Role Of Hr Manager Pdf

Role Of Hr Manager Pdf – Getting HR right from the start has a huge impact on an organization’s success. Maybe your organization didn’t have an HR department and did the bare minimum to get by. Or maybe you’re just starting out and wondering how to build an HR department from scratch.

Not only does an HR department help ensure compliance, it also plays an essential role in maintaining employee engagement and productivity. So how do you build an HR department? Here’s what you should do!

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11. Identify the right time to start building an HR team 1. Explore the state of HR in your organization

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What have the founders and/or managers implemented in terms of hiring, policies, performance management and tools? Familiarize yourself with the current state of HR to learn where to start building your HR department. You can use the wheel below as a starting point to evaluate your current HR department:

Rate each of the functions on a scale from 0 (where there is nothing) to 10 (the process is completely in place and works well). This will be a good starting point to understand whether the new HR department should start, develop or maintain this particular HR process.

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So a combination of understanding your progress across all HR departments and your most pressing needs will give you a good starting point to build your HR department.

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Enrolling in an HR Generalist Certificate Program will equip you with everything you need to build an HR department from the ground up. In addition, it will also help you avoid common mistakes when setting up the HR function in your organization. 2. Organize employee records and establish a record keeping process

HR is responsible for managing the employee lifecycle, and your employee records are the starting point. You need to understand how many employees you have and create documents that are legally required and will also help you in the long run as you work on your personal development plan.

Every employee needs a personal file. Traditionally, this was paper-based, but most organizations have developed digital systems to manage employee records. Here are some examples of documents you should keep:

You may find that there are many of these documents, but they are rather disorganized or informal. That’s fine – as long as you gather as much information as possible, start somewhere, and then build your HR portfolio from there. Talk to all the line managers and leaders in the organization and gather as much information as you can from them.

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This should be your starting base. Then, for each of the categories listed above, create records for each employee and start tracking. Work with your IT department to ensure you develop a secure way to store these documents electronically.

Maybe you have nothing to write, maybe just some basic information. You can prioritize the most important policies and start writing them.

As you proceed, you will likely discover that some things go hand in hand and may fall under a policy. Make sure that once you have developed a policy, it is simple and easy to understand. Each employee should receive a copy and it should be easy to find on your intranet site. 4. Lay the groundwork for the recruitment and onboarding process

We’ve developed a helpful checklist that you can use in each of these five steps. You can find it here: A Complete Guide to Hiring Employees (Including Template Checklists!) 5. Compensation Documents and Benefits Offered

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Explore what you have in place regarding compensation and benefit structures and proceed with formalization and categorization. Start with the minimum to ensure compliance. This includes:

To add to this, you can begin to develop a total rewards package, which shows employees the overall value you provide, which is not always monetary. This involves the following:

Later down the line, you can start adding benefits (eg welfare support, in-home childcare, free meals, etc.), but only do so once you’ve got the basics down. Having a good understanding of the different types of compensation will help you create attractive compensation packages.

You may already have some tools (Slack, project management tools, etc.) as well as spreadsheets. Because you’re starting young, this is your chance to have an elegant and simple process, without having to deal with legacy HR systems that can hold you back. Some of the key systems that should be in place include:

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Again, prioritize those systems that must be in place for your organization to be legally compliant, and add those that would advance your organization. For example, investing in an advanced HR data and analytics system may not be useful if your organization only has 20 employees. However, you also need to think long-term and find technology that can scale as your organization grows. 7. Check compliance guidelines

HR plays an important role in ensuring that your organization is fit to run and that all labor laws are adhered to. At the very least, you should review your country’s compliance guidelines for all regulations listed above in the “Getting Started with Policy Formalization” section.

In addition to the standard regulations that should be in place, you also need to make sure that you know all the local laws and regulations. What if your employees work in another state or country? Are there specific laws in your industry? 8. Create an employee handbook

Include the key policies in your employee handbook and share it with your employees. Also, add things like your organization’s values, mission statement, vision, and information about your organization. There are many online templates or even tools to help you create a handbook, such as Handbooks.io. 9. Lay the groundwork for a learning and development plan

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Helping employees acquire new skills and advance their careers is a vital function of an HR department. Therefore, you need to start with learning and development planning early when building the HR department.

Understand where your organization is, where it is going and the skills you currently have in the workforce. Next, identify the skills needed to achieve your goals. You can do a skills gap analysis to understand what is there and what is missing.

Have one-on-one conversations with all employees or let managers do it. It will provide information about each employee’s aspirations and how they see their career path, and will also serve as the initiation process for individual development plans.

Based on your space analysis and the needs of your organization and employees, develop a library of training materials and courses. This will be the library that line managers can offer their employees to do or that employees can also browse. Along with this, it will also be helpful to add any mandatory compliance training materials that must be completed by each employee.

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As you move forward, help each employee develop their own personal development plan. Give them the resources to do it (concerts, coaches, models) and make sure it’s recorded and tracked. 10. Create a human resources plan

Engage in a human resource planning process to identify the skills and competencies your organization needs and timelines from a long-term perspective. Creating such a plan will help you prioritize and manage your HR budget.

You will know which of the items listed above to focus on first. For example, if your organization is growing rapidly, establishing a strong recruitment and onboarding process will be a key priority. You can only do this well if you understand the needs of your organization and plan them on a schedule. 11. Recognize the right time to start building an HR team

Who will you start hiring to expand your HR team? It will depend on your priorities and what you need more help with. For example, if you grow a lot, you may need a recruiter. Or you can consider an assistant HR/manager to have more time for strategic tasks.

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Before you recruit externally, look within. There may be employees in the organization who can absorb some of the HR responsibilities or want to move in that direction.

Or maybe you’ll start hiring an HR person who can do hybrid roles (eg recruiting and day-to-day HR activities). Again, this all depends on the needs of your organization. For you

Creating an HR department in your organization will help you hire and retain the right people, engage your employees and improve your overall business performance. Starting an HR department is not an easy feat, but it will pay off massively in the near future.

And remember, you don’t have to start from scratch or build everything yourself. There are ready-made, customizable templates that you can use and go from there. Follow our step-by-step guide and templates to get started!

Hrm Functions: Top 12 Functions Of An Hrm In 2022

Protect your future HR career by continuing to expand your skills with the most relevant and up-to-date HR skills.

Erik van Vulpen is the founder and Dean

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