The Various Tasks Performed By An HR of a Company.

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There are very debates occurring regarding the importance of HR in workplaces. In earlier days the role of HR was confined to recruitment and pay cheques only. But with the changing trends in the market and rising competition among organizations, the role of HR has changed. These days the HR has become an integral part of an organization. There is role is not only about recruitment but they perform various other tasks like strategy planning, employee satisfaction, interaction and maintaining a balance between the employees and the employers.

You can have a look at the following points to get a brief idea about the various important tasks that an HR performs in order to add to the profit-earning motive of the company.

  • Maintains Transparency-One of the major roles of an HR these days is they act as the medium between the employees and the employers. They keep the employees aware of the changing policies of the company from time to time. On the other hand, they keep the employers informed about the needs and demands of the employees and their work performance from time to time.
  • Maintain a healthy rapport with the employees-Another very important role of HR these days is that they interact with the employees. Interacting with the employees ensures a healthy rapport with the employees. The employees can easily talk about the work-related problems to the HR and they can solve the problems accordingly. Interaction ensures a healthy work culture which motivates the workers to work harder and gives them adequate job satisfaction.
  • Revision of Salary-An important job role of HR these days is they closely monitor how efficiently an individual is working and they also evaluate how the particular employee is adding to the profit-earning motive of the company. The HR also reviews the market salary from time to time in order to provide the employees with appraisals.
  • Contributes towards Team-Building-These days team building has become very important.Afterall, the employees of the company must work as a team to achieve the targets efficiently and in lesser time. It is the HR who contributes towards effective team building. When the employees of an organization are working as a team, efficiency increases.
  • Employee Benefit Programs-While joining a company, an employee checks what are the additional perks that the company is providing them with.The HR does a thorough market research from time to time and provides attractive employee benefits programs in order to retain the employees for a longer period of time.
  • Evaluate the Skills of the Employees-As mentioned earlier, the job of an HR is not only about recruitment. They also evaluate thoroughly the skills and abilities of the candidates in order to hire the right employees for a particular job profile.

Therefore, it is very important for a company to hire an able HR so that they can add more to the profit-earning motive of the company. A manpower consulting company helps the organization hire the right kinds of candidates.There are many such consultancies but all of them are not reliable enough. It is very important for you to do adequate market research before hiring such services.

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Collaborative Hiring and its Advantages

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The collaborative hiring process is a different approach to the recruitment from the traditional or conventional hiring methods. In this approach, the hiring managers do not make the entire decision of the recruitment. Instead the employees and other people such as the consultants also present their opinion regarding the process and the potential candidates. In modern times, many multinational and blue chip companies have switched to this initiative of recruitment for certain profitable reasons. The pointers that make such type of hiring beneficial are listed below.

  • There are companies such as Apple, Facebook and Google who have already shifted to this model of hiring and have established the fact that this approach is directly proportional to the profitable innovation. It is an advantageous approach to the business process as a whole.
  • The key selling point of this approach is the existing employee base. Involving them in the recruitment process means increasing the visibility of the process. This augments the transparency and decision making within organization. Due to this benefit, it is usually preferable by a manpower consultancy.
  • In this approach, the employees become the face of recruitment and they are the best sales person in this scenario. Candidates tend to get more convinced about the job role and the company and there is a higher chance of accepting the offer.
  • Since, the candidates interact with the future team members before hand during the interview process; they can understand the team behavior and attitude of the work environment. It reduces the chances of unwanted friction of attitude.
  • Since there are different opinions involved in the recruitment process, it is easier to identify any existing loopholes within the system. In this the evaluation of the candidate is also performed in a more structured and effective manner.
  • The referral program becomes much more effective through this approach. It shows the value addition of the employees in the recruitment process and the efforts are also recognized in the form of rewards. This in turn increases the quality of hire as well as the volume in a positive way.
  • It contributes towards employer branding that gives a significant competitive edge in the market or industry. This initiative showcases the employee involvement in major workforce building initiative and projects an employee centric work culture of the company.
  • This directly contributes towards the productivity of the new recruit. As the team members were involved in the hiring process, they are more involved in training the new recruit and bringing him or her up to the level of essential productivity. It is helpful for the entire business process in the long run.

The collaborative hiring process increases the level of knowledge of existing employees as well. During the interview process, the exchange of questions, answers and queries help in understanding the market conditions as well the company stand point in view of the outside world from the candidate. This aids in better implementation of business strategies.

Recruitment Engineering Evolves As A Scientific Process

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Traditional recruitment process was primarily dependent on the experience of hiring professionals and gut feeling. But with time it proved to be inadequate for quality hires as the need for the organizations and corporate environment evolved drastically within a short span of time. Hence the recruitment engineering has remodelled itself as a scientific process that requires analysis and evaluation. Manpower consultancy firms stand by this fact and there are certain factors that prove this new structuring.

  • When there raises a need for hiring, a job description is prepared according to the need for the position. The traditional style of job description might have been adequate in the past but in recent times, the way job description conveys necessary information about the profile determines the flow of applications. For example, the choice of words is sometimes influential towards applications from male or female candidates. It has also been observed that male candidates apply for a job when 60% of the criteria meet according to their need. This percentage increases significantly in case of female candidates. So it is obvious that female applicants are pickier in this case. Study reveals that a company is likely to benefit from increased applications if it reveals the number of applicants statistics. Also personalized emails influence the application decisions in many cases. So the above deductions prove that recruitment is not just about intuitions, there is logical findings and analysis associated with the process.
  • The second scientific approach towards this process comes in the resume assessment and interview optimization methods. No matter how much any organization denies gender biasness still prevails in certain areas of recruitment. Male applicants are still preferred over female candidates in certain positions in terms of compensation, performance evaluation as well as promotions. Recruitment engineering has been effective towards reducing this impact to a notable level. It has influenced structured interview process that consists of well organized questions which is significant towards eradicating this bias. It helps in analyzing the entire information palette so as to assess the candidate in a complete manner without gender biasness.
  • Lastly people analytics has revolutionized the science of recruitment. Previously the recruitment process was restricted to resume analysis and interview performance. But now there are multi layered aspects to the selection process. In addition to the technical skill assessment, certain tests like Lego tests and opinion testing in terms of problem solving brings out the professional behavioural pattern of the candidate. This showcases the attitude towards work and fellow team members along with the ability to fit in the company work culture. In certain cases in can also be used to identify potential leaders who can be groomed in later years to take up decision making roles for company growth.

Recruitment engineering has been a widely accepted science in the corporate environment. Companies and recruitment agencies look in to this aspect with a more analytical viewpoint in recent times. With this progress it is anticipated to make further advancements in near future.