Human Resource Department And The Human Resources Department

1509 WordsAug 29, 20167 Pages
The Human Resource Department is one of the essential divisions in an organization with a complete structure. Its function involves maximizing employee performance, improving the company policies, enhancing the skills of the employees through training, established system in the organization, managing people, give rewards and privileges, planning, implementing and a lot more. Why there is a need of this department? This is because people are the biggest asset of a company that no one can ever replicate. Thus, they need to be managed, controlled, trained and improved. This is the birth of Human Resource Department or the HRD. According to Ruth Mayhew of studio D article, an ably run human resources department can offer the organization with…show more content…
Under the Occupational Safety and Health Act of 1970, employers have an obligation to provide a safe working environment for employees. Beforehand, this function is the least important among all functions of Human Resource Department. But now that the law on workplace safety has been released, all employers are required to establish a safety workplace environment for its employees. Building of clinics, fire and earthquake drillings and standby first aid kits are some of the organization’s compliance to the law. Employee Relations. In a unionized work environment, the employee and labor relations functions of HR may be combined and handled by one specialist or be entirely separate functions managed by two HR specialists with specific expertise in each area. I am used to be a human resource employee relations officer. My role is to make sure that the rules of the organization are properly implemented to the employees and at the same time employees are abiding these rules. Otherwise, appropriate sanctions are given to those who will violate at such. Compensation and Benefits. Like employee and labor relations, the compensation and benefits functions of HR often can be handled by one HR specialist with dual expertise. On the compensation side, the HR functions include setting compensation structures and evaluating competitive pay practices. A Compensation and Benefits specialist computes the total benefits of an employee from basic, government
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