Reasons are:
1.Recruiting New Employees
At some point, each one business
needs to recruit new employees…whether due to growth or turnover. An
adequate recruiting process is key to an organization’s ability to grow
and succeed.
2.Administering Employment Paperwork
I know…employment
paperwork = BORING! But without it, your employees (and you!) wouldn’t
get paid, taxes wouldn’t be properly recorded and would not be available
to your staff. Don’t forget about worker’s compensation and
unemployment – those items require lots of time and paperwork. Many
small companies can be affected with these compliance-related tasks, but
it is still necessary to perform these responsibilities..
3.Training & Employee Development
When a new employee is
hired, who start the orientation session(s) in your company? Normally,
it’s the head of the employee’s department and/or the HR manager.
Without HR, new employees might fail to learn critical company policies,
and might fall short of feeling truly incorporate into the
organization’s culture. Human resources professionals often head up
other training programs such as health and safety programs for employees
also, sexual harassment or performance management training, too.
4.Compensation & Benefits Administration
When first
accepting an offer with a company, some of the basic questions asked by
new employees include “What is the salary?” and “What are the
advantages?” HR typically handles all types of employee benefits, from
insurance to educating employees about a adjustable consume account.
Medical, dental, vision, life, disability…the list of insurance types
alone can get very long. Your human resources department regulate these
policies with the broker/provider and on behalf of the employee. HR
business partners also manage advantage open enrolment for employees.
When you have an issue with insurance, or a change in deductions for a
flex account, addition, you will likely always seek out your HR guru
first. Make sure your business has a “guru” resource.
5.Employee Relations & Evaluating Performance
Lastly, but certainly, not least – HR is usually tasked with defend a
consistent and helpful performance evaluation process for employees.
This is a big one! If policies are not being followed, the HR manager,
in tie up with hiring managers/department heads, has to step in and
correct the situation…whether it’s a safety issue; or, may be an
employee not showing up to work on time.
This wheelhouse also add how
well an employee is performing his/her function. Maybe the manager
thought an employee would be a suitable for a position but it is not
working out as expected. Could that employee shine elsewhere in the
company? Performance evaluation also serves as a mechanism to review
progress, and then effectively and adequately reward those that are
doing a great job for a business.
