Human resources functions deal with the management and organization of employees. Human resources management is responsible for recruiting, hiring, firing, and training employees. It also develops and implements company policy.
Human resources may supply new hires with employment contracts to sign.
All departments of a company rely on human resources, as it is concerned with all of the people that work for the business. Human resources functions include creating and implementing management policies that comply with government regulations and laws. For example, company payment policies must coordinate with minimum wage laws. Business pay and time structures also have to support laws requiring that employees take a set amount of breaks during the workday.
“HR managers recruit, contact, and screen new applicants.”
Making sure a business upholds government safety requirements—such as requiring the wearing of steel-toed work boots in a warehouse—is another responsibility of human resources. Human resources directors must also ensure that all employees have the required credentials and training for their jobs. For instance, some truck drivers and warehouse staff need hazardous materials training or certificates if they work with certain chemicals.
“HR managers are tasked with narrowing down a stack of resumes to the most qualified candidates for further screening.”
Human resources functions also include making decisions about staffing in different departments according to company needs. For example, some departments may require temporary personnel, while others need full-time employees. Human resources directors make decisions about outsourcing, or hiring independent contractors, for short-term work projects. A company may hire a freelance writer to write a product brochure, for example.
“Human resource administrators are in charge of evaluating employees.”
Hiring and firing staff are two of the main human resources functions. The required paperwork must be filled out according to the law. Records must be kept for income tax purposes. The human resources department has to ensure all of the needed forms are properly filled out each time an employee is hired or leaves the company. Human resources departments keep track of each employee’s work hours, sick days, and vacation time.
“Human resource professionals might have to deal with office rumours.”
A short list of suitable applicants is then contacted for in-person interviews by the department managers.
“A human resources director may use group interviews to determine which candidates need to be evaluated further.”
Recruiting is one of the constant human resources functions. Many human resources departments regularly place employment ads, either online or in local newspapers, to ensure they have a fresh supply of job applicants. Human resources managers recruit, contact, and screen applicants for current positions that need filling, as well as keep resumes from qualified applicants on file for future possible jobs in the company.
Types of Human Resource Planning (HRP)
Human resource planning can differ depending on the level at which it is being implemented and its purpose. Here are some different types of HR planning:
1. HRP at National Level
HRP at the national level helps to plan for:
- Educational facilities
- Healthcare facilities
- Agricultural and industrial development
- Employment plans
The government of the country plans for human resources at this level. It forecasts the demand and supply of human resources, plans for occupational distribution, and allocates resources sectorally and regionally.
2. HRP at the Sectoral Level
This level of HRP helps plan for specific sectors like agriculture, industry, etc. It assists the government in allocating resources based on the priority given to each sector.
3. HRP at the Industry Level
HRP at the industry level considers the output and operational levels of a specific industry to assess manpower needs.
4. HRP at the Unit Level
HR Planning at the company level is based on the estimation of HR needs in line with the company's business plan.
A manpower plan helps to:
- Avoid sudden disruption in production
- Identify shortages of required personnel
- Enable timely strategic decisions
5. HRP at the Departmental Level
This focuses on the manpower needs of a specific department within an organization.
6. HRP at the Corporate Level
Top management formulates plans based on:
- Corporate philosophy
- Policies
- Vision and mission
The HR department handles issues such as:
- Employment policies
- HR development policies
- Remuneration strategies
HR strategies and objectives are developed to align with the overall company strategy.
7. Intermediate-level HRP
In large, diversified companies, Strategic Business Units (SBUs) are formed for specific products. These SBUs:
- Prepare and implement intermediate plans
- Focus on acquiring future managers and key personnel
- Estimate total employee needs for the next three years
8. Operational HRP
This is done at the lowest profit centre level. It includes:
- Recruitment of skilled personnel
- Compensation planning
- Job design
- Leadership development
- Work-life balance initiatives
9. Short-Term Activities HRP
Short-term or day-to-day HR planning includes:
- Employee benefits
- Grievance handling
- Disciplinary cases
- Accident report management
These are typically managed by lower-level HR strategists.
10. Hard Human Resource Planning
This type of planning is quantitative, focused on ensuring the right number of people with the right skills are available when needed.
11. Soft Human Resource Planning
This is more qualitative, ensuring people have the right attitudes, motivation, and commitment. According to Marchington and Wilkinson (1996):
“Soft HRP is focused on creating and shaping the culture of the organization so that there's a clear integration between corporate goals and employees' values, beliefs, and behaviours.”
They further state:
“The soft version becomes virtually synonymous with the whole subject of Human Resource Management.”
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