The human resources department is one of the most important departments in an organization. Almost all the activities of an organization revolve around the HR department. A Human resource professional must perform a lot of functions and roles in an organization towards the actualization of the corporate goals and objectives of the firm in a way to drive the organization’s vision and mission.
The core roles of a human resources person are grouped into four broad roles that must be carried out professionally. The Human resources professional must be all of these:
A STRATEGIC PARTNER TO HIS ORGANISATION.
AN ADMINISTRATIVE EXPERT.
A CHANGE AGENT.
AN EMPLOYEE CHAMPION.
As a strategic partner, the HR professional must be able to partner with the organization in developing plans that will align the human resources of the firm with the long term corporate goals and vision of the firm. He should be able to contribute to business strategy development by aligning HR jobs with strategic goals. He should be able to provide tools and create an enabling environment to actualize these goals. He is the eyes of his firm in the outside world and should be a liaison between his firm and the society, environment and government. He should be able to analyze work processes and recommend improvements where necessary. He should develop policies that will benefit the firm, Management and employees alike.
As an Administrative expert, the HR professional is expected to carry out administrative duties like providing the necessary tools needed for the organization to operate successfully. He should be able to manage the overall labour costs in his organization and plan for administrative budgets. As an administrative expert, the HR person should be an information manager. He should have at all times all data relating to employees and make same available …at all times. The HR person should be able to discover new and evolving trends that will be beneficial to the company and advise Management accordingly. He should always conduct research to find out what is obtainable in other firms that makes them tick and advise management. The HR person should be able to manage HR budgets (recruitment, selection, training and development, etc. He should be a good negotiator in times of salary decisions.
As a Change agent, he should be able to find out new ways of doing things that can move the company forward. He should be able to convince Management on the need for the change and address employees about changes. He should coordinate and facilitate the change process. He is to provide the tools and structures needed during change period. As an expert, he should be able to create a new organizational change without disrupting the firms business.
As an Employee Champion, the HR professional should be able to manage the selection, recruitment, training, development, career planning, performance management, succession planning, and Staff retention exercises. He is to determine the long term human resources needs, assess current resources and determine area of changes. He is to determine whether human resources needs can be sourced internally or externally. He is to conduct training needs assessment, to determine the type of training that will benefit the staff and organization. Conduct and arrange for trainings and determine the training results on the productivity of the firm. The HR professional manages and carries out career management in a way to align the employees’ dreams with the organizational requirements. Also as an employee champion, the HR expert is to carry out performance appraisal exercises to determine staff performances in their present responsibilities a well as determining those that will be rewarded, promoted, demoted and recognized. As an employee champion he should be involved in grievance handling and disciplinary issues in the firm. He is to handle all employee related matters like leave issues, medicals, pension matters, housing and general welfare issues.
In summary a HR professional should be able to perform the following functions; Manpower planning, recruitment, compensation and salary issues, employee development and administration, Training and career development, labour relations and discipline management, personnel transfer and movement, performance management Human resources information system, payroll, organizational development etc.