What are (some of) the typical responsibilities of Human Resources?

We can think of few job roles in our current market that are as unfairly viewed as Human Resources – and no, we’re not just saying this because we’re (one of India’s best) HR solution providers who are likely to take this very (very) personally. Obviously, a lot of these misconceptions arise due to the fact that the average white-collar employee might not fully understand the full scope of work that comes under the banner of “Human Resources”. Are you one of them? If so, here’s a few of the many responsibilities that come under the banner of HR.

RECRUITMENT AND STAFFING

While the first part of this subheading might seem to be the quite-literal job of a company’s Hiring Manager, the lion’s share of the recruitment process is actually carried out by HR. This includes, in order:

  • Writing (and regularly updating) accurate job descriptions that match the qualifications for the positions available.
  • Reviewing the often dozens, if not hundreds, of applications for a particular position. Some even utilise Applicant Tracking Systems (ATS) to help filter them using certain pertinent keywords.
  • After the shortlisted applications get sent back by the Hiring Manager, they are the ones responsible for setting up the interviews: be it face-to-face or over platforms such as Skype and Zoom.
  • Once the desired candidate is chosen, it’s the HR department that onboards them – from collecting the relevant documents to orientation to even finalising a joining date.

In addition, HR are also responsible for keeping an eye out for the best talent on the market, even attending job fairs in order to keep up-to-date. So, every time you feel lucky about being able to secure the right kind of job for yourself in the current market, keep in mind that it was probably a Human Resources team that even found you in the first place and reviewed your application before sending it ahead to the Hiring Manager for consideration!

EMPLOYEE BENEFITS

Just so we’re on the same page, when we say “benefits”, we mean:

  • Health insurance
  • Flexible healthcare spending accounts
  • Retirement accounts
  • Sick leaves
  • Vacations
  • Family leaves

Benefits like the ones listed above play a huge role in a business’ ability to retain top talent, particularly in highly competitive markets, thus making it important for HR to stay updated on relevant information related to these benefits in addition to holding meetings where said benefits are explained to the employees. So, the next time you take a week off from work to enjoy some time with your loved ones, remember that it was an HR team that painstakingly negotiated that benefit for you.

ORGANISATIONAL ROLE

Believe it or not, HR can also have a significant role to play in formulating your organisation’s business goals! While this might largely be the responsibility of their management team, it’s the HR team that decides how the organisation’s chart is created as well as the workflow of projects through each department. They are also responsible for suggesting ways in which management can effectively:

  • Create career paths for current employees
  • Decrease staff turnover
  • Reward those who reach the desired metrics set forth by management through promotions and/or bonuses

In addition, not only are we occasionally responsible for reminding you of your organisation’s goals, but – get this – we are sometimes required to roll up our own sleeves, learn and perform multiple duties of various kinds across multiple departments in order to help you and your co-workers meet their goals! Yes, you’re very welcome!

WORKING ENVIRONMENT MAINTENANCE

Do you enjoy the office environment where you work? Well, guess what – it’s your HR that’s responsible for keeping it that way! They are the ones who are responsible for fixing the air-conditioner when it’s broken: in fact, they may have been the very ones who installed it. Not only do they take regular inventory of what needs to be upgraded in the building (apprising management of said upgrades in order to ensure their inclusion in the budget), but they’re also responsible for coming up with systems that can boost everyone’s productivity. To that effect, they additionally create diversity and inclusion-related programmes that can help make the workplace friendly to employees of all kinds.

The above points are some of the many reasons why we believe that Human Resources-directed animosity in general is largely unfounded. In fact, if they prove anything at all, it is this: your HR department is as much on your side as they are on the management’s. An even better way to look at us is in an ever-constant liaison between yourself and upper management. While we can’t guarantee that we will be able to meet all of your needs, remember that we always try our absolute best to meet them in a way that doesn’t affect the organisation at large.