Main functions of an HR department

Initially, the HR department aimed to deal with in-office relations. It was only with time that people realized that their services could also help some other office sections.

Therefore, as time went by, so made the list of several responsibilities that an HR specialist has to carry out. With software like Lanteria, it has become even easier for them to focus on their job’s more essential duties.

1. Managing benefits and compensation

Including employers and labour relations, HR’s wages and insurance roles will also be performed by one HR professional with dual experience. On the salary hand, the HR duties include creating compensation systems and evaluating fair pay practices.

Compensation and benefit consultants can also discuss community health care premiums with providers and manage operations with the retirement financial portfolio coordinator.

Payroll may be part of the HR department’s wages and benefits section, but employers oversee such financial transactions as payroll in many situations.

2. Improving the relationship between an employer and an employee

In most organizations, the HR personnel and labour relations roles can be merged and managed by one professional or by two HR professionals with specialized experience in each sector.

Employee relations is the HR speciality dealing with improving the relationship shared by an employer and an employee by assessing their satisfaction, employee involvement, and managing work-related disputes.

HR relations roles may also include creating a mitigation plan to any necessary conflict, drafting a collective statement to respond to that, and understanding their concerns.

3. Ensuring workplace security

Ensuring security at work is an important responsibility allocated to HR professionals. Almost every developed country has launched one bill that obliges employers to maintain a safe workplace.

One of the primary duties of HR is to promote instructions that encourage a safe workplace to retain its secure environment. Adding to it, HR protection and risk experts also collaborate directly with HR insurance specialists to handle business workers’ compensation problems.

4. Finding the right candidates

Career specialists and recruiters’ success is usually calculated by the number of vacancies they occupy and the amount of time the process takes to pack those positions.

Recruiters who are hired as an integral part of the office – instead of firms offering staffing hiring services – play a vital role in the company’s growth and the employer’s workforce.

Their responsibilities include advertising job postings, sourcing candidates, reviewing applications, holding elementary interviews, and organizing recruiting meetings with specialists responsible for the ultimate candidate selection.

5. Offering the candidates apt training and overseeing their development

Every employer must provide its workers with the training required for their advancement, which in many situations include supplying recruits with comprehensive orientation sessions to help them progress and adjust to a new corporate culture.

Many HR offices also advise their new employees to participate in training or courses on professional development and leadership.

Leadership preparation is especially expected of recently recruited candidates who are appointed to a supervising or administration role. They are further suggested to get a good grasp of the subjects such as performance improvement and how to cope with internal relations or problems.

Professional advancement opportunities are mostly offered to employees searching for promotional opportunities or for employees who wish to accomplish personal ambitions, such as gaining a certain degree of specialization.

Initiatives such as grant assistance and education repayment programs also come under HR preparation and growth.