Managing a human resource department entails more than simply hiring and firing employees. The human resource department is essential in cultivating organizational development, working with business units to provide services inclusive of training staff, explaining and ensuring employment laws are followed, developing policies and job descriptions, strategic planning, performance management, recruitment and keeping the workplace environment safe.
Instructions
1. Define HR's role and pinpoint the organization's HR needs. Understand the role and function of the HR department by determining the human resource needs within the organization in accordance with the mission, goals, values, and objectives of the organization. Smaller businesses have different HR needs than larger corporations. New startup companies have different HR needs then mature organizations that have been in business for several years. Nonprofit organizations have different HR needs than for profit organizations or governmental public sector units. Nonunion environments have different HR needs than union environments.
2. Do strategic planning. After determining the role of HR and the HR needs of the organization, begin establishing a method of how the needs are to be met by putting in place a strategic plan. If the organization is in the startup mode, the HR strategic plan will consist of focusing on the recruitment of experienced well-trained personnel, development of employment policies, creating new hire orientation processes, developing job descriptions and coming up with compensation and benefits packages. If the organization is mature, HR's strategic plan will consist of monitoring performance, implementing training programs, community involvement, retaining employees, succession planning and facilitating rewards and recognition programs, coordinating employee events such as staff picnics, etc., conducting employee satisfaction surveys, making sure business unit HR needs are met.
3. Designate and select HR Staff. Depending on the size and type of organization, the HR department will consist of staff persons ranging from HR generalists, analyst, recruiters, clerks, administrative assistants, compensation and benefits manager, training manager, labor relations representative, project managers, HRIS administrators, risk management representative, payroll administrator, and HR director. Upon determining the organizational needs and development of a strategic plan, an HR staff should be selected and hired to implement the strategic plan and help internal business units with their HR needs. HR staff skills should be able to conduct HR audits maintain and keep employment records, be well versed in employment laws, write job descriptions, conduct job analysis, handle negotiations, interview applicants, write policies, and be well experienced in handling company mergers, layoffs, downsizing, project management and managing computer data related to Human Resource Information Systems (HRIS). Also their education should consist of bachelor's or master's degrees in human resource administration, or human resource management. Some staff may be required to have professional HR certifications.
4. Implement a method for record keeping and HR systems management. The HR department has many confidential records and files to maintain. These records can be kept electronically and or hard copies stored in a secure area. The HR Manager should be responsible for selecting a records management system for both hard copy records and electronic records. Popular electronic systems are People Soft, GreenTree and ABRA.
5. Keep updated and abreast of employment laws. The HR staff should continue to keep updated and abreast of employment and HR Laws in order to keep the organization operating legally. Important HR laws include the Fair Labor Standards Act (FLSA), Title VII, Age Discrimination (ADEA), Equal Pay Act (EPA), 1866 Civil Rights Act, Family & Medical Leave Act (FMLA), Americans with Disabilities Act (ADA), ADA - Public Accommodations, Executive Orders 11246 & 11478, Drug-Free Workplace Act, National Labor Relations Act (NLRA), Byrnes Act, Worker Adjustment & Retraining Act (WARN), Rights of Servicement (USERRA), Occupational Safety & Health Act (OSHA), Immigration Reform & Control Act (IRCA), Health Maintenance Organization Act (HMO), Employee Retirement Income Security Act (ERISA), Consolidated Omnibus Budget Reconciliation Act (COBRA), Health Insurance Portability (HIPAA), New Hire Reporting, Electronic Communications Privacy Act (ECPA), Consumer Credit Protection Act (CCPA), Fair Credit Reporting Act (FCRA), Federal Bankruptcy Code, Jury Systems Improvement Act, Employee Polygraph Protection Act and Export Administration Act of 1977.
