The organisation’s human resources department plays a crucial role in managing the hiring cycle. What does HR do? This team oversees the entire employment lifecycle. From onboarding to retention, it begins. The entire procedure, which focuses on staff planning to meet business objectives, is an outgrowth of the purely administrative position. This is also an important component that will monitor legal compliance and mould the corporate culture. 

These are the people who will assist in resolving issues among staff members and raising their level of participation. Let’s examine HR’s responsibilities, which encompass workforce safety, training, and talent acquisition. Entering and just comprehending the HR industry might yield insightful observations. It is good to learn about it in an institute and upgrade your career with the FITA Academy. Now, let’s discuss the HR responsibilities. 

Why HR Matters?

HR is more than just the people department because, in this cutthroat environment, the role of hr is essential to the business’s development and expansion. This group is responsible for developing a plan to support worker welfare and strengthen the company culture.Effective HR management ensures that the right people are assigned to the right positions.These groups are responsible for encouraging workers and ensuring that rules are followed at work.

An effective HR department leverages its staff to drive business profitability, enabling enhanced Management and innovation through ongoing education. In India, HR is essential for managing the varied workflow by adhering to intricate labour regulations that vary by region. We may see that HR needs to be more current in this expanding, dynamic environment in order to highlight employee rights and strike a balance between legal and cultural obligations.

The 8 Core HR Responsibilities 

1)Talent Acquisition & Recruitment 

This is essential to developing a solid workforce inside a company. Which will attract, identify, interview, select, and onboard competent applicants. Therefore, a job analysis will be conducted as the first step in a carefully thought-out recruitment process, which aids in creating an appropriate job description. Candidates are then identified through university interviews and recruitment websites, such as Nakuri and LinkedIn. 

For every job in India, third-party agencies are used for the interview, offer negotiation and background check procedures. To achieve these goals, third-party agencies are utilised. In the long run, this role will not only guarantee that the correct talent is employed but also ensure that the right talent is retained. This process presents particular difficulties, such as a skill gap, which is the first step in creating a workforce that is both competitive and powerful.

2) Onboarding & Employee Integration

Starting with hiring new staff members and helping them adjust to the new system, expectations, and organisational culture in their early days. Effective onboarding will increase productivity, create a sense of community, and lower early turnover. The main tasks in this process will include

• pre-boarding communication
• first-day introductions
• orientation sessions
• assigning mentors
• ensuring role clarity

Given the diversity of cultures in India, HR should help the team become more tolerant of one another by integrating the team’s organisational culture and assisting them in comprehending the values and culture of the business. The employee will have a more engaging, self-assured, and devoted onboarding experience from day one, thanks to our carefully designed process.

3) Training & Development

The person gains new knowledge and develops improved abilities during this process, which helps them excel in their current position and prepare for future opportunities. By including them in responsibilities like succession planning, employee engagement, and retention, HR can make sure that workers stay competitive in this competitive market and that the organisation keeps up with the changing industrial landscape. They have distinct works in this traning and devlopment part, they are:

• identifying skill gaps through needs assessments
• designing training programs covering both technical and soft skills
• delivering sessions via e-learning platforms
• workshops or classroom training
• offering performance coaching

Compared to all the advantages of completing this procedure. Businesses in India and many other countries face budgetary challenges, including determining the return on investment. Despite this, Indian businesses must develop a realistic training and development strategy to advance in their future expansion. By learning these from the expert trainer from the training institute in Chennai will be more helpful for any candidate who is into improving their career to the next level or who is passionate about working in the HR field.  

4) Performance Management

Through the use of this kind of structured approach, we can help employees develop in their areas of interest and assess their work by comparing it to the organisation’s goals. This will help them become more productive by giving them a good reward and identifying areas where they can improve. Growth will come from having efficient performance management in place inside the organisation.

• Goal Setting: Employees and managers should collaborate to set SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals. So that the goals can be aligned with the business objectives and individual roles.
• Performance Appraisals include methods such as annual reviews, 360-degree feedback, and continuous evaluations, which provide a well-balanced view of an employee’s performance.
• Performance Improvement Plans (PIPs) are a Structured plan designed to support underperforming employees with clear expectations, timelines, and resources for improvement.
• Recognition & Rewards are a good way to encourage by providing awards, bonuses, or public appreciation. It will help employees to boost morale and encourage high performance across teams.
• Objectivity & Feedback Culture will help employees improve their work. Additionally, ensures fair evaluations by reducing biases and enhancing employees’ value in the job market.

5) Compensation & Benefits 

To recruit and retain talent, this approach is used to provide competitive compensation structures and access to non-monetary benefits. Long-term retention, engagement, and employee happiness will all be directly impacted by this pay.

• Salary Benchmarking by analysing which offers competitive salaries which align with employee roles and market trends.
• Payroll Processing ensures compliance with Indian labour laws, including PF, ESI, and TDS, for employees.
• Bonuses & Incentives are provided to employees through performance-based programs, which are used as annual bonuses, sales incentives, or spot awards to boost motivation.
• Providing medical insurance, accidental coverage, and wellness programs to support employee well-being.
• Statutory Benefits: Ensuring that legal obligations, such as Provident Fund, gratuity, maternity leave, and ESI, are correctly implemented.
• Leave Management is also in place, ensuring that employees’ details are accompanied by clear policies for paid leave, sick leave, and holidays, thereby maintaining a work-life balance and ensuring compliance.

 6) Employee Relations 

Some of the unique roles that what does human resources do are. Employee relations must be developed for the business to focus on improving the relationships among its employees. The soft skills and critical laws about HR can be learnt from HR training courses in Chennai. Among those, some of  the beneficial outcomes of employee interactions are

• trust
• resolving conflicts 
• promoting a positive 
• Productive work environment.
• Grievance Handling 
• Conflict Resolution

7) HR Policy & Compliance 

By providing policy and compliance for the employees, the company ensures that the business operates in accordance with the law while upholding equity and uniformity in all HR procedures for the employees.

Key Points:

• Creating clear internal policies on attendance, 
• Labour Law Compliance, like the Factories Act, Shops and Establishments Act, and the POSH Act.
• Conducting audits to identify compliance gaps and strengthen HR processes.
• Maintaining up-to-date employee records for legal and operational requirements.
• Employee Awareness Programs, like policies and legal rights, are provided through training and handbooks.
• Adapting to Legal Changes so Employees Can Stay Informed about Evolving Laws and Policies.

8) Organisational Development & Change Management 

The following are some essential elements as we concentrate on improving organisational effectiveness and facilitating seamless transitions during times of change:

• Strategic Planning for Growth to align people, processes, and goals with business evolution.
• Culture Transformation Initiatives by  Promoting shared values and behaviours.
• Succession & Talent Planning 
• Change Communication Strategy
• Stakeholder engagement and buy-in are essential in the early stages of the change process, as they help build support and ensure successful implementation.

As we can see from the conclusion, human resources is a complex job that goes beyond payroll and hiring. In this blog, we have seen what does hr do? We see that HR manages every step of the hiring process, starting with talent acquisition, which shapes the company and impacts its success, culture, and employee well-being. It is an ongoing process that results in both individual development and significant organisational effect. Now is the right moment to decide if you’re new to HR or want to advance in the field, because this article will provide you with a thorough rundown of what HR is responsible for.

The workflow by adhering to intricate labour regulations that vary by region. We may see that HR needs to be more current in this expanding, dynamic environment in order to highlight employee rights and strike a balance between legal and cultural obligations.