Human Resources Primary Duties
“Human resources” is a word that describes all the individuals that form the workforce in an organization, but it’s also the name of a certain function in a firm. This function implies implementing the policies and strategies that are connected with the management of employees. In other words, the human resources carry out strategies that intend to reduce the financial risk and increase the return on investment in the human capital.
- Job responsibilities
There are many responsibilities that the human resources have to carry out. The most common are maintaining the compliance and the awareness of the federal, state and local labor laws and performing the resourcing, selection and recruitment of the new employees. The human resources team also has to keep a record of the employees and the confidentiality of this record. These individuals perform the organizational development and design, the business transformation and they can change the management. Other strategies include the behavior, conduct and performance management and the employee and industrial relations.
Moreover, the human resources execute the personnel data management and the workforce analysis and the employee benefit and compensation management. They are also in charge with the employee morale-building and motivation and with the development and training of the workforce.
Depending on the organization, there can be numerous types of labor relations, training and human resources specialists and managers. Every one of them has his own responsibilities and job duties. The small firms usually have the human resources generalist. He is in charge with all the human resources work. The larger organizations have a director of human resources. His job is to supervise several other departments headed by managers. Each department and manager is specialized in one activity related to the human resources such as labor relations, benefits and compensation or placement and employment. Furthermore, every one of the departments include specialists like placement and employment managers, placement, recruitment and employment specialists, recruitment specialists, employment interviewers, job analysis, benefits and compensation specialists, occupational analysts, compensation managers, employee benefits specialists, employee welfare managers and training managers.
- Training and education
The human resources educational background and training differs depending on the responsibilities and organization. For the entry-level positions, a college degree in labor and industrial relations, human resources administration or human resources is enough. Other firms might search for graduates with a college diploma in liberal arts, business or technology. However, a full degree program in labor relations, human resources and personnel administration can be carried out after you finish university or college.
You might also need individual courses on benefits and compensation, organizational development, human resources management, human resources administration or development and training. Also, in order to get a better job, the experience and various other qualifications are a plus. For this you may pursue work-study programs and internships.
- Salary and wages
The human resources salary differs depending on the firm size, location, training, experience and occupation. For example, an average income for a benefits and compensation manager is $86,000 per year. The lowest rate is $49,350 and the highest is $147,050.
The development and training managers can earn up to $87,000. The highest salary in this area is $149,050 annually. The human resources managers get the biggest incomes. Their average salary is $96,130. The lowest wage is $56,770 and the highest can exceed $163,220. The human resources specialists that get the smallest salary are the placement, recruitment and employment specialists. The highest rate for them is $85,760.