Key functional areas of HR

1. External factors are those issues the
organization has no direct control over;
however, they may impact positively or
negatively in the HR performance.
In this sense, the stability and
profitability of an organization depend
on its ability to identify and respond to
changes in the external environment,
which are inevitable. Therefore, having
the knowledge to deal with what
happens unexpectedly can mean the
difference between an organization's
survival or extinction.
EXTERNAL FACTORS
In addition to managing internal factors, the
HR professional needs to consider the
outside forces that may affect the
organization.
EMPLOYEE RELATIONS
Nowadays, labor relations are the key to the
growth of any organization due to the link
created between the organization and its
employees, which, when is implemented
correctly, promotes productivity.
By having good labor relations, an
organization is more likely to attract
highly qualified employees, ensure
an excellent working environment,
and adapt to the challenges that
external factors could have. They
also encourage innovation and
creativity in solving issues relevant
to the organization.
SUCCESSFUL EMPLOYEE
COMMUNICATION
Any human activity is developed through
communication, and organizations are no
exception, as it is one of the most
important elements for the organization's
development.
HR professionals must be aware of worker
protection requirements and ensure the
workplace meets federal and union
standards, preventing injuries and illnesses
caused by working conditions and
protecting and guaranteeing employees'
health.
Its objective is to improve working
conditions, work environment, and health,
which seeks to maintain the physical,
mental and social well-being of employees.
HEALTH AND SAFETY
Workers' protection encompasses the social,
mental, and physical well-being of everyone in
the organization.
After identifying the needs, in terms of
HR, the staffing process seeks to adopt
measures, apply techniques, and use tools
to select the right people to meet and
satisfy those needs.
There are four main steps for developing
a suitable process:
Development of a staffing plan.
Development of policies to encourage
multiculturalism and diversity.
Recruitment.
Selection.
STAFFING
Focuses on the entire process from posting a
job to negotiating a salary package.
The administration of an organization
implies a series of responsibilities and
obligations, so to manage it correctly, it is
necessary to establish rules that govern the
organizational activity, defining its principles
and mode of behavior.
One of the advantages of establishing
organizational policies is that employees
have protocols for acting in a given
situation, which, in the event of non-
compliance, may result in sanctions,
depending on the seriousness of the matter.
DEVELOPMENT OF
WORKPLACE POLICIES
The HR department should not and cannot
work alone, as it needs the support of the
rest of the organization's departments.
It is one of the roles of the HR
department to have formal programs
and procedures for granting
compensation to its employees,
considering the existence of an
optimal cost-benefit relationship for
the organization.
COMPENSATION AND
BENEFITS
ADMINISTRATION
Refers to the principles and techniques for
ensuring that the total compensation received
by an employee, in exchange for performing
their job, is adequate.
RETENTION
Allows the identification of personnel
located in key positions within the
organization to carry out actions to
guarantee their permanence in the
organization.
TRAINING AND
DEVELOPMENT
Facilitates the employees to plan, improve and
perform their activities more efficiently, in
collaboration with other members for the
organization's benefit.
The HR department seeks to implement
administrative practices aimed at not
losing employees who, due to their
functions, are indispensable to the
organization because of the implicit
knowledge they have about the operation
of the same. Therefore, its employees
must be satisfied to perform productively,
efficiently, and oriented to fulfill
organizational objectives.
DEALING WITH LAWS
AFFECTING
EMPLOYMENT
HR professionals must decide about what
can have serious legal consequences, so
knowledge of common HR-related laws
gives the confidence to make these
decisions or know when to contact
outside counsel.
In this order, HR professionals with legal
expertise have a competitive advantage
by minimizing the organization's exposure
to legal risk.
Moreover the legal environment of HRM is
changing, so its important to be aware of
these changes.
The HR professionals represent the main gear in any organization since their functions
allow for properly managing personnel activities, aligning them to benefit the
organization's objectives. In this sense, every organization is a human structure, so its
success or failure is the result of the efforts of the human beings that compose it.
In this way, the HR professionals core roles can be summarized as:
Huma Resource Manage
THE ROLES OF
HR professionals must be aware of all the
laws that affect workplace.
In organizations, the positive effects of
communication are evident in improving its
competitiveness and adapting to the
changes that occur in its environment to
ensure the fulfillment of organizational
objectives.
In addition, the existence of solid
communication fosters employee motivation,
commitment, and teamwork by creating an
inclusive work environment.
The HR department is responsible for
executing measures that enhance the skills
and knowledge of the personnel that make up
the organization to which they belong. In
addition to ensuring that they are sufficiently
trained to perform their activities and face the
new challenges that the environment
demands.
Therefore, investing in training personnel will
enhance their development and facilitate the
achievement of organizational objectives.