Hate HR ? Then You must read this !

I recently watched a reel on Instagram where the anchor asks everyone which section they would fire if they owned a business and there was a recession. I was surprised to hear "HR" from everyone. Since I work in human resources, many of my non-HR colleagues have shared this reel with me and have inquired as to why my field is so despised. This article is for all of my peers and those who despise the human resources department and think that our department is pointless.

Although everyone recognizes their importance, very few workers are aware of why human resources (HR) may be the most perplexing division in your entire company.

What does HR do then?

There is a significant difference between a thriving human resources department that supports the expansion of the business and a disengaged HR that resides in the organisation's cellar archives and only appears during the annual holiday party.

Here is a detailed explanation of what the HR department does (or ought to be doing) to address employee requirements.

What does HR do ?

The HR (Human Resources) department, in its most basic form, is a team in charge of managing the employee life cycle (i.e., recruiting, hiring, on boarding, training, and terminating workers) and handling benefit administration.

Why are human resources necessary?

Any employee who is asked what an HR department does will likely give you a response that centers around the most upsetting aspects of the job: HR violations, layoffs, and firing. However, the reality is that human resources exist to assist workers. It serves as a resource for people, quite practically.

Here are a few tasks that your HR staff members perform on a daily basis without your knowledge.

1. Recruit candidates

HR needs to understand the organization’s needs and make sure those needs are met when recruiting for new positions. It’s not as simple as just throwing an ad up on Indeed: you’ll need to analyze the market, consult stakeholders, and manage budgets.?

Then, once the role is advertised, more research needs to be done to make sure that the right candidates are being attracted and presented. Recruiting is a massive—and costly—undertaking; the right candidate can revitalize an entire organization, but the wrong candidate can upend operations.

2. Handle Payments

Payroll is a unique creature. Taxes and hourly wages must be computed and tallied every paycheck. In addition to adding raises and incentives, expenses must be reimbursed. If you think paying taxes once a year is tedious, try working in human resources where you have to ensure they are correctly withheld each pay period.

3. Hiring

The organisation of interviews, managing the recruiting process, and integrating new hires are all responsibilities of human resources. Additionally, they are in charge of ensuring that all hiring-related paperwork is completed and that the first day and every consecutive day are successfully navigated.

4. Implement disciplinary measures

Perhaps because of this duty, HR often gets a bad rap. Discipline procedures that are handled improperly might result in the termination of an important employee, as well as litigation or a bad reputation. But when carried out properly, disciplinary action can help an individual succeed.

For instance, HR could intervene and look into the cause of an employee's persistent tardiness if the employer detects that the individual is often late and does so despite receiving multiple warnings. It might be an opportunity to provide the employee with advantages like counselling or more resources to teach them how to be punctual. Instead than bearing the expense of dismissal.

On the other side, there are situations when disciplinary action isn't the best option and a worker needs to be let go. The greatest human resources departments are able to identify when a worker isn't a good fit for a company and would be happier working for another. It is up to HR to establish a solid enough rapport with managers and staff members to assess a team's cohesion and general health.

5. Refresh policies

Every year, as the organisation changes, policies need to be revised (or at least reviewed). It is HR's responsibility to formally update policies and propose modifications when they are no longer beneficial to the business or the employees. A policy should occasionally be revised in response to an event. In every case, HR should be consulted before making these choices.

6. Keep employee records current

The keeping of HR records is required by law. Employers can use these information to analyse demographic data, fill skill shortages in the hiring process, and stay in compliance with laws. Each employee's personal information and emergency contacts are also included.

7. Direct advantage examination

Remaining cutthroat is of prime significance while attempting to draw in the best ability. A promising volunteer might pick an alternate organization with lesser compensation on the off chance that the advantages are more appealing. HR ought to regularly examine comparable organizations to check whether their advantages are competitive.

How does HR assist staff members?

In addition to the seven instances mentioned above, which are mostly operational duties, HR does the following less quantitative tasks: It is there to promote employee success.

After all, a company's greatest asset is always its workforce. Protecting their well being is therefore of highest significance. Here are four ways that HR supports workers' emotional and professional needs

1. Giving vocation development

Stagnation is terrible for business, and keeping your best representatives with the company is brilliant. HR can give vocation ways to assist with directing every representative to a long future inside the organization. HR can then check in occasionally to additional aide workers on their profession ways.

2. Providing lifelong learning

Sometimes, the aforementioned job advancement calls for additional training. HR can aid in deciding which classes and training programmes would be appropriate for an employee on his or her chosen professional path. Your company may offer educational assistance. Also, HR can collaborate with managers to make sure that the employee's work schedule is accommodating enough for them to attend classes.

3. Supporting and educating managers

No one is born a manager. They are produced. In order to ensure that departments and teams are as healthy and functional as possible, HR can assist in providing management counsel to managers. This can entail recurrently sending managers to official retreats and training's.

4. Promoting well being and health

It's critical to keep in mind that workers are individuals. They will require assistance dealing with mental illness, medical problems, debt, pregnancies, adoption, and a variety of other life events. Any of these situations, as well as others, can be supported by HR for employees.

To all the haters out there, every profession is equally important. Before you judge someone, consider how difficult it would be if you were in their shoes.