A human resources department is an important part of a healthy company. It finds and retains top talent, helps employees grow as professionals, and allows an organization to thrive. This department also handles conflict resolution, compensation procedures, and many other processes that aid in the growth of any sized company.
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Modern human resources in the U.S. started to form during the Industrial Revolution. During this time,
researchers found a connection between worker wellness and productivity.
Human resources departments are common across the workforce
today to help workers:
- Understand
their rights
- Feel
more satisfied with their work
- Stay
loyal to their organizations
Human Resources Defined
A human resources department is a group that manages
employees from recruitment to onboarding to departure. It is also in charge of
administering any benefits offered to employees and discussing retirement options.
Essentially, this department handles anything employee-related.
It is an essential part of large and small businesses. It ensures employees
have fair treatment and represent their companies’ cultures well.
What Does a Human Resources Department Do?
The main functions of a human resources (HR) department
include:
- Recruitment
and hiring processes
- Company
culture and safe working environment maintenance
- Professional
relations between employer and employee
- Onboarding,
training, and professional development
- Compensation
and payroll practices
- Employee
disciplinary or termination actions
Recruit Candidates
Attracting top talent and retaining existing employees are
some of the main priorities of a human resources department. Human resources
managers build companies’ futures by having high-quality recruiting and hiring
processes.
Human resources often works with department leaders to learn about open positions and requirements for ideal
candidates. Then, the HR professionals will decide on a recruiting strategy.
Recruitment strategies may consist of:
- Creating
job postings
- Screening
applicant résumés
- Conducting
first interviews
In some companies, HR professionals are also in charge of
conducting reference or background checks.
Help Foster the Company's Culture
Components of company culture include aspects like:
- Hiring
practices
- Employee
development
- Employee
relations
Human resources plans all of these components. These
professionals work hard to confirm that company culture adapts and remains
strong over time.
Human resources managers share information about the company
culture with new employees during the onboarding process.
Human resources plans events and activities like:
- Team
outings
- Recognition
programs
- Community-building
exercises
These events build team morale. Human resources helps
employees stay motivated and content with the company.
This department efficiently addresses any shortcomings or
issues with workplace culture to benefit the entire company.
Manage Employee Relations
Human resources focuses on employee-employer dynamics. Human
resources managers will create fairness and equity company policies for
everyone in the workplace.
Whenever an employee has a dispute with another employee or
employer, HR will work as a mediator to settle these disagreements. Some
examples include concerns regarding:
- Benefits
- Payroll
- Workload
- Interpersonal
conflict
- Work
hours or scheduling
Training and Employee Development
HR managers will provide training resources and professional
development opportunities to all employees. This would include:
- Employee
development programs
- Educational
courses
- Training
opportunities
- Career
advancement resources
Providing these activities and resources can make employees more productive and satisfied. In addition, it may help
reduce turnover rates at a company.
Oversee Compensation and Payroll
Part of the HR department’s role is to ensure employee
satisfaction within the company, including compensation.
Human resources has to confirm that payroll is compliant
with laws and regulations. It also oversees the distribution of pay to all
employees.
Keeping competitive pay rates to attract talented candidates
is crucial to this department’s role. Increasing pay for existing and potential
employees is something that HR monitors and develops when a department’s budget
deems it possible.
Talking to HR about compensation, satisfaction, and happiness
within the role overall is a massive benefit to an employee.
Many employees don’t realize that HR can have an input in an
employee getting a raise, promotion or bonus.
Employee Turnover
HR managers understand delicate matters, like discipline or
termination, for employees and employers alike. Established practices make it
easier to handle these situations reasonably.
Generally, this will include a straightforward, written
disciplinary process that follows a set system. The HR department will develop
these in response to company needs.
The HR professionals guide conversations around termination
to minimize damage between the company and the employee. And HR ensures the
process goes smoothly, whether the termination is voluntary or involuntary.
Human resources might also be in charge of working with
legal counsel during these processes. This is to ensure the company is acting
within the confines of the law. This legal aid will protect the company from
employee lawsuits.
Does Every Company Have an HR Department?
Some companies may have just one or two designated
individuals to act as their HR departments. These are often managers or
supervisors already working at the company in other leadership roles.
This can be a dangerous option for a company with HR needs.
Companies that don’t have formal HR departments put their employees and
managerial staff at risk.
Additionally, growing companies may need larger departments
to handle hiring and onboarding processes.
Putting all HR responsibility on a manager or another leader
from the company leads to less effective use of their time. It also exposes the
company to potential legal implications since these team members don’t have
formal HR training.
Companies do not legally need HR departments. However, having skilled
professionals knowledgeable of HR practices can help a company thrive and grow.
How to Begin a Career in Human Resources
Human resources (HR) may seem like an easy job and easy field to enter but that is not true. Passion, grit, and a commitment to impartiality are key to surviving and making a difference for both the employer and employee. Want to join the field? Forget what you heard and be ready to learn.
Working in human resources (HR) is a career people hope to obtain for many
reasons. Some want this career path because it has the reputation of leadership
and authority. Others want to work in HR because HR professionals are in a
position where they can help provide employees with a good and safe workplace
and help the organization run smoothly and profitably. There are still others
who want jobs in HR because they feel they feel they are positions that will
always be there and offer good career growth.
Almost every company has an HR department. While some may
consist of only a couple of HR professionals, others may have a large HR
department. Whatever the case may be, most companies have HR professionals on
staff or outsource to an HR provider. Getting a job in human resources requires
education and training, but it’s a career worth having and easy to attain with
commitment and dedication.
Getting an Entry-Level Job
A candidate can generally obtain an entry-level position in
human resources through one of the following three paths.
- Earning
a degree in HR
- Earning
a degree in a related field, such as industrial/organizational psychology
or business, and gaining knowledge of human resources through various
certifications
- Working
for several years in an operational role and transferring to the HR
department
Education Required
The most common positions in an HR department are HR
assistant, HR specialist and HR manager. They each have their own education and
training requirements.
HR Managers
HR managers oversee the HR department of an organization.
They consult with other department supervisors; plan and coordinate a company’s
workforce for maximum productivity; oversee the recruiting, interviewing,
hiring and termination of employees; develop employee benefit plans, and handle
payrolls. Becoming an HR Manager requires a bachelor’s degree in human
resources, business management, finance or a related field.
HR Specialists
HR specialists work alongside HR managers and handle many of
the same duties as the HR manager but work under the supervision of HR
managers. Working as an HR Specialist usually requires a bachelor’s degree
in human resources and may also require work experience.
HR Assistant
HR assistants aid HR managers and HR specialists. They
perform many administrative duties, including filing, posting job positions,
interviewing applicants and keeping employee records. HR
assistants usually have an associate degree but may be hired with
experience and receive on-the-job training.
Candidates who aspire to work in human resources can choose
from various other positions.
- Compensation
and benefits managers
- Training
and development specialists
- Employment,
recruitment, and placement specialists
- Human
resources information system analysts
- Employee
assistance plan managers
Mentorship
Mentorship is another important component of getting a job
in human resources. Almost every high-level HR position requires candidates to
complete internships. Internships provide aspiring HR professionals with
supervised hands-on training working in a real-world environment. As great as
it is to have a degree in human resources, it’s only a degree. Human resource
professionals, such as HR managers, are in charge of the entire HR department
and also manage many other areas of a business.
The company is going to want to hire someone who has more
than just a degree but actual work experience as well. Applying for as many
internships as possible not only provides on-the-job training and work
experience but also gives candidates the opportunities to get to know potential
employers.
Certification
Human resources professionals are not required by law to be certified, but some positions or companies may require certification. Some HR graduates may choose to voluntarily obtain certification because it demonstrates commitment and professional credibility to potential employers. Although it varies by organization, eligibility for certification usually requires completing an accredited HR training program, having work experience and passing a certification exam.