Within a company, human resources are a major issue. The HR department is the department that recruits and manages all the staff of the organization. HR is therefore a Key Success Factor for a company. Employees are the very essence of its activity, they mobilize their skills for the development and evolution of the latter. This is why HR management must be optimal, at the risk of having the opposite effect.

What is HR management?

First of all, what does HR management , also known as HRIS (Human Resources Information System), actually mean? HRIS management is the management of several aspects of human resources through software, and even automating certain tasks.

The HR department, which can be found in all companies, is the department dedicated to employees. The HR department is involved in the recruitment of the employee also when he or she arrives at the company, and then accompanies him or her throughout his or her contract. The goal is to recruit the best profiles and for them to be fulfilled at work.

For the company, human resources are a decisive point. Performance, cost-effectiveness and stability must be the order of the day. This is one of the key ways to achieve predefined goals and achieve positive results . Optimal HR management has a direct positive effect on the company. Conversely, if HR management is not suitable, the company, its objectives and its results can be affected.

The human resources department has a certain amount of leeway that allows it to act on several aspects. The many missions entrusted to them are under the direction of the HR Director (Human Resources Director) who may be consulted.

What does an HR department take care of?

The HR department is involved in several mechanisms closely related to the company’s activity. HR is the privileged interlocutor of employees. They hold a certain power over several essential aspects.

Recruitment

Firstly, the HR department is in charge of recruiting all the company’s employees. The recruitment process must be in the image of the company. The challenge for human resources is to define and distinguish the most successful profiles among the applications received.

Also, it is their responsibility to publish offers that would be likely to arouse the interest of the best profiles. Indeed, the more time passes and the more picky candidates are about job offers, they define precise needs and analyze the offer.

As a continuation of the recruitment process, the human resources officers take care of the interviews that allow them to discuss, in person, the terms of the job, the position, and the missions. This interview is important on both sides. This is an opportunity for the company to assess the candidate’s profile, his or her skills and prevent an increase in skills within the company. On the candidate’s side, he or she also assesses his or her career development prospects and whether the missions are in line with his or her needs.

In any case, recruitment is a decisive step for the company and all the challenges it entails. The performance of a company is, for the most part, due to the performance of its employees.

Working conditions

Once the recruitment process has been approved, human resources must ensure that the employee benefits from a proper integration , called “onboarding”, and that he or she is fulfilled in his or her work environment.

To illustrate our point, the employee must be identified as a customer for the company. So, the goal is to retain employees as much as customers. The company must be a source of fulfillment and pleasure for all employees. To achieve this, this can be done, for example, through impeccable internal communication . The company must listen to employees and share a climate conducive to working in good conditions. Whether between employees or between the different hierarchical levels, the transmission of information must be clear and accessible in order to contribute to the productivity and progress of the company.

Also, to follow up on good working conditions, the HR department is concerned about the difficulties encountered by employees or the pressure situations they may go through. The goal is to define together what is the cause of the difficulty encountered in order to remedy it and motivate the teams again.

Administrative management

In addition, one of the missions of the HR department is administrative management. All administrative elements, except in specific cases, are managed by members of Human Resources.

This administrative management follows the role of support for employees. First, employment contracts are generated by this service. Following the recruitment process, HR takes care of all types of contracts (fixed-term contracts, permanent contracts, temporary work, seasonal contracts, etc.). HR members must be concerned about employment contracts and that the rules of social and labour law are respected so that employees can enjoy their rights.

Then, the HR department is responsible for generating the payslips as well as distributing them. All modalities that refer to payroll management, such as social security contributions, for example, are handled by the HR department.

Finally, HR is the department to call for administrative requests such as requests for leave, absences, sick leave, RTT, work accidents, etc.

Training

As mentioned earlier, employees mobilize their skills to benefit the development of the company. Nevertheless, one of the company’s missions is to enable its employees to observe an increase in skills. Indeed, observing career development is a significant privilege for employees. This observation of development prospects can promote loyalty.

With this in mind, the HR department can be at the initiative of setting up training courses for employees. It is a way to promote well-being at work through the development of skills and to overcome any difficulties. As an individual, the employee sees himself evolve and learn what contributes, once again, to his well-being within the company, which is concerned about his career.

Here again, the organisation of training depends entirely on the HR department. They must find training that is consistent with the profile of employees and their needs, find the time slots, the planning and the communication that accompanies these trainings.

What you need to remember

Human resource management can lead to positive business outcomes when it is well managed. So, it is strategic that the company is concerned with investing in its HR department and implementing an HR policy. The HR department supports employees professionally, socially, individually and even psychologically.

To achieve the objective of optimal HR management, it can be accompanied by HRIS software that provides automation of tasks, particularly personnel management. This dematerialization and automation avoids the risk of errors or losses. At the same time, the HR department saves time and can focus on other tasks.

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