Organization of HR Department

The full form of HR is Human Resources, HR is a group of Large Companies and Institutions, 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 lesser 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.


HR department works/functions with managers for performing 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.

Organisational setup of HR Department

Figure: HR Department in a Small-Scale Unit


In a large-scale industry, the human resource department is headed by Chairman/Managing Director. His position is similar to any administrative authority. The organization has a single unit that will be benefited from this structure. But, 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 to handle 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 large-scale industry.

Organisational setup of HR Department

Figure: HR Department in a Large-Scale Unit


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. Director also manages the functioning of the Manager-Personnel, Manager Administration, Manager-HRD, and Manager-Industrial Relations (IR). Size and significance of the HR department increase with the increase in demands put in by top management.



Importance of the HR Department  

The HR department ensures that there is optimum utilization of human resources. The department assigns specific tasks to the employees based on their knowledge, skill sets, and abilities. It ensures that all the employees perform the assigned work most efficiently.


Importance of Human Resource Management (HRM) – 

Human resource management becomes important for a business organization due to the following reasons.
Objective:

  • Human resource management helps a company to achieve its objective promptly by creating a positive attitude among the workers.
  • Minimizing wastage and optimum utilization of resources etc.

1. Facilitates professional development: 

  • Due to proper HR policies, the employees are well trained and this makes them ready for promotion in the future.
  • Their talents can be utilized not only in the company in which they are currently working but also in other companies that employees may join in the future.

2. Better relationship between union and management:

  • Healthy human resource management practices can help the organization maintain co-relation with unions.
  • The union members start to feel that the company is also interested in the workers and will not go against them, hence, the chances of going on strike become very less.


3. Helps a person to work in a team or group:
  • Effective HR exercises teach teamwork and adjustment to individuals. Individuals are now very comfortable while working in a team and thus teamwork improves.

4. Identifies the individual for the future:

  • As employees are continuously trained, they are prepared to meet the requirements of the job.
  • The organization is also able to identify potential employees who can be promoted to top-level positions in the future.
  • Thus one benefit of HRM is making people future-ready.

5. Allotting the job to the right person:

  • If proper recruitment and selection methods are followed, the organization will be able to select the right person for the right job.
  • When this happens the number of people leaving the job will be reduced as they will be satisfied with their work which will reduce the labour turnover.

Role of Human Resource Manager (HR)

  • What is the work of HR and what is the work of HR, know what is the role of an HR manager. It is a group of managers who provide structured guidance for recruitment, management, and people in a company. This is the most important department in any company.
  • Human resource management (HRM) considers every employee an asset to the company as they increase a company’s workforce. A company is more likely to be successful if it manages all of its employees well.

Skills to be an HR

  • For HR, the candidate must be collaborative, such as the ability to work well with people both within and outside the organization.
  • HR requires a candidate to be a decisive thinker such as analyzing information rapidly and using it to make sound decisions.
  • A candidate for HR must be personally credible such as an expert in both HR and commercial issues and takes a professional approach.
  • The candidate for HR should have courage and challenge nature to speak up and challenge others even in the face of resistance or odd situations.

Qualification for HR
For human resource management, one must have a master’s degree in human resource management. Following are the courses specifically for HR:

  • Masters of Human Resource Management (MHRM)
  • Post-Graduate Diploma in Human Resource Management (PGDHRM)
  • Post-Graduate Diploma in Human Resource Development (PGDHRD)
  • Masters of Human Resource & Organizational Development (MHROD)
Activities of Human Resource Manager (HR)

  • Determining employee needs.
  • Determining whether to hire temporary employees or permanent employees to fill the company’s needs.
  • Recruit and train the best employees.
  • Supervise the work.
  • Managing employee relations, unions, and collective bargaining.
  • Prepare employee records and personal policies.
  • Ensuring high performance for the company.
  • Managing employee benefits and compensation.
  • Ensuring equal opportunities for employees.
  • Dealing with all employees without any discrimination.
  • Ensuring that human resource practices conform to various regulations.
  • Motivating employees.


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