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.
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..
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.
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.
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.
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.
