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Roles and Responsibilities of HR - eGuide


What the key roles and responsibilities of HR Manager are a question of key concern for today! But don’t worry at all, we are here to tell you that,

In organizations, HR managers are responsible for managing employees, job analysis, maintaining employee engagement, defining and communicating employee and manager's job descriptions, improving employee performance, looking after compensation, and benefits, training, learning, and development, etc.

Recruitment and Selection

HR does recruitment and selection, the hiring process starts from advert publication and print/electronic media to shortlist the candidates, and call for an interview. Whereas then comes on the surface the selection process from screening tests to group discussion and final job interviews.

Onboarding and Employee Orientation

Next is Onboarding and Orientation of selected job entrants now they are your employees. HR needs to welcome entering employees and orient that inform them about the organizational mission, vision, culture, governing rules, policies and procedures in practice, employee relations, what are they expected from; and anything deemed important.  

Job Placement and Training

Here comes the step of placement of assignments of duties to new employees by HR team lead thereby communicating the clear job instructions and posting details including job conditions like office or field/shifts works, etc.

Once employees are placed on the job, they receive time to time on job training by performing their tasks daily. As a new employee may not be comfortable, it's the HR team leader's responsibility to maintain and engage with new hires so that they can reach their full potential and increase their efficiency.

Employees’ records management

HR professionals maintain Employees’ records that include complete bio-data with temporary/permanent addresses of employees, emergency contact numbers for their families, educational reference attested, and experience letters to file in

Payroll

In some organizations, Payroll is yet another duty of HR executives the pay structure of the employees for payments as per their current grades and increments as per future grades

Rules, Regulations, and Policies updates maintenance

Another pivotal duty of the Human Resource Manager is organizational rules, regulations, and policies are made, updated, maintained, and circulated among offices, sub-offices, field stations, and in general all employees. In industrial relations management, labor laws are communicated to employees for compliance consisting of unionization procedures and violations, if any, is considered misconduct and that would be dealt with a heavy hand.   

Compensation and Benefits management

Looking into the payrolls and employee benefit programs, one of the main responsibilities of the HR Manager is to look into whether employees are compensated for what they are performing or otherwise. This applies in private sectors, and in the government sector the pay scales are pre-decided and HR does maintain that scales only

Medical and Health management

Provision of medical facilities for health management purposes to employees is yet another vital duty of HR. This includes medical bills processing, insurances, if any, and taking hospitals on panel, as per your organizational need and set up

The wellbeing of Employees and Conflict management

This is the neglected most of the duties of HR amongst the globe earth. Employees’ wellbeing especially after the COVID-19 Pandemic is essential to be given proper heed to by HR, and advice should be made to uncover antagonists of wellbeing factors and rectify those. Conflict management is too under the key area responsibility prerogative of HR which control the situations and avoid the same to raise between employees, also known as relationship management under emotional intelligence.

Employee education and Growth opportunities provision

Employee educational and growth opportunities provision is also a task important for HR to conduct on a routine basis. This includes educational and growth need assessment (EGNA) and processes the opportunities provided to employees as per EGNA

Training and Development (T&D)

HR does do TNA – training need assessment – for employees and tailors T&D programs accordingly. HR has to conduct the training programs for employees and also do a post-training assessment (PTA) for a pre-and-post training impact. After PTA is done, the next step is to either continue such training, if beneficial or improve – if gaps exist.

Performance management

Annually, biannually, quarter-based, monthly, fortnightly, and even weekly performance evaluations are the key responsibility of HR thereby evaluating what jobs were given to the employees and what is performed so far. And, if the improvement is needed, suggest or arrange training and development sessions too!

Postings and Transfers

Job postings and Transfers is so far been part of HR in several organizational setups, especially where there is a mechanistic organizational culture and design having a strict chain of command and communication, opposed to the organic one.

Promotions and Succession Planning

Based on performance evaluations by HR, job promotions take place whereby increments in grades and payments are given for employee growth and development purposes. This becomes a win-win situation for both the employee and the employer as the employers get onto the senior positioned employees promoted to perform senior roles, hence succession planning is carried out as well

Disciplinary actions

This is the worst part of the game HR has to play, though unwanted or not. Disciplinary actions are initiated for controlling purposes that if any violation of rules, regulations, or policies take place by the employee(s), the said sad part is started. This is also having another side of the coin that is good for making discipline in line.

Workplace Safety, Travel desk management, and utility management

General admin roles, sometimes, are part of HR activities. This includes housekeeping, mail management, event management, workplace, and work environment safety. Whereas workplace safety is maintained through the dissemination of the proper communicating documents therein guidelines following is advised to avoid any mishap regarding employee safety.

For this reason, Safety and HR departments, as per organizational structures, conduct operational efficiency feedback (OEF) to learn from other sister concerns about accidents emergency response management, and/or avoidance of accidents administration, if any. Travel desk management also fewer times comes under the HR domain encompassing the traveling of the employees for different meetings for several purposes. Utility management like electricity, phones, facsimile, etc. is also under HR duties at some places, especially military setups.

Transportation

Commuting employees from and to homes at some places is the assigned task to the HR Manager or Admin. This also includes repair and maintenance (R&M) purposes and their panel and non-panel workshops billing processing management.

Leaves management

Leaves management is a hectic additional task of HR that is very important and making sure the employees are not absent, keep in check absenteeism, and are attending office on time so that the employees may perform duties on time too.

Retirement’s benefits administration

Arranging farewell parties along with gift or appreciation certificates for lifetime remembrance to leaving employees, final payments checks for gratuity, pension papers or book, etc. are all parts within retirement benefits administration, that should be carried out by HR managers  

Compensation for dependents upon employee’s death

Employee compensation packages for families of deceased employees are also governed timely by HR. This is if rules apply to, the financial benefits administration for the families of the employees who are not anymore on earth with the leaving members.

Resignations and Off-boarding Management

Resignation and off-boarding are also important to be administered by HR thereby making proper clearance of the exiting employee.

This include exit interviews, clearance of employee in terms of office assets and equipment on the charge, and the final financial payments processing with payroll or finance departments, as the case may be, are the parts within resignations off-boarding management   

Conclusion

WebHR helps you to understand HR Manager's roles and responsibilities are not only the traditional definition of doing right, with the right, and at right time. Also “The HR domain that covers entirely from "Hire" to "Retire” and we suggest our clientele being employers that understand that their employees are their company's important assetthis shall boost employee wellbeing consequently resulting in better performance.