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The main function of HR department is to oversee department

functions and manage employees by planning, implementing, and evaluating

human resources policies, principles, and programs. Basically, it involves
functional activities including hiring qualified employees, establishing
compensation structure, training staffs, addressing employee relations
matters, and maintaining workplace safety.
Function Units:
 Recruitment
 Compensation and Benefits
 Employee Relations
 Training and Development
 Workforce Safety
An HR organizational chart example:

1. Recruitment:
Recruitment is a vital task for HR department because it determines what kind
of people will work for the company – whether they have the right knowledge
and skills, and whether they are suitable for the position or not. To accomplish
this mission, they HR department need to develop and execute quality
recruitment strategies to ensure that recruitment meets all affirmative action
2. Compensation and Benefits:
HR manager needs to establish strategic compensation plans, ensuring
wages and reward programs are administrated equally throughout the
workforce. They need to provide employees with benefit options, including
health insurance, retirement planning, life insurance, etc. What’s more, they
are responsible for authorizing salary changes, position changing an election.
3. Employee Relations
HR department is also responsible for investigating and solving employee
complaints, conflicts and concerns. Many possible issues might arise in a
company. For example, an employee is not satisfied with his performance
assessment result and seeks for revision. If this kind of circumstance
happens, the HR department needs to research on this issue, and solve the
problem by negotiating with his superior.
4. Training and Development
Through effective training, employees could enhance their knowledge, skills
and work abilities, so that they can improve their job performance. Human
resource department conduct needs analysis to decide what training is
necessary to improve performance and productivity.
5. Workforce Safety
HR department needs to ensure every staff working in a safe environment. It’s
their obligation to research and develop safety policies for the company that is
in compliance with state and federal laws and regulation. They need to identify
unsafe conditions and make clear notice on potential dangerous matters such
as dangerous equipment, chemical drugs, radioactive substances, etc.

HR issues can slow down productivity, decrease employee morale, and

prevent your business from expanding. The human resources department is
an important department within any major corporation or business. Your HR
department deals with employee requests and compliance issues on a daily
basis, along with the rest of their tasks.
Sometimes, an HR department can overlook certain procedures or
regulations. When they get overloaded with work, HR issues can arise. Luckily,
there are ways to address common HR problems.

By improving the efficiency of your HR department and streamlining some of

their most common tasks, you can reduce costly human resources related
issues. Let’s take a look at some of the top HR issues at the workplace and
how to fix them.

Ensuring Employees Remain Productive

HR managers look for various ways to improve efficiency without decreasing

employee job satisfaction. This can be a challenge for any HR department. HR
teams often start evaluating productivity by looking at business practices,
procedures, and resources.

If a drop in productivity is the result of excessive absenteeism, it is often the

responsibility of the HR department to ensure attendance issues are
addressed. Enforcing attendance policies can be made easier with the help of
time-tracking software.

Accurate time-tracking software can allow your HR department to catch

trends in absenteeism. They can determine if the problem is confined to one
employee, one department, or the entire workforce.

Employee Training
HR departments are responsible for the implementation of training programs.
Some of these programs are designed to ensure your staff follows policies
and procedures while others are used for job advancement. In some job
settings, employees are required to complete certain certification programs.

It is important to ensure that your staff is fully qualified for their jobs and
aware of all company policies. The enforcement of company compliance
often falls under the responsibility of the HR department.

If you notice that a growing number of your employees fail their certifications
or do not comply with company policies, then perhaps your HR department
simply has too much on their plate. By finding ways to streamline your HR
operations, your human resources team may be better equipped to deal with
this common HR issue.

Simplifying your payroll process and scheduling through the use of HR

software can give your human resources department more time to deal with
the creation and implementation of training programs.

HR Compliance Issues

In addition to employee compliance, your HR team and managers have to deal

with state and federal compliance. Complying with state and federal
regulations in regards to fair pay, discrimination, and available time off is not
always easy. These regulations are constantly changing. New laws get put
into place to protect the rights of employees. It is up to your HR team to
ensure compliance.

Using a complete workforce management system, your HR department can

make sure that every law and regulation is followed. These systems apply the
laws and regulations to your scheduling and payroll. By regularly checking for
updates and new regulations, you can remain up to date and fully in

Payroll Errors

Payroll errors are another common HR issue. When payroll information is

entered into a system manually, there is always room for human error. Your
HR department may be able to catch these errors before the payroll checks
are sent to your employees, but major errors can decrease employee morale.

If your staff has to constantly worry about whether or not their paycheck is
accurate, they will begin to lose motivation. Their job satisfaction will

Payroll software, combined with a time attendance system, can ensure

accurate accounting. No matter how large your company is, a quality software
can prevent common payroll errors.

Employee Queries and Requests

Your HR department likely deals with many requests and queries from
employees throughout the day. This could include queries about available
time off, vacation time, or HR issues with their paycheck. They may also
receive requests for shift swaps and other scheduling problems.

One solution for this problem is to automate these queries and requests. Give
your employees access to their own schedule by using time-tracking software
or scheduling software. This software will grant them access to their
schedules while also allowing them to send shift requests.

Easy Access to Data and Accurate Time-Tracking

Essentially, the best option for dealing with these common HR issues is to
integrate a complete workforce management system into your daily
operations. Accurate time tracking software helps prevent payroll errors,
compliance issues, and gives employees access to their schedule. Scheduling
software simplifies the process of creating schedules and allows your HR
team to focus on other tasks.

If you are tired of dealing with HR issues, it may be time to look at the systems
and HR software that you have in place. Consider implementing new solutions
to streamline HR operations and give them more time to focus on compliance
and the prevention of these common HR problems.

hallenge Two: Managing the

ever-growing administrative
With every new hire comes more administration and as the company grows in size, HR
needs to find new ways to manage this efficiently. Carrying out this administration is
necessary and it can’t be ignored or de-prioritised, so doing everything manually will
very quickly become unsustainable. In a growing company, arguably HR’s first task is to
find a way to do the basics in the most efficient way possible, before focusing on more
strategic activities.
It’s still common for larger businesses to manage as many as 500 employees via Excel –
with everything from holidays, expenses, timesheets and emergency contact numbers
held in a series of clunky spreadsheets. Working in this way requires a huge amount of
manual intervention and is highly prone to human error.
Such an approach doesn’t just increase the administrative burden, it also impacts
reporting – sometimes taking days just to pull together basic people-related
management information (MI). And as every hire heightens the risk of legislative
exposure, compliance can be hard to stay on top of when you’re buried under a pile of
admin tasks.
Keeping up-to-date with an ever-changing raft of workplace regulations is key to
protecting both the company and your employees. But in a growing business, it’s
probably going to require HR to establish and document new processes and procedures.
The General Data Protection Regulation (GDPR) is a very relevant example of a piece of
new legislation concerning the use of personal data, which will undoubtedly result in a
significant amount of work heading in HR’s direction.
So what can be done? The most common approach is to introduce HR technology. This
will help you automate much of the administrative side of HR, as well as enable
employees and managers to process many HR transactions directly via self-service.
While this is going to mean securing financial support to make the investment, once
such a tool is in place it can make a huge difference to HR efficiency.

Challenge Three: Improving

the recruitment process
Successful recruitment is the cornerstone of a growing business and HR naturally has a
huge role to play. As a company expands, HR professionals should be looking to help
improve all aspects of the recruitment process – from the employer brand to the
employee value proposition (EVP), to candidate acquisition and onboarding. Entire
books are written on each of these subjects in their own right, yet they are all a key part
of creating a positive experience for new candidates. Fundamentally, in a growing
company, it’s the job of HR to ensure the right people are brought in at the right time.
The experience of existing employees also has a symbiotic relationship with
recruitment. A big HR challenge for a growing business is to be very aware of the
company’s online reputation as a place to work. Increasingly, candidates are looking to
reviews of your organisation from past or even current employees using websites such
as GlassDoor. Previously, the damage that could be caused by disgruntled employees
would be minimal, but now things are far more transparent.
Insight is one way HR can tackle the challenge of improving the recruitment process. By
analysing your people data you will undoubtedly find clues that can inform better
decisions and lead to more strategic actions. For example, for your best-performing
employees – find out which job sites or portals they came from, or how they applied.
Similarly, look at your weakest performers or staff who stayed for the shortest period of
time. Did they all come from the same recruiter, portal or application method? This is
just one example that may enable you to refine your recruitment strategies, resulting in
better future hires.

Summary – the cost of

inefficient, ineffective HR
Any growing business supported a heavily-manual HR function will inevitably reach a
point where it becomes over-worked, in-turn resulting in a substandard service. If not
dealt with, the impact on the business can be serious, especially if the organisation
needs to scale quickly.
In this scenario, the HR team will actually become an inhibitor to growth and may even
become a key risk. Compliance can quickly become a major problem, with fines greater
than ever, if HR is not on its game. Without solid HR processes, the business will revert
back to ways of working that were just about good enough when the operation was
much smaller. This may ultimately breed a culture of unhappy managers and
employees, which can lead to higher attrition and impact your reputation as an
While at times this post paints a bleak picture, the challenges and their associated
impact are highlighted to help you avoid some common pitfalls. While it can be tough to
build an internal HR function in a small, growing business, it is also an incredible
opportunity to build an operation to be proud of. Efficiency has to be the primary focus,
to begin with – to then free up the HR team to devote time to those key initiatives that
will make the biggest difference.

About Sarah Dowzell, Assoc CIPD

Sarah first became an employer in the commercial cleaning industry at the age of 21.
She holds a First Class Honours Degree in Business Studies and Associate CIPD
membership. Sarah is an avid campaigner for government level policy change,
championing better mental health provision in the workplace and raising issues that
affect women and working parents.
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