Human resources, what exactly do you do? definition, responsibilities and sketch
From the smallest to the largest company, whatever the size of your business, human resource management is an essential function for the success and development of your organization. In fact, it represents a driving force in implementing and managing the overall strategy in order to maintain success and achieve its goals.
What does human resource management do? What is its role and what fields of action characterize it? This article is dedicated to this key function for business success and reviews the main activities of an HR department and an HR manager.
Definition of human resource management
Human resource management (or HRM) is the set of systems put in place to organize, make good use of, and develop human resources, that is, the individuals who work in an organization.
While personnel administration focuses on purely administrative aspects, HRM is more comprehensive. It deals with the management and administration of everything related to the company's personnel, whatever their profession or status.
This personnel management also includes listening, support, and counseling, which are essential to managing all employees within the company..
What is the role of human resource management?
The main role of human resource management is to ensure the sustainability and growth of the company by intelligently employing its employees. Its role is multifaceted, being at the same time strategic, social and administrative.
Human resource management includes precise key missions:
- to strengthen the company's strategy through the implementation of a human resources policy;
- optimize the company's productivity based on its human resources, working to promote their efficiency (including skills development, motivation, etc.;)
- manage and support change ;
- organize and administer personnel on a day-to-day basis (including payroll management, administrative tasks, and compliance with legal obligations).
The trend in the HRM office is to give an increasing place to well-being in the workplace: in fact, employees increasingly demand a certain level of job satisfaction, meaning in their work, recognition, and empowerment.
What are the activities of the human resources function?
Personnel administration.
Personnel administration essentially involves administrative activities, such as
- leave and absence management,
- time management,
- payroll management,
- management of the single personnel register, etc.
Between managing labor contracts, medical examinations and social statements, and obligations related to the labor code or collective agreement, this part of human resources management requires a solid knowledge of regulatory and legislative aspects and constant updating of the latest changes in the law to ensure HR compliance.
Compensation policy, which affects both payroll and employee motivation, must be integrated into strategic plans. Developed in accordance with competitive offerings, it enables the company to remain attractive and retain its talent.
Recruitment and integration
Recruitment is one of the decisive human resources activities that directly contributes to the company's performance. It consists of identifying the company's needs and finding talent that can meet them. From defining a job description to selecting the right person, a well-structured recruitment process ensures the company's efficiency.
In addition to staff acquisition, it is also about retaining talent, starting with finding the right motivational levers and organizing their integration into the company.
The figure of the HR manager
The HR manager, i.e., the person in charge of human resources, is mainly in charge of the recruitment and selection process. Once the meeting with the top management of the company, i.e. CEOs, directors and senior managers, has taken place, the HR manager has to implement a recruitment strategy that enables harmonious development of the company and meets the need for new employees. For this reason, he or she personally handles the recruiting process or delegates the mission to selected recruiters, who are responsible for
- drafting and publishing job vacancies,
- CV screening,
- assessment centers and job interviews.
The HR manager must know how to manage the negotiation process on the points of the employment contract at the hiring stage, especially the financial aspect. In fact, he or she must be able to meet the salary requirements of the candidate selected for the position, while, however, staying within the budget range set by the company.
The HR manager is in charge of human resources management, working in tandem with HR administrators and relying on HR management software. This means that the HR Manager is responsible for managing career advancement, resignation and dismissal practices, compensation policies (salary increases, grading, bonuses, benefits...) and labor relations.
The HR Manager is also in charge of developing the company's staff development plan: he or she must manage training courses and activities with the aim of enriching and enhancing the knowledge capital of the company's employees. It is up to the HR manager to check the overall performance of the company and the level of employee satisfaction through monitoring and evaluation systems on employee performance. Based on the analysis obtained, he or she may decide to move departments from one department to another or from one task to another in which their level of productivity should perform better.
The activities performed by the HR manager
The HR Manager is responsible for controlling and following up on the following tasks:
- Management of the recruitment and selection procedure for personnel
- Management of administrative and fiscal aspects related to the HR department
- Planning of activities involving employee training and development
- Monitoring and evaluating the work done by employees and their work performance
- Devising models and strategies for managing and improving the corporate organizational chart
- Creation of employees' sense of belonging to the company through the development of a specific corporate culture
- Improving employee motivation and satisfaction rates to increase the well-being of human capital
- Managing and developing the HR department in collaboration and in line with the growth of other departments
How to Become an HR Manager?
In terms of the required university background, an HR manager should hold a degree in business or law or humanities. It can be a considerable advantage to possess certifications attesting to participation in human resource management and development courses.
When selecting an HR manager, apart from academic qualifications, the background of experience in human resources is also examined. Solid experience in this area can make a difference from other candidates, especially if carried out in medium/large companies or HR consulting firms.
The skills of an HR manager
An HR manager must exhibit certain qualities and skills to do his or her job to the best of his or her ability:
- Have a precise knowledge of personnel evaluation techniques and be familiar with performance management processes
- Be able to manage compensation and incentive systems
- Possess extensive knowledge of contract and labor laws and regulations
- be able to organize the planning of staff training and development processes
- have developed excellent interpersonal skills, listening and mediation skills
- demonstrate excellent organizational and decision-making skills
- show an aptitude for teamwork
- be able to work in a stressful and competitive environment that requires excellent problem solving skills
- be able to adapt quickly to change, showing a high rate of adaptability and flexibility
Article translated from Italian