Are you interested in the overview, expectations and contributions of a specialist, a department head or an HR director? Their role is extremely important in any business. In fact, they build the company culture and develop talented employees for the company.
A specialist, a department head and a human resources director have very diverse roles within the organization. Depending on the size of the company, these operations may be different. In large companies, specialists, department heads and directors will have clear and distinct roles defined.
These roles provide systematic authority and responsibility to the manager, then to the director, and finally to the vice president – who leads several departments, including administration.
HR directors, and sometimes HR managers, may lead several different departments. Each employee specializing in human resources can perform other functions such as training manager, C&B manager, recruitment manager, etc.
Human resources personnel are people who not only contribute to the company but also support the employees working there. Therefore, an HR expert must know how to perfectly balance these two elements.
Human resources includes advocates for the company and the people who work there. Therefore, a good HR professional performs a constant balancing act to successfully meet both of these needs.
HR roles are changing
Today, the role of the HR professional is evolving to adapt to the needs of modern organizations. In the past, accountants often worked in other human resources roles, so human resources roles focused primarily on administrative areas such as payroll, benefits management, and timekeeping.
However, managing people in a new business is a necessary issue. The secret of senior recruitment, retention, development and talent management is one of the important aspects of building an organization.
Additionally, good human resources specialists continue to take on administrative tasks related to people in the company.
They develop systems and processes within the organization that meet the strategic human resource management needs of the company. Therefore, the process of recruiting the best team members will be done through methods ranging from referrals to social media.
These employees also buy into the company culture. It’s a completely different journey, one that continues to grow. Make sure your HR team sticks to this.
New HR roles
The role of the HR manager must parallel the growing and changing needs of the organization. Successful businesses become adaptive, flexible, and quickly change direction to be customer-centric. They recognize that organizations will be competing for senior executives in the years to come.
This brings about a change in the work environment and responds to employees’ desires for meaningful, challenging work with growth potential with a talented team leader.
In this environment, candidates recruited by HR professionals will be able to make the most of their abilities in new roles. Dave Ulrich, one of the most popular speakers and writers in the field of HR and professor at the University of Michigan, recommends three additional roles for HR managers:
• a strategic partner
• benefits sponsor
• a strategic change consultant
At the same time, human resources professionals must take responsibility for resolving employee complaints, benefits, and compensation issues. Especially in companies that do not have human resources assistant positions.
Responsibilities of human resources specialists
Depending on the size of the organization, the human resources manager is responsible for all functions that meet the needs and activities of employees within the organization, including these areas of responsibility.
• Hire staff
• Organizational development
• Performance management
• Political proposals
• Salary and benefits
• Team building and management
• Employee relations
When we ask what is the role of a specialist, a department head or a human resources director, we see that their roles are very diverse. This title is responsible for all processes and systems related to human resource systems within the organization. They must also consider nonprofit issues.
The role supporting the work of HR managers is that of supervisor. Human resources staff are working hard to develop the system. They participate in the process of building and developing corporate culture – an extremely important issue that determines the success or failure of services provided to customers.
Human resource professionals must develop skills to perform good human resource functions. Human resources jobs are constantly challenging because they not only have to balance many tasks but also grow their business.
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Short translation from Thebalancecareers.com