Human resource management refers to a range of responsibilities involving planning, directing, organizing, monitoring and controlling a workforce strategically through integrated structural, cultural, and planning techniques. IIM HRM trains its participants in the various facets and skills required in human resources management. To enrol in IIM HRM, the requirements for human resources courses are minimal. To be eligible, you must be a graduate in any subject from a certified university and you must be proficient in writing and speaking the English language.

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The responsibilities wielded by human resources departments in businesses and organizations are numerous. The compatibility of an employee to the employers rests on how well the HR department can manage expectations. It is the job of human resource managers to squeeze the best out of a company’s workforce. The future success of an organization rests on the efficiency with which its HR department can work.


12 Key Roles and Responsibilities of HR in Organization 2022

The following are the functions and the key responsibilities of a human resources management department:-


1. Compliance and Labour Laws

Labour laws are the beginning and a fundamental aspect of human resources management. Labour laws and compliance determine the relationship between employer and employee. Both the protection of the employee and of the company is the responsibility of human resources management departments. Protocols laid down at the beginning of an agreement must be adhered to. HR departments have to negotiate this agreement so that it is smooth sailing for both parties afterwards.


2. Human Resources Management and Planning

Human resources planning is akin to workforce planning. It is a strategic decision-making process and handles a company’s future planning. It anticipates market changes with regard to technological advancements etc. and focuses on building a pipeline of human resources for future projects. It aligns the current workforce to the organization’s vision and goals.


3. Recruitment and Selection

After estimating the workforce requirements, a strategic selection and recruitment process follows. The things to be factored in during recruitment are location, skills, senior management, temporary or permanent recruitment. Companies invest in recruitment agencies to make the process faster. Clear-cut expectations on roles and responsibilities are to be set by companies by way of job descriptions.


4. Performance Management System

Performance management is a foremost human resource function. The aim is to ensure productivity. Performance should be reviewed under a set of parameters called appraisals on a bi-annual or yearly basis. The performance management system is designed to identify the gaps in performances that can be filled with training or skill enhancement.

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5. Training and Development

Training and development promise growth. Development training either focuses on filling a gap or on skill enhancement and adapting to newer technologies.


6. Career or Succession Planning

Succession planning is an initiative towards monitoring and working on an existing employee’s development path. Employees who have the assurance of a promising work environment that will benefit them stick around for longer. Companies need to work out strategies for individual development and engage employees in grooming.


7. Rewards and Recognition

Rewards and recognition play a fundamental role in sustaining talent in an organisation. Employees, upon receiving rewards, feel appreciated and motivated.


Rewards can be accolades, sponsored vacations, raises, bonus etc. Recognitions can be higher posts, job security, growth opportunities and many others.


Rewards and recognition have a direct impact on company growth. Loyalty among employees is best established through this mechanism.


8. Compensation and Benefits

Companies must design and articulate attractive compensation and benefits to attract the best talent and reel them in, as well as to retain the existing talents. High performance is also driven by incentivization – such as promotion, a higher salary, a bonus, or benefits and security provided by the company.


9. Industrial Relations

Industrial functions are mainly practised in manufacturing and production units. A company in the production and manufacturing domain should have prevalent industrial relations practices and should continuously engage in talks with unions. Human resources departments in companies and organizations should engage with labour unions and other employee collectives, and their individual members.


10. Employee Engagement

Employee engagement has become an integral aspect of human resource management today, affecting employee turnover positively to a huge extent. IIM HRM human resource courses focus on training aspiring HR managers in the following objectives:-

  • Tuning in employees with organizational goals
  • Increasing employee productivity
  • Enhancing the work environment
  • Improving communication
  • Employee motivation


11. Health and Safety

Health and safety is a primary HR function. It is the responsibility of a company to look after the health and well-being of their employees, given as they spend most of their time at work.


Companies and organizations should look after:-

  • Safety and health policies according to industry benchmarks.
  • Safety and health training.
  • Prevention of sexual harassment in the workplace.
  • Health initiatives within the company.


12. Administrative Functions

An HR management department’s administrative responsibility includes personnel procedures and human resource information systems. Policies and protocols need to be put in place to meet the challenges put forth by employees.


Personnel procedures involve the handling of promotions, relocations, discipline, performance improvement, illness, regulations, cultural and racial diversity, unwanted intimacies, bullying, and so on.


Besides this, the other functions of Human Resource Departments in companies and organizations are looking after employees’ personal well-being, mental health, and evaluating their day to day efforts. HR managers make sure that employees are working in tandem with the vision of a company.


The Bottom Line

A strong company or organization inevitably has a strong human resource management department and team. The foundations of a company’s success are laid by its workforce organization, which is the job of the human resources department. Hence, it is extremely important that you learn the ropes in human resource management before applying for a job along those lines. Professional certificate courses are very helpful in this regard, and hence, taking a course in IIM HRM is a feasible option. The requirements for human resource courses at IIM is a graduate degree in any stream and is easy to apply to.


 More Information:

The Ultimate Guide to HRM: Covering the Basics

Become an effective HR professional with this HRM course

Human Resources Courses: Learn All the Functions of HR

Why is it Important to Study Human Resource Management?

Professional Certificate Programme In HR Management And Analytics from IIM KOZHIKODE

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