7 IMPORTANT RESPONSIBILITIES OF HR MANAGERS

Posted On : Sep 28,2020 Admin CoreHr


HR (Human Resource) in past was supposed to do the traditional type of administrative work. This was limited to storing data and making salaries. But with the overall growth in technology, there is an evolution in HR systems . HR must contribute towards the overall business growth and employee development. The role of HR is very broad. It starts from Manpower Planning, Recruitment, On-boarding, Induction, Training and development, Salaries, Employee engagement, performance appraisals, HRIS, and much more.  With that background; let’s shed some light on the 7 Important responsibilities of the HR managers

1. HUMAN RESOURCE PLANNING (HRP):

Let’s start with Human Resource Planning. Human resource planning and recruitment are one of the major roles that HR is responsible for. In line with the business, requirement HR defines the need for skill sets. Several human resources not only compete in the market but also to take the organization to the next level.HR personnel design the campaign and guidelines for hiring a suitable candidate to match with the desired skill set.

The Selection process begins with the sourcing of resume to screening followed by the defined interview process. Resume screening is also a tricky situation for an HR to decide. The question is whether the resume’s content is fair enough to assess the work, achievements, growth of the candidate, or just a fake piece of paper. On average 3 or 5 rounds of interviews are enough to judge the capability of the candidate. This may include the written test, GD (group discussion), face to face interactions, ON the SPOT decision-making skills.

2. BACKGROUND CHECK OF HR:

Before making a candidate to join the organization it becomes necessary to do a thorough background check of the candidate. It includes verifying his work experience, achievements, criminal records, medical fitness, and most important his Identity verification. HR can decide whether to hire a background verification company or to set up a team inside to do the same. It is always advisable to hire a professional background verification agency with a wide network to get appropriate information as well as to save costs.

Background screening helps in assessing the candidature of the selected candidate. This background screening includes Pre-employment checks . It may include reference checks. It can also include verifying criminal records to assure that he is safe for other staff and office assets, social media activeness. Medical fitness of the candidate can be done to know about any of the ailments or disease he is dealing with. We can also do personal Identity verification including address verification to know about the residential status. The final background check report called a credit score report helps in determining whether to enable the candidate to join or take the next call.

All this verification process helps HR to firmly decide on the selection of the final candidate.

Once the finalist is decided, the HR manager turns into a ‘negotiator’ of sorts, working as a mediator between the company and the candidate to find that win-win ground.

3. ONBOARDING OF HUMAN RESOURCES

After selecting a candidate the onboarding process plays a vital role in retaining the candidate through a thorough inducting which makes the candidate familiar with a new organization. As we all believe the first impression makes a big dent in my mind, the induction is the first impression for any new entries. HR managers do a lot of research and plannings before making the Onboarding Materials for the Employees. It is important to clarify all the rule and regulation including performance parameters of the organization during the induction process.

4. PAYROLL DESIGN FOR HUMAN RESOURCES:

Payroll process in one of the major tasks which the HR Managers worldwide performs on a monthly basis. A timely and error-free payment process helps to create a better image of the organization in the job market. Once all the attendance monitoring, leave tracking, etc is tracked and monitored, it’s time for calculating the salaries. Efficient calculation of salaries, wage-cuts, reimbursements, and generation of pay slips amounts to the role of HR managers in payroll Management. Payroll design of the Employees requires Proper planning. HR Managers do this planning before the recruitment Process.

The HR manager should maintain transparency and provide the employees with information as and when asked. The HR should ensure not only accurate calculations of salaries but also the timely transfer of the same. They also have an obliation towards exiting employees in settlement of dues and compensations.

5. HUMAN RESOURCE INFORMATION SYSTEM (HRIS):

In Human Resource domain MIS can also be understood as a Human Resource Information System (HRIS). HRIS is used to store and collect a pretty huge amount of data about recruitments, performance appraisals, payroll, learning and development, and many more. Nowadays, HRIS can run on the company’s internal technical infrastructure or it can be cloud-based i.e. Workday, which means that software is running outside of the company’s premises that is very much easy to maintain. Having an HRIS in a company means multiple benefits in a short period and at the same place. HRIS helps in different ways “

  • Record keeping: record keeping of all the personnel keeping a track on any changes that happen in the present staff members relating to family expansion, address changes, etc.
  • Compliance: The HR managers collects Some data and store them for the compliance reason. This includes material for the identification for employees in case of theft, fraud, or other misbehaviors, first contact information in case of accidents, citizens identification information for the tax office, and expiration dates for mandatory certification. HRIS stores all these information.
  • Efficiency: Having all this information in one place not only benefits accuracy but also saves time.
  • Self-Service HR. A final benefit is the ability to offer self-service HR to employees and managers. This enables employees to manage their affairs. When done right, the HRIS can offer a good employee experience. Keep in mind that not all HRIS systems offer this in a user-friendly manner!
  • An Efficient HRIS helps in betting and quicker decision-making process.

6. TRAINING:

Like we update the systems and technology, HR updates the employees through Training and development. Training is not optional it is necessary for any organization for developing individuals in an organization. Old employees need refresher training to get enough motivation to manage with their daily routine work schedules and New employees need the training to discover the organization they have joined, i.e work culture, Rules and regulations, the job description, and much more.

7. EMPLOYEE BENEFITS

Your people in the company are crucial; employees associated always become beneficial if the benefits provided are quite different and satisfying. Offering benefits to your employees is important because it shows them that the company is not only invested in their own business but in their well being and future too.

At last, HR Manage responsibility includes Recruitments, Training, Payroll, employee benefits, HRIS, and many more. To be successful in this role, one should be familiar with Technology, tracking systems, and the ability to assess and take firm decisions as required. Read More Blogs by Visiting our Facebook Page: https://www.facebook.com/allhrdocs You can know more about the HR Responsibility by purchasing the HR and Operational Tool Kit from https://allhrdocs.globalmatter.site/ .

Author: Mrs. Chitra Sharma