To have successful employees in your company, you first need to have a highly effective human resources team.
Did you know that some people consider human resources to be one of the driving forces in any company? That’s because of the substantial impact they have on overall employee engagement, happiness, and retention.
For the human resources department to thrive, it is important for a company to know which human resources tasks are essential.
Keep reading to discover what your human resources department should be doing and how you can make your overall operations more effective.
Human Resources Tasks: What Do You Need To Know?
A human resources department can be utilized effectively in any company if a strategy is in place. After all, the human resources team focuses on the biggest and best asset that a company can have — employees.
If a company has a poor human resources department, its employees are likely to fail. When this happens, even the best companies may easily suffer.
No matter which type of industry your company is in, human resources really do matter. A good way to think about your human resources department is as another department that oversees something else. In a company, there are always committees, experts, or advisors that help you with different areas. The human resources department does this for your employees as a whole.
For this reason, it’s important to take your human resources endeavors quite seriously. This department is important when you look at it as an employee or as a manager.
Every company has its own needs and a human resources department that is focused on the right tasks will help a company meet those needs faster.
Here is a list of key tasks that a human resources department should be happy to adopt. This will help them master efficient and essential roles in any company.
1. Human Resource Planning and Development
The first step for a human resources department is to identify, develop, and execute the objections of the company. They have to discover what’s needed and how they can meet those needs. So persons in the human resources department are partners in the overall strategy for the company. Their work is closely aligned with the company’s goals.
Human resources leaders can gain a better understanding of the things that are needed to sustain business growth and development through their own planning. A company with a good human resources department will likely have an easier time developing new goals.
To enhance your workplace, reduce risk, and increase profit, you may want to consider hiring a professional HR services organization to help with this process.
2. Organizational Recruitment and Selection
A key function for human resources is attracting individuals that want to work at the company and then choosing the candidates that would be a good fit.
Generally, this first starts with the brand. People are going to be attracted to a company that has a desirable and well-known brand. By being a more attractive company, the human resources department has an easier time finding high-quality candidates.
If you have the right sourcing techniques and a good company brand, you should not have trouble attracting great workers.
As candidates apply, the human resources department will choose the best of the candidates available.
There are a variety of tools that can be used for recruitment. You can also provide them to your human resources department to speed up the process.
3. Employee Career Assistance
Human resources leaders should have evaluations of all staff members after a specific amount of time has passed. This will help ensure that all employees are conducting themselves as they need to in the workplace.
Another function of these evaluations is that human resources employees can help other employees at the company further their careers.
In addition to looking over a checklist of performance attributes for each employee, human resources leaders can help employees find areas to improve, and provide information on taking those next action steps.
By assisting with careers, human resources can better understand the current employees and consider how they may be eligible for future positions within the company. Promoting from within can be more beneficial for companies, so it is worth considering.
You can better prepare your company for filling future roles and meeting the demands of the marketplace by investing in your human resources and employees overall.
In addition to finding employees for future positions, having a meeting like this may help employees feel more engaged and encourage them to continue working at your company.
4. Legal Compliance
A company must remain compliant with all of the state and national regulations, so a human resources department is going to help with that as well.
There are always new laws, regulations, or updates that need to be considered. It is part of the human resources department’s job to stay on top of that.
In addition to knowing these requirements, your human resources leaders need to know how these legalities impact the overall company. A company may get into a lot of trouble if they are not compliant. If it impacts business, this may be a problem.
A very important human resources department function is avoiding noncompliance because this can result in workplace complaints and legal action against the company. For instance, if an employee reports that there are unfair employment procedures, this could impact the entire company’s practices.
5. Performance Leadership
Managing performance is separate from leading employees, and this is another of the human resources tasks. Good leadership includes creating clear and concrete goals for a period of time, and also accepting and providing open feedback.
In some instances, human resources staff see the general population of employees more often than upper management. Due to this dynamic, it is important that human resources leaders are available to help employees as needed.
There are tools that human resources employees can use, including customer reviews, surveys, and timetables, to lead and encourage other employees as they are working.
Managing work performance proactively will help you create a workforce now that is more similar to the one you want in the future.
Using learning and development to lead will be a solid foundation for future human resources tasks and future employees.
6. Advocate for Employees
Human resources leaders have to advocate for their employees to promote future success in the company. This is a very large role in this department and is one that is crucial for employee retention and happiness.
As an advocate, human resources department leaders are going to work on building an environment that is safe and healthy for all employees. In this environment, employees are more motivated to succeed and feel more satisfied with their jobs.
Human resource department leaders can use a lot of practices to achieve this outcome, like empowerment exercises, SMART goal-setting, and positive communication.
7. Employee Incentives and Rewards
A lot of people agree that rewarding good employees for their hard work is a simple way to build rapport and encourage hard work. The type of incentives and rewards offered can make a huge difference.
Rewards can include an increase in salary, but it doesn’t have to always just be that option. You can also consider career opportunities, better status within the company, public recognition, or even just positive feedback.
The reward should be contingent on the type of work that is being rewarded. For instance, noticing a simple problem with the copier and fixing it is not quite the same as noticing something and providing a solution that saves the company $1,000,000.
In addition to that, remember that rewards are not always going to be money. It may be something that leads to a relational or mindset change.
Some possible rewards and incentives to consider include:
- Increased base salary
- Better parking spot
- Higher status within the department
- More autonomy/less supervision
- Formal or informal development
- More time off
- Free outside-of-work activities (ex. movie tickets or gift baskets)
The main goal is to attract and motivate the best of the best when it comes to your employees.
8. Organizational Health and Safety
Making sure that the work environment is safe and functional is another key role of the human resources department. Not only do human resources employees need to worry about the happiness of the rest of the employees, but they also have to consider the health and safety regulations.
Employers are obligated to give employees a safe environment for work per the Occupational Safety and Health Act of 1970.
Supporting safety training meetings regularly and keeping logs of injury or fatalities are also a part of the vital human resources tasks.
9. Employer and Employee Relationship
If you work in a unionized environment, the relations between workers and management may be assigned to a specific set of people within the human resources department. The reason being, someone working with this type of function needs specific expertise.
Employee relations seeks to strengthen the relationship between employers and employees by looking at job satisfaction and engagement. It also is concerned with conflict resolution.
Even in a workplace without unions, employee relations is a very important aspect of human resources.
10. Create a Positive Culture
Having a positive business culture is going to help with your employee satisfaction, engagement, and retention. It also helps to define the extent of your company’s success.
Your human resources department will play a crucial role in the behind-the-scenes work of culture creation in the company. They will develop and reinforce the ideals of the culture and then make the necessary changes with employees.
Some aspects of a company’s culture include:
- Training and development
- Onboarding processes
- Employee pay satisfaction
- Management of employees’ performances
- Value reinforcement
Changing a company’s culture doesn’t happen all at once. In some cases, you will need to take an approach as management that is all-encompassing or dramatic. Setting the right tone is where human resources can take control.
11. Employee Orientation
A lot of organizations don’t give their employees an in-depth orientation as a new worker. This is an important step in the process because it allows the employee the opportunity to adjust how they work with their employer in the new role.
An employee onboarding program should have all of the objectives or goals of the company embedded in it. It should also describe how the new employee can help achieve those goals! These goals may be long-term or short-term.
By providing a thoughtfully designed orientation, the human resources department will give the employee an explanation of their place in the company.
They will know what is expected of them and how they should understand their role in the company moving forward.
This clarity makes it easier to adapt and feel accepted in the workplace, so it is a benefit for everyone at the company.
Enhance Your Human Resources Operations Now
Now that you’re better aware of the human resources tasks needed in your company, it is time to increase your productivity and efficiency.
Solvo offers you easier labor staffing solutions that will assist your company with daily tasks and processes.
In order for your company to be successful, you need a high-quality human resources team. Without this, your company and productivity will suffer greatly.
Investing in the necessary resources and personnel can be difficult, especially for a new company. If you’d like some help in developing your human resources department, contact us now.