HomeHome SearchSearch MenuMenu Our productsOur products

Roles of HR: What HR should and shouldn't be doing

by , 07 October 2013
Your Human Resources (HR) department is crucial to the success of your business. Read on to discover what HR should and shouldn't be doing so you can transform your HR department's role and let it make a real difference to your company.

HR must play a role in any activity that involves the attraction, development, management and retention of employees in an organisation, says the Practical Guide to Human Resources Management.

Examples of the role it plays include:

  • Organisational design and structure
  • Recruitment, selection and induction
  • Employee wellbeing
  • Organisational climate and culture
  • Employee development (for example, training, development, coaching)
  • Performance management and improvement
  • Change management
  • Employee relations
  • Remuneration, recognition and reward
  • Talent management and retention

But the Practical Guide to Human Resources Management cautions that while your HR department may carry out any of the roles listed above; it doesn't add value to your company because of how it executes these roles.

Here's what HR should be doing to make a difference to your business

  • HR must provide valuable advice to managers on organisational structuring, as well as the roles and responsibilities of positions.
  • HR must provide valuable advice to managers on candidates that are a good fit for the position, organisation and team.
  • Your HR department must provide an integrated induction programme that orientates and integrates new employees to the company.
  • HR must address assess if training courses and workshops add value to teams, individuals and the organisation.
  • Your HR department must establish an integrated HR Information System (HRIS). The system will update and maintain employee data automatically and provide management with the information they need at the push of a button. This will free up HR's time so they can spend it on more value-adding HR initiatives and provide valuable HR information to management.
  • HR must drive the e implementation of change initiatives and best practices in HR management.

Now that you know what your HR department should be doing, do you know what it shouldn't be doing?

What HR shouldn't be doing:

  • Maintaining the status quo and not addressing company or employee needs.
  • Taking over the role of managers (for example, addressing performance problems of individuals).
  • Continuously running around getting information for management reports.
  • Sending employees on standard training courses or teams on team building workshops that don't address their needs or doesn't offer any return on investment.
  • Attending to grievances and disciplinary hearings indefinitely.
  • Seeing induction as merely a half a day briefing session of new employees.
  • Merely passing on packs of CVs – wasting managers' valuable time to sift through applicants that don't even meet the minimum requirements of the job
  • Merely acting as a post office for obtaining requests and job descriptions to fill vacancies.

By knowing what HR should and shouldn't be doing, you can transform your HR department's role so it can make a difference to your company.

Vote article

Roles of HR: What HR should and shouldn't be doing
Note: 5 of 1 vote

Related articles

Related articles

Related Products