HR Roles and Responsibilities
Published on December 8th, 2022
The role of Human Resources is crucial in today’s workforce. We are sure everyone acknowledges this statement, but very few people understand why. Most employees, including the HR team will fail to understand the primary roles of the department. And this is why we bring you an in-depth guide of the HR departments’ roles and responsibilities in managing the employee life cycle.
Before that, let’s recollect some of the basics.
What is Human Resources?
The HR (Human Resources) department is a function within an organization that is responsible for managing and administering a range of activities related to the organization's employees. The team is responsible for recruiting and hiring employees, providing benefits and compensation, managing employee relations, developing training and development programs, and ensuring compliance with employment laws and regulations.
HR professionals within the department often serve as a resource for employees and may be responsible for addressing concerns and issues related to work, such as conflicts with co-workers or problems with supervision. The HR department typically reports to the organization's management team and may work closely with other departments to align HR activities with the overall goals and strategies of the organization.
Top Skills that HR Professionals Should Possess
HR professionals need to be able to communicate effectively with employees, management, and other stakeholders. This includes the ability to listen actively, speak clearly and concisely, and write effectively. They need to possess good verbal and non-verbal communication skills as it can increase productivity and prevent misunderstandings.
Interpersonal skills include teamwork, empathy, positive attitude and the ability to handle conflict. HR leaders should possess these skills as they will be able to build positive relationships with employees and other stakeholders, as well as handle sensitive and confidential information with tact and discretion.
This skill is really important if you want to establish a sense of trust and professionalism. Some of the most important organizational skills include goal setting, physical organization, benefit management and so on. HR professionals need to be able to manage multiple tasks and projects effectively, prioritize work, and meet deadlines.
HR professionals may be responsible for addressing employee concerns and issues, and need to be able to identify and resolve problems in a timely and effective manner. They should be able to identify problems, judgment, data and logic to curate solutions and evaluate alternatives.
HR pros may sometimes be responsible for leading and managing teams or projects, and need to have the ability to inspire and motivate others. They should be able to coach, empower, manage and advise employees.
HRs often work closely with other departments and need to be able to collaborate effectively with others to achieve common goals. The competencies like open-mindedness and conflict resolution are essential to get more work done and achieve better outcomes.
HR analytics or people analytical skills involves gathering data, analyzing data and reporting data. It is quite important as HR professionals may be responsible for analyzing data and using it to inform decisions and develop strategies.
HR professionals may need to be able to adapt to changing needs and priorities, and be able to work effectively in a dynamic and fast-paced environment. Some of the competencies for adaptability are active listening, emotional intelligence, and self-awareness. Overall, HR leaders should be able to pivot in a work environment by learning new skills.
HR professionals need to be proficient with a range of HR-related software and technologies. Being well-versed with technical skills such as HRIS systems, applicant tracking systems, social media, talent acquisition software, cloud technology, gamification techniques, and talent management softwares.
HR professionals may need to be familiar with employment laws and regulations and be able to advise the organization on compliance matters.
HR forecasting is the process of predicting future HR needs for an organization based on a variety of factors, including business goals, workforce trends, and market conditions. HR professionals use a variety of techniques to forecast HR needs, such as analyzing workforce data, conducting workforce planning, and reviewing market research. The goal of HR forecasting is to ensure that an organization has the right number of employees with the right skills in the right roles at the right time, in order to meet its business goals and objectives.
There are several stages involved in HR forecasting, including:
- Identifying business goals and objectives: The first step in the HR forecasting process is understanding the business goals and objectives of the organization. This includes considering factors such as growth plans, new product launches, and changes in market conditions.
- Analyzing workforce data: The second step is to gather and analyze data on the current workforce, including information on employee demographics, skills, and performance. This data can help identify trends and patterns that may impact future HR needs.
- Conducting workforce planning: The next step is to use the data gathered in the previous stage to identify potential gaps between the organization's current and future workforce needs. They may also consider external factors such as changes in the job market and the availability of skilled workers.
- Developing a forecast: Based on the data and analysis conducted in the previous stages, HR professionals develop a forecast of the organization's future HR needs. This may include projections of the number and types of employees needed, as well as the skills and experiences required.
- Implementing the forecast: HR professionals work with other members of the organization to implement the forecast, including recruiting and training new employees as needed. They may also develop strategies to retain and develop current employees in order to meet future HR needs.
- Reviewing and updating the forecast: The forecasting process is ongoing, and HR professionals should regularly review and update their forecast as needed to ensure that the organization's HR needs are being met.
Key Roles and Responsibilities of HR
Recruitment and selection
The HR team is responsible for attracting, selecting and onboarding suitable candidates for their organization. Recruitment responsibilities include but not limited to- identifying job openings, posting job advertisements, reviewing resumes and applications, conducting interviews, and extending job offers.
Onboarding is an important responsibility of HR. Introducing a new employee into an organization includes helping them adjust to their new role and work environment, including providing orientation and training.
Managing and administering employee benefit programs, such as health insurance, retirement plans, and paid time off.
Setting performance goals, providing feedback and support to employees, and conducting performance evaluations.
Serving as a resource for employees and addressing concerns and issues related to work, such as conflicts with co-workers or problems with supervision.
Training and development
Identifying training and development needs for employees and organizing and delivering training programs.
Ensuring that the organization is in compliance with all relevant laws and regulations, including those related to employment, benefits, and labor relations.
HR strategy and planning
Developing and implementing HR strategies and plans that align with the overall goals of the organization.
Compensation and payroll
Managing and administering payroll and employee compensation programs, including salary, bonuses, and other benefits.
Employee records management
Maintaining accurate and up-to-date employee records, including personal and professional information, attendance records, and performance evaluations.
Identifying and developing the skills and potential of employees to ensure that the organization has a talented and capable workforce.
Developing and implementing programs and initiatives to engage and motivate employees.
Diversity and inclusion
Promoting a diverse and inclusive work environment and culture.
Developing strategies to retain top talent and reduce employee turnover.
Identifying and developing potential candidates for key leadership positions within the organization.
Managing relationships with unions and representing the organization in collective bargaining negotiations.
Advising the organization on employment law and best practices, and handling employee complaints and disputes.
Health and safety
Developing and implementing policies and procedures to ensure a safe and healthy work environment.
Developing and implementing communication strategies and channels to keep employees informed and engaged.
Using data and analytics to measure the effectiveness of HR programs and initiatives and make informed decisions.
Providing opportunities for employees to learn and grow in their careers.
Helping employees identify and pursue career advancement opportunities within the organization.
Developing and implementing programs to recognize and reward employee contributions and achievements.
Supporting and enhancing the organization's workplace culture.
Leading and supporting change initiatives within the organization. Employee feedback: Gathering and analyzing employee feedback to inform HR policies and practices.
Developing and conducting employee surveys to gather insights and improve HR practices.
Employee engagement surveys
Conducting surveys to measure employee engagement and identify areas for improvement.
Employee exit interviews
Conducting exit interviews to gather insights and identify trends related to employee departures.
Developing and maintaining employee handbooks that outline policies and procedures for the organization.
Employee training materials
Developing and maintaining training materials for employee development programs.
Employee recognition programs
Developing and implementing programs to recognize and reward employee contributions and achievements.
Now that we have established the key roles and responsibilities of Human Resources, it is time to quickly learn the same for HR managers. HR manager and HR are two terms that are often used interchangeably, but they refer to slightly different roles within an organization.
HR Manager vs HR
An HR manager is a professional who is responsible for managing the human resources functions of an organization. This may include tasks such as developing and implementing HR policies and procedures, managing the hiring process, overseeing employee onboarding and orientation, and handling employee relations issues. HR managers may also be responsible for managing employee benefits, conducting performance evaluations, and assisting with the development and implementation of training and development programs.
HR, on the other hand, refers to the function or department within an organization that is responsible for managing HR-related matters. This may include tasks such as hiring, training, and managing employees, as well as developing and implementing HR policies and procedures. HR professionals may work in a variety of roles within an organization, including as HR managers, HR specialists, or HR assistants.
HR managers may also be responsible for supporting the management team by providing guidance and support on HR-related matters and by helping to create a positive work culture within the organization.
Before we wrap things up, remember that the HR department is like a pillar of any organization. The roles and responsibilities of the HR department act as the building blocks of professional success for employers and employees. Thus, having a clear understanding of the same is definitely valuable to any business.
Radhika Sarraf is a content specialist and a woman of many passions who currently works at HireQuotient, a leading recruitment SaaS company. She is a versatile writer with experience in creating compelling articles, blogs, social media posts, and marketing collaterals.
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