Human Resources, or HR, can at times, be something of a mystery if you have not had any reason to interact with the human resource staff. What do they accomplish in the human resources department? What is their contribution to the company? Every day the human resources department is making decisions that affect the employees. Wages and salaries, hiring and firing, handling employee grievances, and employee training are functions of the human resources department. Wages and Salaries Human resources follows the patterns of other employers to help them determine what they pay the company employees.
Competitive wages are important to employees when they are job searching or moving up within the company. According to the HR Council for the Nonprofit Sector, “Salary surveys are conducted with employers in the same labor market to determine pay levels for specific job categories” (“Wages,” “n. d. ,”, p. 2). Surveys are a function of HR to determine if they are offering competitive wages with other companies. Hiring and Firing Hiring new employees is directly affected by human resources.
Creating job descriptions and determining the skills needed to qualify for a position is a function of the human resources department. Job descriptions describe what is expected from the person applying for the position. This written job description also gives the human resources guidelines if discipline is needed in the future. Established expectations are used to coach an employee and if necessary fire the employee. Firing Firing an employee is not as easy as it may seem. Documentation is necessary to build a history of coaching an employee into the correct behavior.
If the correct behavior is not reached a historical case has been created to support firing the employee. If the action or behavior violates company policy, immediate firing of the employee can happen. Employee Grievances Listening to employee grievances is an important function of human resources. Linking management with workers who have an issue that needs addressing is handled within human resources. Management may not be aware of an employee’s grievance without the connection that human resources can make between the two levels of employees.
Documentation of the grievance and steps toward a solution is a function of human resources. Employee Training Training employees and supplying current job information should be a continual process of the human resources department. Keeping employees trained is a vital step in running a good company. “In order to improve the efficiency level of the employees they have go undergo regular trainings and development programs” (“Training,” “n. d. ,”, p. 2). Employees who can complete their jobs to the highest level possible keep the company running efficiently.
It is the responsibility and function of the human resources department to supply training to the company’s employees. Conclusion There are many functions of the human resources department. Hiring employees, training, and coaching are a few functions of human resources. Human resources support the company in ways not always seen, but the effects are implemented with the workers. Creating a productive work environment requires constant work from the human resources department that may not always be noticed.