Human Resources (HR) refer to the set of persons who form an organization’s workforce, economy or business sector. In the world today, Human resources departments play a key role in across business and industry in general. This dissertation provides a quick overview of various tasks that, demands and responsibilities that professionals in the HR department are expected to perform or may have to deal with. The paper also demonstrates various aspects of people management that need to be considered. In addition, it also points out some functions that those that are currently in role with responsibilities given to HR may not have considered. The role of HR or People management professionals is divided into various categories so as to emphasize on the broad demands that are placed on these professionals. The treatise also comprehends what most of what majority consider as HR responsibilities. Evidently, even though certain businesses can go outside the HR function’s circle and structure which is a different way from the usual, it is clear that this fact only gives a simple demonstration of the complexity and potential of the role. Generally, few of the many acts played on the HR scene are discussed in the article (Mathis et al, 2013).
In today’s workplace that is ever-changing, at times it is hard to determine the role that each character plays. These people who staff and operate an organization are responsible for setting the stage and for finding resolutions to issues that come up within the work environment and also in helping with dialogs that involve ethical and legal issues. In the past, HR professionals were invisible, they were thought of being wearers of enforcers only, or pushers of policy, costume as they worked behind the scenes so as to make sure that records for personnel were orderly and proper administration of benefits was also ensured. This many at times led to a negative experience for workers. The policies issued and the manner in which Human Resources conduct business today diffuses through the organization. Workers may take their cue on how their jobs should be done from the HR right from the time the organization hires them. The HR departments also generally models how they prefer or deem appropriate for other individuals and department to act so as to create the most positive workplace culture as possible. In (Mathis et al, 2013), among the main duties of the HR today includes attracting and retaining high-quality professionals and promotion of culture which affects such functions. Several acts that best define the role of HR in the workplace are as follows; the first one is on information dissemination, interpretation and clarification. Nowadays, HR professionals can be and endless information resource within a firm. Policies interpretation and laws’ clarification is a duty of the HR professionals, who are a key component to movement of information that is most applicable and accurate from worker to worker in the clearest, fastest and most concise manner possible. The second act is all about hiring and firing, whereby, besides reviewing of resumes and applications, the HR professionals many at times perform extra duties of assisting and mentoring applicants as well as making their resumes and cover letters to as marketable as possible. Under this Act, other responsibilities include interviewing, advertising, referring of jobs, drug testing and background checks as well as conducting promotions, , performance management disciplinary measures and development of the organizations (Bruce, 2008).
In the third Act which emphasizes on compensation and benefits, workers applaud payday and everyone in the workforce looks forward to a proper compensation for their time and efforts and equitable and fair salaries, in line with competitors and marketers from the outside. It is in Human Resources where a company’s program for compensation and pay scale, opportunities for promotion and other monetary incentives are contained. The HR department is also expected to administer employee benefits, ensure workers safety and issues related to their wellness. In Act four, Training and Professional Development is a key responsibility for the HR. All organizations know that when workers are encouraged to do self-improvement through certain incentives, the organization benefits in a positive way. When employees are trained and developed professionally not only strengthens loyalty to the organization but also boosts productivity and boosts work skills (Bruce, 2008).It also gives the employees a sense of worth to the organization, fellow workers and themselves. Training, a common feature in modern organizations also reminds workers on their value to the organization which greatly boosts their confidence. It is also a gesture to the workers that the company is interested in their growth both personally and professionally. It is a cost-effective and simple investment with rewards that are immeasurable for the workers and the modern organizational structure at large (Timothy et al, 2005).
Even though human resources has many at times been cast as the organization’s bad guy, and in different scenarios, it is among the most important organizational department. Human resources act as stage mangers in today’s workplace, and without them, there would not be efficient running of the organization.
Mathis, R.L., et al,(2013) Human Resource Management, 14th Edition, South-West College Pub, USA. Print.
Bruce E.K., (2008). Managing the Human Factor: The Early Years of Human Resource Management in American Industry. Ithaca, New York: Cornell University Press. Print.
Timothy, A. et al., (2005). Staffing Organizations. USA: McGraw-Hill. Print.