Organization of HR Department

Table of Contents:-

• Organization of HR Department
• HR Department in a Small-Scale Unit
• HR Department in a Large-Scale Unit

Organization of the HR Department

The organization of HR department involves structuring, coordinating, and overseeing the various functions and activities related to personnel management. From recruitment and talent acquisition to employee development, performance evaluation, and ensuring compliance with labour laws. The HR department directs a wide range of processes that are essential for maintaining a productive and motivated workforce in the organization.

The full form of HR is Human Resources, HR is a group of Large Companies and Institutions, and this group acts as Human Resources (HR) in the company.

All HR managers are in the HR group. A task force is formed in the organization by this group. Its purpose is to recruit new people, manage the management of the company and provide instruction to the new employees in the right way.

The place of an HR department in the total organizational structure largely depends on the size of the organization whether it is small or large.

In a small-scale organization, there will not be a separate personnel department to coordinate the activities related to the employees. The task of attending to these tasks will always be assigned to a less-positioned employee.

But in recent times such firms are seeking the services of outsiders, who are specialized in HR-related activities for a fee. It is one of the most feasible options considering the importance of handling human resource-related activities to ensure productivity and profitability.

Related Article:- Limitations of Human Resource Planning

HR Department in a Small-Scale Unit

HR department works/functions with managers to perform various tasks and duties. The size of the unit (i.e., small or large) determines the position of the HR department within the organizational structure. There is no individual HR department in small-scale units to organize personnel activities. Indeed, there may be no personnel manager. 

Payments are provided to outsiders who are well-versed in taking care of ledgers and documents associated with the provident fund, allowances, and various legal requirements of the organization. On the other hand, a lower-ranked employee may be given the duty of executing these programs. The HR department in the small-scale unit is shown in the figure:

HR Department in a Large-Scale Unit

In a large-scale industry, the human resource department is headed by the Chairman/Managing Director. His position is similar to any administrative authority. The organization has a single unit that will benefit from this structure. However, a centralized HR department is needed in the case of an organization having several production units situated in various regions of the nation. 

The HR department is responsible for handling the day-to-day tasks while the central department is responsible for handling extensive policies and administrative matters. The figure shows the HR department in a large-scale industry.

The extent of functioning and behaviour of top management towards its workforce are the factors that determine the organization of the human resource department. Nonetheless, the Director leads a standardized human resource department. The director also manages the functioning of the Manager-Personnel, Manager Administration, Manager-HRD, and Manager-Industrial Relations (IR). The size and significance of the HR department increase with the increase in demands put in by top management.

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