The support businesses enjoy from the Human Resource (HR) department is multi-layered. Moreover, its effective delivery is based on a bespoke approach. That is why getting it right for the start is vital. However, the starting point may vary from one business to the other. HR is always there to safeguard, support, advise, and implement, whether for a transitioning company or a start-up.
What Is HR?
HR Dept (Human Resources) is unique to each organisation or company. It is an individual department that can cover the following:
• Organisational design
• Workforce recruitment and hiring
• Employee performance management
• Employee training and development
• On-boarding and induction
• Staff motivation and engagement
• Employee benefits, compensation, and rewards
• Communications and more
Some companies will include payroll and pensions as part of HR.
The tasks carried out by the Human Resources department within a business or organisation depend on the organisation’s or business’ brand and uniqueness, considering things like its location, size, budget, and culture.
HR Is An Inclusive Term
Every workforce in a company or organisation is made up of different people, meaning it is a mix of skills and knowledge. Therefore, Human Resources must cover such diversity to ensure it meets the people-related demands within the business. HR has evolved over the years. HR professionals have speciality qualifications like a degree from a Human Resources Chartered Institute. As such, they are professionals with an in-depth understanding of business management practices and the laws that govern employee recruitment. Moreover, they are aware of what it takes to work with senior business leaders when developing plans and strategies.
What Is The Core Function Of HR?
Ideally, the Human Resources department in any organisation or company is concerned with the following:
I. Staffing: Making sure the right people come on board and at the right place and time.
II. Employee turnover: Keep the workforce motivated via things like career training and development, job satisfaction, and better wages and benefits.
III. Productivity: Ensuring that the staff is knowledgeable and aptly skilled to perform optimally.
The three core functions have a host of roles and specialisms. They are broad and require diverse knowledge regarding how to work within an organisation of any size or speciality. That is why the HR department handles areas like Compensation and Benefits, Business Information Analysis, Recruitment and Pensions, Organisational Development, and Talent Management.
How Does HR Add Value To Businesses And Organisations?
As an employee, you have to work with people (individuals or groups), which can be challenging. It requires experience and knowledge-based solutions, which you may lack. Therefore, you should consider bringing onboard professional that can help you handle such matters.
Having HR support will make things less complicated for you. It also will be a value-adding investment for your company or organisation. HR can significantly impact the business’ life-cycle, from start-up to being established, growing to change of operations.
Staffing And The UK’s Laws And Legislation
We are referencing the UK because Brexit’s long-term effects on the UK employment legislation are still unclear. However, there are few indications to suggest that EU legislation will be maintained with the transition. UK law has absorbed much of the EU legislation; thus, projected changes of the same within the UK law will be done individually.
