The human resources (HR) department is a group that manages the employee life cycle. HR responsibilities include human resources planning, recruitment, workplace management, and keeping up to date with any policies that may affect the company and its employees. If you want to work in the HR department, knowing their roles and responsibilities can help you make an informed career decision. In this article, we discuss the various roles and responsibilities of HR and learn essential HR skills.

What Are The Roles And Responsibilities Of HR?

If you are wondering what are the roles and responsibilities of HR, they include maximizing employee productivity and protecting the company from any issues that may arise within the workforce. Here are the primary duties of an HR professional:

Human resources planning

The HR department is accountable for developing and accomplishing the goals of the company. Their proactive involvement in planning helps them have a full understanding of the actions necessary to sustain the company’s growth. It enables HR to assign the right resources to the relevant projects and ensures delivery on time. They are also responsible for assessing and acknowledging the actual performance of team leaders (TL) compared to the expectations and making strategies based on the assessment result.

Job analysis and design

HR creates job analysis to hire the right candidate for the position. A job analysis includes the job description of the employees in the organisation. It is the responsibility of HR to form high-performance workgroups. They move employees from one job to another in the organisation based on the employees’ needs and talents. They also merge tasks and distribute responsibilities among the employees for high-performance and efficient functioning.

Maintaining work culture

The work environment directly influences the work performance of employees. It is the role of HR to develop a sense of security and a certain level of comfort that can improve the employees’ performance significantly. Creating an open culture is very crucial so that employees can talk about their problems freely. To maintain good company culture, HR frequently plans company events where employees can showcase their other talents, such as singing, dancing, mimicry and others. It improves the overall brand image and spreads positivity throughout the organisation.

Recruiting candidates

It is the responsibility of an HR recruiter to hire a suitable candidate for any vacant roles in the organisation and manage the entire recruitment process. The HR department develops and executes the company’s talent acquisition strategy. They plan company brands designed to attract suitable candidates. It is their duty to post job requirements on different job portals, such as Indeed, to fill the vacant positions in the organisation.

HR leverages social media and develops a robust onboarding strategy to help new hires succeed in the company. They follow an organised approach to hiring, from screening the potential candidate to preparing an offer letter and developing an onboarding process.

Processing payroll

In some organisations, payroll is a part of HR because they work directly with the employee. HR involvement is also in deciding the salary, bonus and incentives of all employees. The HR department manages multiple processes directly related to an employee’s pay, such as attendance, vacation, leave days, performance appraisal and other similar components. The human resources department ensures that the employees get their salary accurately and on time. If there is no direct HR involvement in salary processing, they communicate between employees and account payable and issue payslips and other related documents to employees.

Updating workplace policies

Usually, organisations update or examine their company policies every year. It is the role of HR to make official updates to policies and recommend changes when they are no longer relevant to the company or the employees. While making workplace policies, the HR department focuses on reducing conflicts, handling legal issues and improving employee productivity. Sometimes organisations update policies as a reaction to an occurrence. They make policies in such a way that they safeguard the interests of both employees and employers. Generally, HR involvement is there in making such decisions.

Maintaining employee records

The keeping of employee records is the responsibility of the HR department. These records assist companies in identifying skill gaps that may help in the recruitment process, analysing demographic data and complying with applicable regulations. They also provide the personal information and emergency contact information for every employee. HR may get an accurate idea of resource allocation and usage by keeping track of employee records. It also helps in assessing productivity at individual, functional and organisational levels.

Implementing performance appraisals

A performance appraisal is a regular evaluation of an employee’s performance and contributions to the organisation. The HR department is critical in making and implementing performance appraisals. It serves as a communicator between the top management and the employee. It ensures a smooth implementation of the appraisal process. Proper performance analysis and appraisal records assist management in deciding about promotions, job transfers and other related actions.

Managing compensation

Compensation management is a critical function of human resources. It is the process of planning, organising and managing the direct and indirect remunerations employees receive for their work. Companies offer competitive compensation to their employees to recruit and retain top talent. Compensating employees honestly and logically for their work keeps them motivated and encourages them to work with dedication. Compensation may be in any form, such as salary, cash incentives, bonuses, stock options and perks.

Ensuring employee satisfaction

It is crucial to keep employees satisfied from their roles in retaining key talent. HR is accountable for keeping the employees happy, positive, motivated and satisfied. They can ensure employee satisfaction by creating tremendous benefits for employees. Common benefits are special holidays, a learning and development budget, extra leave and a tour budget. HR can create value for all employees by accommodating these needs, which leads to increased motivation, satisfaction, productivity and retention. Employee-oriented work culture also leads to employee satisfaction.

Assisting employees with career development

HR professionals today take an active role in helping employees develop their careers. Rather than just rating employees on a checklist of performance indicators, HR helps employees identify areas for improvement. It assists employees in finding the right direction for career growth. It also provides proper orientation and training and sometimes allocates an extra budget for learning and development.

Maintaining employee relationships

It is the role of HR to ensure a healthy and positive relationship among employees and a productive and mutually respectful relationship between employees and top management. HR also plays a crucial role in resolving any disputes between employees and management. Maintaining constructive employee relations can help organisations to keep their employees loyal and more dedicated toward work. An open culture that encourages employees to share their issues and participate in social gatherings such as team lunches and occasional events can prompt positive employee relationships.

Essential HR Skills

HR roles are very critical because the responsibility to keep the employees happy and productive requires detailed planning and proper execution. Here are some essential skills to advance your career in HR:

Negotiation skills

The skill to negotiate involves a set of extraordinary interpersonal abilities that achieve the desired result. Human resources professionals are frequently engaged in salary negotiations with potential new hires, which can be stressful for both parties. Being good at negotiating can help HR professionals execute their job more efficiently while keeping employees happy.

Talent management

Having talented employees can help focus and meet the objectives that matter most to the organisation. Talent management aims to identify, recruit and keep people critical to a company’s success. It is a high-priority, strategic activity for forward-thinking businesses that recognise success depends on employees.

Decision-making skills

Decision-making can involve intuition or reasoning or both, but a good decision is based on a proper logical reason. Decision-making is a significant aspect of recruitment. You are required to decide whether a candidate is a suitable fit for the job. Besides hiring new employees, HR takes many critical decisions for existing employees’ well-being, which require smart decision-making skills.

Analytical skills

Analytical skills enable you to gather, organise, visualise and assimilate data. It helps to uncover patterns, draw conclusions and find solutions to improve employee productivity. Being more observant, reading more about the tasks, enhancing maths and reasoning skills can help you improve your analytical skill.

Relationship building

To develop trust, boost morale and foster a healthy workplace environment, HR professionals require maintaining open communication with their employees. They are crucial in the development of solid employee relationships. HR can organise activities that allow employees to collaborate with one another and with managers.


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