Functions of HR department

functions of HR department

In the Department of Human Resource different activities take place, which also depenen from different companies

The main functions performed by the department are

Employment Function

This function is responsible for hiring staff and place it in the indicated vacancy, the tasks are

Job Descriptions.

Definition of professional profile.

Personnel selection.

Staff training.

Insertion of new staff.

Processing of layoffs.

Personnel management function

these are more administrative tasks:

Selection and award of contracts.

Managing payroll and social security.

Management leave, holidays, overtime, sick.

Control of absenteeism.

Disciplinary measures.

Pay function

It is design the staff remuneration system and evaluate its results. The purpose of the compensation function is the

study formulas pay, incentives and policy setting wage levels of different professional categories.

Role of human resource development

This area is responsible for the development of human resources includes the activities of creating training plans and carry them out, to study the potential of staff, assess motivation, to monitor the performance of tasks, encourage participation and study absenteeism and causes.

Role of Industrial Relations

The role of industrial relations is responsible for the resolution of labor problems. It usually develops negotiated with representatives of workers and covers topics such as recruitment, wage policy, labor disputes, collective bargaining, etc.

Also included in this function the prevention of occupational hazards, because it seeks to establish an adequate level of protection of workers' health and working conditions. balance and a pleasant working climate.

Role of Social Services

This function handles certain services created by the company or have been employed for pay to other companies. Social services are intended to benefit workers and improve the working environment. These services can be kindergartens, scholarships and

aid for studies, group life insurance, clubs and recreation centers, etc.

HUMAN TALENT IN COLOMBIA

  one of the most important parts within an organization is respect for the human being, here the importance of the performance of HR department is reflected even has changed the thought that this department is only used in the process of recruitment of personnel.

In Colombia began in the 50s with the so-called Department of Industrial Relations, focusing on the management of labor-management relations and union issues.

Then before the host of industrial psychology professional in this discipline, who with selection techniques and the extension of knowledge of their profession in other aspects of personnel management, becomes the profile indicated to perform new stems roles in human resource management.

Professionals in business and economics, lawyers, accountants, industrial engineers and psychologists have been incorporated in the work of administration staff now called Human Resources Departments.

There are different concepts in the Colombian businessman on the allocation of responsibilities functions and achievements in the area of Human Resources.

For some, it is simply a department that makes recruitment procedures and personnel administration for payroll, calling attention, sanctions and dismissals, among others.

This feature could make anyone who knows about procedures required by the labor code.

While for others, the human resource function is more complex. A previous tasks were added other more wasteful as job profiles, training and employee wellness.

But there are large companies that have the broadest view, assign additional functions related to health and safety, performance evaluation studies, wage payments, plans, benefits and management of relations with the union.

Management of Human Talent

Management of Human Talent

Within an organization is very important area of human recusrsos since this is responsible as the name idica, manage company staff.

This def is very simple and this work seems very simple, but it is actually quite complicated work as they should hire the most suitable and Administer staff q q profile meets the business needs.

Manpower planning

This is the first task, you should plan to staff is needed, for how long and which are better suited to get a production profiles.

Recruitment

once made the planning continued with the staff search through internet avisis and employment agencies.

when entering q leaves ness begins another face, the HR staff is responsible for hiring staff cupar suitable for this vacancy.

puevas respective interviews are conducted to determine the possible candidate, so if we realize this is stated to occupy the vacancy looking.

Staffing

already chosen the candidate continues to the next phase which is to perform the contract and all required forms to the appropriate afiliacionesn you are.

Staff Training

the area of human resources also is responsible for maintaining them trained to do their jobs puecan staff as well as the training of occupational hazards.

Another function of Human Resources is the management of salaries, allowances and benefits. They are responsible for making payroll, apply appropriate withholdings, prorate extra payments when necessary and generally anything that relates to the remuneration of workers.

The HR department will also manage days off and vacation periods, so that the enjoyment of the same by the workers for the company involving the least possible impairment charge.

Continuous Assessment Staff

It is also responsible for monitoring the performance of employees through evaluacione to see if they carry out their work properly. You can measure aspects such as initiative, relationship with peers or timeliness.

Management Staff Disciplinary Process

Finally, the Human Resources department is also in charge of the disciplinary process. It is they who communicated layoffs and managing the relevant compensation. They also know the process to punish the employee for the commission of a fault, apply the most appropriate of the penalty provided for in labor legislation or collective agreement