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Human resource is one of the most terrific and responsible profiles because there are various decisions in the hands of HR, such as finding the right candidate for the organization, decision salary packages, managing conflicts and problems of the employees provide incentives, and many more.
If you are familiar with the HR tasks, you might be thinking about the major problem that HR might face while managing and performing their duties. Let me make you more clear. The shortage of skilled candidates is the biggest challenge faced by organizations. I know finding and hiring the right candidate is a difficult task that every HR has to go through.
So, if you are facing similar difficulties, then Don’t Worry! We are here to assist you. In this article, you will get to know about various job portals online through which you can hire talented candidates and enhance your business productivity.
THE ROLES OF HR IN TODAY’S WORLD
Every organization, big or small, has an HR department – whether in-house or an outsourced HR Team. It is one of the most testing departments of a company. Their job is not easy at all. They have to sift through a lot of documents, trying to pick the right candidates for a position and then making the organization work like a well-oiled machine. Still, they do not get appreciated for the amount of effort they put in. Yes we are with you here
After the last big recession, the HR department has become more empathetic towards employees and they are working extra hard to use the human capital that is available to them. Most organizations have realized the importance of this human capital and the impact it can have on the growth of the business. It is by far the most important asset in the company. If the human resource management is not proper, then there are chances that an enterprise may entirely collapse.
hat is the sole reason each and every business conglomerate invests heavily in hiring the right people and motivating them enough so as to keep the business running without any bottlenecks. Human resource is the most important determinant of an organization’s efficiency. Even companies with the most automation require human intervention at some point. Without this, they cannot function properly and generate the targeted revenue.
Even though human capital may not appear on any balance sheet, it certainly is the most valuable chunk in the organization. Managing employees in an efficient manner may be the difference-maker between an organization and its competition and the difference between winning and losing in the competitive marketplace.
What The HR Team Needs To Do
First of all, HR should assess the working capacity of the company. How much strength is actually required in the enterprise? Once it is correctly estimated, then they can work on how to procure them. After this step, they need to keep on assessing how the respective employees can be managed in the most efficient manner. So you see, it is more like planning how to drive a car. The only difference is that there are many drivers, each having a distinct role in running the automobile!
But can the work of the HR be that simple? No, they have to constantly assess whether the employees are able to deliver the desired output. The more voluminous an organization is, the more complex is the process of running it. The HR department needs to maintain the sync and needs to connect the required employees. The targets ought to be achieved in an easy and effective manner.
If there is a lapse of any kind, then they need to assess how to solve that particular problem. Can it be solved at a grassroots level? Or does it require the intervention of the higher-level authorities? Either way, the HR department has to ensure that in no way there should be any disruption in the hierarchy of employees. They should be quick and agile in finding out if there is any problem or not.
The Role Of The HR Organization
HR managers can be functional at various levels in an organization. Their portfolios are such that they can manage multiple roles or even multitask if it is required out of them. Lawler (1995), a distinguished business professor at the University of Southern California, Marshall School of business, chalked out the roles below:
-HR Management Role – It is one of the most familiar roles of HR personnel in the organization. HR Management is involved in the hiring of employees and some semi-administrative roles in the organization. In these roles, they have to ensure that the employee conglomeration is in total sync, and nobody is out of line. Disbursing salaries, handling releases and all sorts of employee-related issues and grievances are handled in HR management roles. Normally, an HR manager starts at the junior associate HR level and rises up to the role of the Senior HR Manager. At the initial level, they perform the tasks mentioned above. In the senior levels, they just supervise.
-Business Partner – This is the role in a business organization where HR has a decision making power. They are mainly involved in hiring the workforce. They check out the required core competencies in them. This helps an organization to stay ahead. HR also has a say in some of the business decisions. Normally, when HR becomes business partners, then such organizations have something to do with recruiting and staffing. HR business partners develop systems and practices. All the HR management roles that are mentioned above are performed in a rigorous way, where there is no scope for any sort of errors. That is why they hold such a prominent role in an organization.
-Strategic Contributor – Most of the time, the HR business partners fail in achieving the major objectives of an organization. That is when a strategic contributor jumps in. Strategic contributors have more or less of the same roles of HR Management, but their duties are more accentuated and their roles are less subservient. As the name suggests, they develop hard-core strategies to handle the most important asset / force in the company that is the human resource. The strategic contributors can be dependent or independent partners. But they have a big say in all the decisions. Normally, strategic contributors are found in organizations with a considerable workforce, which is > 10,000. Not only that, strategic contributors have to handle cross-border / global workforce as well. The strategic contributors should possess knowledge of both HR and organizational behavioral practices.
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