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IMPORTANCE OF CAREERS IN HUMAN RESOURCE MANAGEMENT - Coggle Diagram
IMPORTANCE OF CAREERS IN HUMAN RESOURCE MANAGEMENT
A HR department is instrumental in ensuring the stability of a company through people management, individual, and group training. It is their role to keep abreast of changing company requirements and to effectively facilitate the relationship between managers and employees.
The importance of human resources within a company cannot be undervalued – the department plays a key part in how a business performs
ROLES
Recruitment
The major responsibilities of a HR manager is to recruit personnel. The success of an organisation largely depends on the workforce employed, so it is essential that the right people are hired for the right role.
Communication
Good communication skills and excellent management skills are key to successful human resource management as well as general management.
Staff training and development
Most organizations will have dedicated training for employees, from new hire induction training to providing leadership training to promoted staff members, and everything in between.Promoting employee development can play a significant role in staff retention and engagement and is a vital part of how a successful organization operates.
Health and safety
Promoting a safe workplace also comes under the realm of the HR. In this role, the HR is responsible for ensuring an organization complies with all health and safety legislation, that employee safety training is kept up to date and that workplace safety records are maintained. Promoting workplace safety is a necessary task in any organization, but it can often fall to the bottom of the priority list when employees are busy. HR can keep details fresh through regular communication; using video can be a good idea to capture attention and highlight particular guidelines.
Human resource management functions and
responsibilities
Functions
Planning for the Future
HR prioritize long-term planning for an organization. For example, they’ll cater recruitment strategies around the kinds of talent that an organization needs not only to succeed now, but in ten years, or even twenty years.
Succession Planning
The notion of planning for the future was already discussed in this blog. Given the impact that long-term vision has on a company, HR should work alongside other leadership staff to earmark top-performing talent in entry-level and different non-management positions. From there, there’s a need to create a plan around fostering this talent’s growth in the company.
Responsibilities
Provide Employees With Career Assistance
HR take an active role in helping employees advance their careers. Instead of simply grading employees on a checklist of performance points, modern human resource specialists help workers identify areas for improvement and develop specific action steps. By helping employees with career development, modern HR gain deeper insight into available human capital and the availability of internal candidates for potential role succession
Identifying employment needs
performing a thorough job
analysis for each position within a company. Before a businesscreates a new job posting, they’ll typically work closely with the HR to determine the scope and objectives of the roles