Importance of HR

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Nisha Naik
HR Generalist
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Exactly what is role of HR in Organization? why HR is needed?

posted January 28, 2011 in Personnel Policies | Closed | Report question as...
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Derek Gomes Asst. Manager- Human Resources at Hindustan Dorr-Oliver Limited
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HR is a face value for any organization. Right from when the candidate walks for interview in the organization till he leaves the premises of the organization the way they treat a candidate the way the entire recruitment activity is schedule tells lots about the company. shows HR plays a pivotal role in any organization. Ensure that each individual in a company is properly utilized as per his/her ability to perform his/her duties well to act as an devil advocate so that problems and issues are resolved immediately. To ensure smooth functioning of workflow, good working environment etc.
posted January 29, 2011 | Report answ er as...
Ananiah Blessing Student, M. Tech. Food Technology

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The HR department mainly acts as a bridge between the organization staff and the organization (top management). Apart from proper organization of each and every personnel's duties and profiles, personnel requirement, welfare policies, monitor and improve efficiency of the staff, solving staff problems, payroll management, prerecruitment and post-resignation formalities, ensure training of new personnel and updations; Taking care of Legal Requirements like Labour Law, Factories Act etc. also falls under the duties of the HR Department. I hope I have satisfactorily answered your query. If you hav any doubts, you can get back to me. Bye.
Emily Gibson (MCIPD) HR Consultant

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Your HR Manager is an integral part of your business that will manage your workforce in such a way that you can be as productive and efficient as possible with the resources you have availale. They will ensure that you are legaly compliant in all of your employee related issues, not only to reduce the risks of employment tribunal claims, but also to assist line managers in the training, development and motivation of staff. Line Managers and Directors have the expertise in the operation of the business, budgetting, forecasting industry developments and general commercial awareness. Your HR Manager will work with the Management team to ensure business goals are achieved through people management. They will look at effective recrutiment, reward and recognition, absence management, performance management and appraisals, disciplinary and dismissal, learning and talent management. Ultimately emloyees are an expensive cost to every business and it is important to manage them correctly. In this day and age, recrutiment is costly, redundancy is costly and employment triunal claims are constantly rising and every business is at risk if they do not understand the laws and processes that are expected to be reasonable practices. HR is not always a reactive solution to these problems but they can help a company proactively retain and attract good employees, as well as following the correct procedures improving the organisations reputation, credibility and commitment from staff, thus becoming an employer of choice and reducing unecessary and unplanned overheads and labour turnover. There are many different levels of HR suport from basic policy and process/admin management, right through to strategic management at board level. Large companies might have an HR team of 25-30 advisors and consultants with various specialisms. Some smaller/medium businesses will have a team of 1-5 HR assistants or perhaps outsource their HR to get more senior support from an external provider. Every business will have a different need dependant on their industry, staff issues and management structure.
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Chris Peters HR Manager at GE Energy

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Nisha, Some of the answers already given provide good insight to the tactical part of the HR role. Some do not. There is an aspect of the function that is overlooked due to the history of how companies have used the department in the past, and that is the strategic value an HR professional can provide a company. When you look at the resources of your organization, you typically think through the physical assets required and available, and then look at your workforce in terms of labor. Most organizations follow the path described in other posts, using HR for compliance and employee relations. There is no doubt that these are important aspects. But a valueadded HR organization can provide a strategic look at demands of the business, the future needs of the organization from a talent perspective, and the actions necessary to meet those needs for the business. True HR value comes from being a business partner, understanding how you make money, and what talent you need to grow and be successful with your organization. I would add that a couple of comments point to the fact that HR is a redundancy, and that line managers and supervisors are the individuals truly responsible for employment issues. I whole-heartedly agree with the second point. HR should be a support mechanism for the manager and the employee to be successful together. We are facilitators to the operations of the business, similar to the finance or engineering teams. Our focus is the attraction, development, promotion, and success of people.
posted February 7, 2011 | Report answ er as...
More Answers (17)

Neelu Kaushik Lawyer
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HR is ladder between organisation and employees without HR organisation can not develop skilled employee who can bring the organisation at top.Functioanly HR recruit ,Hire ,payroll management,trained as required & place at right possion of the organisation.Hr helps the organization to reach its goals and objectives faster than the fixed period of time..
James Whitaker Editor at Custom-Writing.org

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I think professional HR staff will only benefit the company. Its what connects the potential employees with the potential employment. Its what helps the company to sift through the candidates and select the best ones/fitting the job requirements! And if we are talking about a big company - than the HR Dpt. is irreplaceable! HR, recruiting is a time consuming process, which requires specific techniques and knowledge, that's why HR is so important:)
Kenneth Larson Retired Aerospace Contracts Manager, MicroMentor Volunteer and Founder "Smalltofeds"
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1. Insuring compliance with the regulatory requirements of the law government employment. 2. Stewardship of the employee benefits package 3. Recruiting (not hiring)
Clarification added January 29, 2011:
change "government" to "governing"

Cristina Falco Technical Translations Pharmaceutical Consultant - Lawyer Chief Science Officer- I Do It- Creative Problem Solver
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The HR department manages the human resources, and provides the management support in accomplishing the organizational objectives. In other words, they handle the intellectual management; they are in charge of recruitment, of employer and employee relations; they assist employees, and should also be in charge of training.
Laura Kershner PR & Communications professional: MediaMavenCommunications.com

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Why indeed! HR is soley for SCREENING job applicants. They have no power to hire ANYONE. Politely bypass if at all possible...get to the decision maker instead.
Prem Kumar Senior Manager (Head Administration Gamesa India)

Human Resources - By its name acts a bridge between the management and the employees. They are responsible for hiring and also for the exit They maintain the database of all the employees They are responsibile for the full and final settlement of resigned employees They bring in talents to the company They take care of the personnel policies, Health, Insurance,Welfare, Leave, Training, Organisational Development, Wage fixation, forwarding attendance for salaries and
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grievances etc. All the employee related issues are vested with them and they are responsible for such issues.
Arie Versluis Experienced Change and Interim manager, Owner, Ariv Management Services.
see all my answ ers Best Answ ers in: Organizational Development (11)... see more
If you look at the role of HR in an organziation it tells you a lot about that organization. Two examples: If in an organization HR is responsible for recruiting/hiring, payroll management, training, legal compliance (labor law), the management of human resources... then you may conclude that managers at all levels of the organization are not responsible for that. It is a strong indication that in those organizations personnel is more seen as a production tool and less as a valuable resource. Labor relations may be poor in those organizations. At the other end of the scale is a HR department which is responsible for advising the Clevel management about HR policies and about talent development. They also advise managers (at all levels) on how to organize the workstructures and jobs in such a way that they best fit the capabilities of employees (and of course realise the best service/products to the client). In these organizations managers are responsible for managing the human resources, recruiting, develop employee capabilities (training programs, career plans), evaluation and so on. These managers are supported by the HR department, who knows how all these responsibilities can be exercised best. And yes, in these organizations HR will also be responsible for personnel admin, coordination of recruiting and many more. Between these two extremes there are many variations possible. So first think of what kind of organization you want to be for your employees and then select the role of HR which fits to it. By the way, my preference is for the second kind of organization. If you like to discuss it further I will be there. Arie
Veiko Herne If I could get a MacBook, I could write some unique mobile apps ideas down to win mobile app competitions
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It's interesting how HR role has been changed nowadays. During Estonian reconstruction period, we partnered to develop a HR software system for a new bank which from three persons went to employ 20,000 persons and biggest bank in Baltic States during tewo-three years. This software product was in hit to sell afterwards for me. Practically it had two parts, organisation development and person development, pluss lot of analysis how to build an harmonic organistation. Nowadays it's only CV's... lot of good knowledge lost.
Hugh O'Brien Director for Transition at eircom

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making themselves redundant because people managment is the responsibility of line managers
Sharon Page Provides strategic human resource consulting to small businesses.

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Human Resources provides a quantitative as well as strategic approach to workforce management, demanded by corporate management to gain a competitive advantage, utilizing limited skilled and highly skilled workers (according to Wikipedia). For small businesses, HR provides the tools to clearly communicate with applicants and employees, manage their workplace, provide risk management and help owners plan for the future.
Mark Herbert Changing how people and organizations work together

see all my answ ers Best Answ ers in: Organizational Development (67)... see more
Nisha, At its most simple I would say that the role of HR is to attract, retain and engage the people necessary to further the organizations objectives. In my mind the skill sets required fit into three broad "buckets" - Technical competence, these are the compliance skills and knowledge of other systems relatin to hiring, compensation management and delivery, etc - Facilitation, this is our responsibility to "deploy" essential management capabilities like setting expectations clearly, giving and receiving feedback constructively, administering policies and other core people management practices. Project management, we need to assist in the deployment of systems and tools that link individual goals and objectives to enterprise goals and objectives. The most powerful thing in organizations is relationships. The ability to build them and sustain them both internally and externally is ultimately what drives organization success. Employee engagement the "connectedness" of employees to organizations is at historical lows. It is costing the U.S economy alone trillions of dollars annually manifesting itself everywhere from turnover costs to managing employee health and health care expenditures. If we can recapture that "opportunity cost" the benefits to the world and world economy are enormous. That is the role of HR...
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shivnarayan suryawanshi Transportation/Trucking/Railroad Professional

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i dont know
Singh S.P. CEO, Co-founder at Fantabulous Financialz

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Nisha, U can find answer here. http://humanresources.about.com/

Christine Hueber Do you have your copy of my FREE Report yet? Get "Top 10 Linked Profile Success Secrets" now at: http://ow.ly/dmvL1
Suggest HR expert Dawn Boyer.

Christine Hueber also suggests this expert on this topic: Dawn Boyer
Bob Rose Owner, Rose Porterfield Group

see all my answ ers Best Answ ers in: Staffing and Recruiting (2)... see more
Nisha, the role of HR varies from company to company. Ideally HR does NOT do some things: 1) HR does not hire anyone; to Hugh O's point, managers should manage and that includes hiring. 2) HR should not be a bridge -- management should be in close contact with people. HR DOES have a vital role: HR should be an internal consultant not hiring and developing for the manager but helping managers gain the skill to do that. We work with companies who have strong SVP-level people who serve a vital advisory role.
Jim Vaiz HUMAN RESOURCE

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Your question sounds to be a generic one but needs a lot of detailed explanation. To begin with in any organization Human Capital is more than equally important than any other capital invested in the organization. Your reputation or your organization's reputation is directly related to the kind of quality professionals or Human Resource you have in your organization. Here is where a recruitment team or qualified recruiters come in Understand the requirement and recruit. Now recruitment is different from selection. Once the employee is selected he is promised some benefits and compensations which would motivate him to work in the organization or is a reward for his service rendered in the organization. Here is where a Employee Relations Team comes in handy. Not every employee in the organization is trained or understands everything. The employee needs to be trained and prepared for the role better thats where Training Team comes in. HR is a whole huge gamot or a team that actually looks after a very important resource in an organization. That is the HUMAN RESOURCE
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Exactly what is role of HR in Organization? why HR is needed?

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Good Answers (4)

Ananiah Blessing Student, M. Tech. Food Technology

Emily Gibson (MCIPD) HR Consultant

Chris Peters HR Manager at GE Energy

More Answers (17)

James Whitaker Editor at Custom-Writing.org

change "government" to "governing"

Laura Kershner PR & Communications professional: MediaMavenCommunications.com

Prem Kumar Senior Manager (Head Administration Gamesa India)

Hugh O'Brien Director for Transition at eircom

Sharon Page Provides strategic human resource consulting to small businesses.

Mark Herbert Changing how people and organizations work together

shivnarayan suryawanshi Transportation/Trucking/Railroad Professional

Singh S.P. CEO, Co-founder at Fantabulous Financialz

Nisha, U can find answer here. http://humanresources.about.com/

Suggest HR expert Dawn Boyer.

Bob Rose Owner, Rose Porterfield Group

Jim Vaiz HUMAN RESOURCE

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LinkedIn Corporation 2012

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