRM is often overlooked. This is a problem because HRM doesn’t have time or resources to tackle every issue, and other departments, like Finance, are focused on solving current issues. However, this is not the case for all HR professionals.

Training and development

One of the most vital roles of human resources in the business is performance appraisal, which measures employee performance. This data is crucial for the company and the individual because it determines whether workers qualify for a raise or promotion. This function also evaluates team or individual performance issues, where training and development programs come in handy. These training programs can range from orientation to legal compliance training and everything in between.

HRM first emerged during the industrial revolution, as the manufacturing process transitioned from the cottage system to a factory. This development increased the role of personnel managers. This trend resulted in an increase in immigration, which led to the development of effective recruiting practices. Immigrants filled the needs of the industrial industry, creating a greater need for HRM in the business. Another vital role of human resources is the compensation function. The HR manager must ensure that the compensation package is fair and in line with industry standards and other employees in the same position. In addition to this, HR managers need to be aware of new payment parameters and develop processes that will allow for an easier and faster compensation delivery. Soft skills are hard to measure but can be created. For example, a sales representative should know about the product’s features and specifications before being asked to sell it.

Succession planning

While a company that has implemented succession planning in the past has found that it has plenty of time to find the right candidate, it may still face limited time if they haven’t made any plans yet. To avoid this, succession planning should start with a candidate’s training. This includes advanced training and ramping up the preparation. Job rotation can be an excellent way to acquire additional knowledge and experience. In addition, connecting the candidate with mentors will help them polish their interpersonal skills.

HR professionals should include those considering leadership positions in brainstorming sessions and business meetings. By having them early in the process, they can gain valuable experience while also getting a chance to shine. In addition, as part of the succession planning process, it is essential to evaluate these potential successors and identify skills gaps. They may also be able to take on a new role if needed, or they might be a natural successor in the future.

While there is no perfect person who can fill all roles, it’s best to identify the best possible replacements for critical positions. It’s essential to avoid risks associated with knowledge hoarding, making future leaders irreplaceable. This process relies less on individual candidates than on a pool of talent. This is because the best leaders have considerable skills and experience. A succession plan also helps organizations identify multiple candidates and develop a collection of leaders.

Health & Safety

The role of HR in the business is crucial in ensuring employee health and safety. Organizations are obliged to meet specific safety standards, including those set by the OSH Act, and supervisors are responsible for keeping the workplace free from recognized hazards. Therefore, health & Safety training is an essential component of management training, and managers should be made aware of their rights and responsibilities.

An essential aspect of workplace health and safety is the prevention of incidents. Incidents are made up of two factors, the frequency of occurrence and the severity of the consequences. The current health and safety philosophy believes that unsafe acts account for 90% of workplace injuries. Most incidents result from human error, such as lifting too much or falling. Other incidents arise from workers removing safety guards from machines, causing severe injury. Machine guards can be made “foolproof” through engineering methods.

Market conditions and leadership have changed the HRM role. Traditionally, companies operated on a centralized structure but now seek to decentralize operations and integrate them across the organization. Demographics, federal and state employment legislation, and new management theories have changed the nature of HRM. In addition, HR professionals have to adapt to new business practices such as telecommuting.

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