The 5 Main Roles in Human Resource Management

Figure 01: Major roles in HR By Regina Ongkiko

An effective Human Resources (HR) management department can help provide organizational structure and the ability to meet business needs by managing your business’s most valuable asset – your employees.

Several disciplines make up the HR department, and human resources managers working at least smaller companies might perform more than one of the five main duties: 

1.Talent management

2.Compensation and benefits for employees

3.Training and development

4.HR Compliance

5.Workplace safety

We can discuss about them as follows:

                                                       1.Talent management

The talent management team in the HR department rolled up all the distinct areas under one umbrella. The talent management team is responsible for recruiting, hiring, developing, and retaining employees.

A recruiter’s success is determined by several key metrics: the number of positions they fill each year, where candidates are coming from (e.g., job postings, social media, career fairs, etc.), the time it takes to fill positions, and reasons why an applicant wasn’t hired.

Recruiters are the heavy lifters in building any company’s workforce. Employee relations or support is the area of the talent management team that is concerned with strengthening the employer-employee relationship. The talent management group is also home to HR practitioners who focus on workforce planning and management. This area includes succession planning and retention efforts across the business, from the C-suite on down. 

     

Figure 02: 10 Tips for a Successful Strategy By  Erik Van Vulpen

                                      2. Compensation and benefits for employees

 In smaller companies the compensation and benefits roles can often be overseen by one or two human resources professionals, but companies with a larger workforce will typically split up the duties. HR functions in compensation include evaluating the pay practices of competitors and establishing the compensation structure. The compensation department is also responsible for creating job descriptions in tandem with department managers, as well as working with talent management on succession planning.

                                                     

Figure 03: Employee Benefits By PCG Services.com

                                                3.Training and development

Every company wants to see its employees thrive, which means providing them with all the tools they need to succeed. These tools aren’t necessarily physical such as laptops, job-related software, or tools for a particular trade; they can include new employee orientation, leadership training programs, personal and professional development, and managerial training. Training refers to a systematic setup where employees are instructed and taught matters of technical knowledge related to their jobs.  

Today, many colleges and universities offer degrees in training and development; an instructional design degree would also be helpful in this role. It is depending on the type of employee role played at the company.

                                          

Figure 04:Training and Development in HR (source-fhlb.com)

                                                   4.HR Compliance

      HR compliance is defined as the process of aligning workplace policies with a city’s, state’s, country’s, and the world’s labor laws in sync with industry-specific regulations. In addition to policy setup, enforcing practices to follow these policies daily is also part of HR compliance.   

 When a business is out of compliance, it can result in applicants or employees filing claims based on discriminatory hiring and employment practices or hazardous working conditions. The HR compliance team is also heavily involved working in tandem with other HR practitioners- in developing all company policy that makes up the employee handbook.

Figure 05:The role of HR Compliance By Meghna Kaushal

                                                 5. Workplace Safety

Every company wants to provide a safe place to work for its employees, and the Occupational Safety and Health Act of 1970 (OSHA) actually mandates that employers provide a safe working environment for their workers. A large focus area for HR is developing and supporting safety training and maintaining federally mandated logs in the event injuries or fatalities happen at work.

                                

Figure 06:What is HR role's in safety? By Report Source 

Conclusion:

If someone wants to become an HR professional it is  needed to have a basic know-how of what all it entails. Then they can become an HR generalist or a specialist, depending on how they want to shape their career in  HR field. These 5 main roles play an important disciplines in HR management. It can be concluded that if somebody wans to be a HR professional, they should follow this 5 main roles definitely. 

References:

10 Tips for a Successful Strategy By  Erik Van Vulpen [online] Available at: https://www.softwaretrends.com/blog/the-3-major-roles-in-hr/2020/01/20/ [Accessed on 23rd Apr.2023]

Proper Differentiation between Wage and Hourly Employees is Critical  [online] Available at: https://www.pcg-services.com/proper-differentiation-between-wage-hourly-employees-critical/[Accessed on 23rd Apr.2023]

Training and Development [online] Available at: www.toppr.com/guides/business-management-and-entrepreneurship/human-resource-management/training-and-development/[Accessed on 23rd Apr.2023]

What Is HR Compliance? Definition, Checklist, Best Practices, and Key Issues [online] Available at: ttps://www.spiceworks.com/hr/hr-compliance/articles/what-is-hr-compliance/[Accessed on 23rd Apr.2023]

What Is Hr.'s Role In  Safety?[online] Available at: Https://Ireportsource.Com/Blog/What-Is-Hrs-Role-In-Safety/[Accessed on 23rd Apr.2023]

Main Functions of Human Resource Management [online] Available at:  https://talentedge.com/articles/six-main-functions-human-resource-management/[Accessed on 23rd Apr.2023]

What Is HR’s R

ole in Safety?