What Is The Role Of A Hr Manager – HR has many important functions in the organization This includes recruitment, performance management, learning and development and many more Overall, there are 12 main functions of human resource management

If we want to understand the function of human resources, we need to understand what human resource management (HRM) is.

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According to Storey (1995), HRM is a distinct approach to employment management that seeks to achieve competitive advantage through the strategic deployment of a highly committed and skilled workforce using an integrated array of cultural, structural and personnel techniques.

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In this article, we’ll go over 12 human resources functions and explain how they can help organizations move forward. These functions are:

The first HR task is to know the future needs of the organization What kind of people does the organization need and how many? Knowing this will shape recruitment, selection, performance management, learning and development and other human resource functions

In short, human resource planning is a continuous, data-driven process that ensures that the organization has the right people in the right places to achieve its strategic goals.

Attracting people usually starts with an employer brand In fact, businesses with excellent employer brands receive 50% more qualified applicants Clearly, there are many advantages to being an attractive employer – just as it is the other way around A good example of this is the tobacco industry which struggles to attract talent due to its tarnished reputation.

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With a strong employer brand and the right sourcing strategies, you’re halfway there Once candidates apply, the selection process is an HR tool to select the best-qualified and most likely candidates A selection process is essential to creating an effective hire, as poor hires can reduce productivity by up to 36%

Technological developments in the field of recruiting continue at a rapid pace, and as a result, there are a variety of recruiting tools for each part of your recruiting funnel. 3. Performance management

Performance management is essential in ensuring that workers remain productive and engaged Good performance management includes strong leadership, clear goal setting and open feedback

While (bi)annual performance reviews in which employees are reviewed by their managers are still common, 69% of HR professionals believe that in the near future performance management will become more frequent and include natural conversations.

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360-degree feedback is also gaining popularity as a performance management tool With this type of feedback, peers, managers, subordinates, and sometimes customers review the employee’s performance, which can be very helpful in uncovering areas of potential improvement.

Performance management is also a tool for bridging the gap between the workforce you have today and the workforce you want tomorrow by helping employees develop future-ready skills and abilities. 4. Education and Development

Enabling employees to develop the skills they need for the future is an essential responsibility for HR. | This is also related to the first HR function we listed, human resource planning, in which HR bridges the gap between the workforce today and the workforce needed in the near future.

Traditionally, organizations have a specific budget for learning and development This budget is then distributed among its employees In some countries these charges are mandatory For example, companies with an annual wage bill of more than £3 million in the UK set aside 0.5% for the vocational education of their employees. %% offers mandatory rates

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In other countries, such as Belgium and the Netherlands, L&D falls under the responsibility of the employer to take care of its employees. In the third group of countries like the USA, it is almost an irregular area

Despite differences in regulations, almost all employers understand the value of investing in the (future) skills of their employees. It is the responsibility of the HR department to steer these efforts in the right direction. is What’s more, HR plays an important role in developing leaders and managers, which is one of the key HR trends for 2023.

According to Janice Burns, chief people officer at DeGrade, organizations need to balance economic factors and prioritize value opportunities, investing in employee skills and ultimately maintaining value for the organization.

“Creating a place where employees can thrive is not only about overall benefits but also about meeting individual needs Employees, more than ever, are looking for ways to better themselves for their professional future Employers who provide L&D resources to improve skills are creating an environment of excitement and investment in their employees – empowering them for their future endeavors, explains Burns. 5. Career planning

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The fifth function of human resource management is career planning, guidance, and development for employees, collectively referred to as career paths.

Showing employees how their ambitions can be aligned with the company’s future helps engage and retain them. Organizations benefit from better succession planning, higher productivity and a stronger employer brand

“Organizations often prefer to source talent internally, promoting employees whenever possible,” says Ben Swanke, business psychologist at The Test Partnership.

“However, this approach only works when your employees have the ability to move forward by demonstrating the necessary abilities, skills and knowledge. By considering possible career trajectories, HR practitioners can ensure that their workers are well-equipped to advance in their existing roles and protect them from seeking external talent.

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Performance appraisal is a technical aspect of HR It involves comparing different parts of the overall HR function This may include the quality and availability of workers, job location, working hours, economic situation, job responsibilities, and how much value a job adds to your organization. The idea behind job evaluation is that similar tasks should be equally rewarded

Functional evaluation ensures the HR department that the company is successful both at the strategic level and with service delivery and support. That way, the company is able to deliver the required level of service while operating strategically 7. Awards

Rewarding employees for their work is another essential HR function Compensation and benefits are integral to attracting the right type of candidate for the role and the company These will vary across regions, countries and cultures In some countries, such as the United States, health insurance is often part of a job offer However, in countries such as the UK, where the public health system provides the majority of healthcare, this is not as common.

The total reward framework suggests that rewards are more than just money and other monetary benefits They can also be relational and psychological

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Rewards include salary but also growth and career opportunities, status, recognition, a good organizational culture and a satisfactory work-life balance. For example, wonderful colleagues and meaningful work also reward employees Financial rewards of employment consist of financial rewards and other (secondary) benefits

The Employee Value Proposition (EVP) summarizes all these aspects Your company’s EVP is different from the external image and brand It is the image that a company reflects on its employees The reward is much more than just financial A non-exhaustive overview of the total award:

75% of organizations expect compensation to become more challenging in the near future and only 53% are very confident about their total reward package. Designing a total rewards strategy is up to the HR and compensation and benefits teams that work for their employees and the business.

Tasks 1 to 7 are all called talent management; They aim to attract, develop, motivate and retain (high-performing) employees. 8. Industrial relations

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Another function of HR is to maintain and cultivate relationships with labor unions and other organizations and their members.

Unionization is still prevalent in Europe, although it is declining overall The most recent data showed that 92.2% of workers in Iceland were members of a union and 67% in Denmark. However, the UK and Estonia had 23.5% and 6% of employees respectively. In the United States, trade union membership is low, with 10.1% of workers being members.

Maintaining good relations with unions will help identify and resolve potential conflicts early and can be beneficial even in more difficult economic times when layoffs or other actions are necessary. 9. Employee Participation and Communication

According to Dave Ulich, one of the most important roles of HR is to be a credible advocate for employees Employees need to be informed and heard on a variety of issues relevant to them Communication involves the dissemination of information regarding employees

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Being a people advocate is one of the four core HR competencies we’ve identified for the future of HR workshops People advocacy includes culture building, people practices and a workplace champion and communication specialist.

Linda Schafer, chief people and operations officer at Czech, highlighted the importance of HR’s communications function

HR plays an important role in creating and enforcing health and safety regulations Making these regulations a part of the company culture is a key function of HR

A famous example is power and petrochemical company cells where stairwells are prohibited by holding railings – even in the company’s HQ. It is part of the shell

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