Human Resources Department functions typically include:
Human Resource Planning involves developing strategies and tactics to retain key employees, place qualified new employees into job openings as they occur, reduce excess work force, administer benefits, promote diversity, support employee development and appraise employee performance. In large organizations, Human Resource departments may report to and receive strategic planning inputs from both divisional management and a centralized Human Resources organization. Benefits Administration involves the selection and delivery of pay and non-pay benefits for the work force. This includes identification of alternate benefit sources, benchmarking compensation at comparable organizations and coordinating with Financial Management for effective benefit delivery. In many cases, benefits administration involves delivering training to help employees discriminate between benefit alternatives. Divisional Human Resource departments in large organizations may have multiple sources for guidelines in benefits administration. Justification for staffing (in- and out-placement) activity in organizations is primarily initiated during the planning process. During planning, tasks are identified, resources estimated and budgets prepared. Once additional head count is justified, the hiring manager prepares a job requisition. Human Resources identifies candidates from a variety of sources and screens their experience and references. Depending upon the entry level and expected responsibilities of the candidate, several levels of interviewing may occur. Once the hiring manager selects the preferred candidate, a package of benefits called a job offer is developed and delivered. Human Resources may also be responsible for new employee orientation. If the planning process identifies an excessively large work force, Human Resources may be called upon for out-placement. In the out-placement process, Human Resources helps develop a severance package, identifies external job opportunities and supports prioritization of employees within a job function. Once again, staffing activities in a divisional Human Resources department may be influenced by the activities of other divisions and centralized HR in large organizations. Employee Development and Appraisal are coupled activities. Employee development is the planning of expectations and goals for the individual employee. Divisional and centralized Human Resources departments may directly offer or identify approved sources of training that employees identify in their development plans. Appraisal is the process of comparing the employee with those goals and expectations. Sources for employee goals and expectations include:
Additional References
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