Every organization, large or small, uses a variety of capital to make the business work.

Capital includes cash, valuables, or goods used to generate income for a business. For example, a
retail store uses registers and inventory, while a consulting firm may have proprietary software
or buildings. No matter the industry, all companies have one thing in common: they must have
people to make their capital work for them. This will be our focus throughout the text: generation
of revenue through the use of people’s skills and abilities. It is the process of employing people,
training them, compensating them, developing policies relating to them, and developing
strategies to retain them. William R. Tracey, in “The Human Resources Glossary” defines
Human Resources as- ”The people that staff and osperate an organization”. Human Resources
can be a single person or employee in an organization. It refers to all the employ. Human
Resources is also the function of an organization that deals with the people and issues related to
people such as compensation and benefits, recruiting and hiring, performance management,
training etc.

To run an organisation involving in producing goods or services, it is important to have

proper resources like man, money, material etc. The resource in which man comes is called
human resource. Human resource generally means the skilled humans required in any
organisation for its effective working. You may have heavy resources of money or material but
without skilled humans they can not produce the desirable output which market demands. That is
why several programs are run by Govt. to provide skill to the people by providing them
industrial training for making sure that when they will be used as resource they work with their
full productivity.
Human resources are the people resources who make up the workforce of an
organization. Human Capital is also one synonym for it. When we say People resource or Human
resource it is irrespective of the grade or job assigned to a specific person. So CEO, receptionist
or a marketing manager are all people resource. If you are speaking about Human Resources
Manager(HRM) it means a personnel hired to manage employees to maximize employee
performance to ensure employer's strategic objectives are met. To sum up the responsibility of
HR is to attract, retain and motivate employees through processes(Intiatives), policies and
intervention. HRM's job starts from the time when a employee joins till his exit.
Human Resources is responsible for making sure that the organization is compliant with
federal, state, and local labor laws. All HR policies and procedures should be consistent with
these and provide guidance to leadership and employees on appropriate conduct.
HR generally does recruiting and works with management to hire and onboard new
employees. HR would be responsible for making certain that the organization doesn't
discriminate based on age, race, religion, gender, sexual preference, political views, et. al. and
that interviewers don't ask inappropriate questions, such as, ”Are you planning to have more
children?” or “Who did you vote for?” Someone in Recruiting often schedules interviews. The
latest jargon refers to this process as “Talent Acquisition.” HR also works with temporary or
contract employment agencies for an immediate need or hard to fill positions.
If an employee is suitable for employment, HR will verify employment and education,
check references, and set up anything related to required physical exams, drug testing or
immunizations.
HR may as a rule extend the offer, handle negotiations, and send out employee contracts
and benefit information, and manage and conduct employee general orientation. HR typically
sets salary ranges for jobs, advises managers on what to offer, and oversees internal
compensation equity. HR will recomnend job classification related to salary or hourly and
whether an employee is eligible for overtime or shift differential. They may offer opinions to
leadership on annual salary increases and manage those awards and communications. In a large
organisation, this would be the department of HR Compensation. Payroll may be under HR or
Finance/ Accounting.
HR researches employee benefit plans, such as health insurance, life insurance, short
term and long term disability, pension plans and other retirement vehicles, as well as company
discounts with local vendors, presents to leadership, and administers selected plans. They also
develop the policies related to vacation and sick time and/or FMLA and manage those time
banks and the associated documentation; this is usually managed in the HR Benefits department
in collaboration with Payroll and Legal.
Organizations may have a department of Employee Relations which handles internal
conflicts and employee terminations and appeals. If company downsizing occurs, they will
manage separation packages and correspond with outsourcing firms as well as the Department of
Unemployment. Organizational Development may exist and Corporate Education may fall under
HR as well. HR may be in charge of programs for employee satisfaction (currently known as
employee engagement). They are often in charge of company functions such as annual picnics
and awards ceremonies and other organizationsal event planning, like executive or management
retreats And HR may manage it's own information (known as Human Resources Information
Systems, or HRIS). A currently popular HR system is PeopleSoft, for example. HR works
closely with Legal, Risk, Compliance, Finance and Information Systems. Often the head of HR
reports to the organization's CEO. This is merely a general overview, but there are so many
things not mentioned that would fall under the purview of HR. Those who have broad experience
and knowledge are referred to as HR Generalists. Those with specific experience and knowledge
are referred to as HR Specialists. For anyone interested in a career in HR, there is probably
something for almost everyone.

HR department has traditionally been focused on ensuring compliance with employment

law and maintaining employee levels, in recent years we've seen a shift within the role to
become more strategic and more involved in business operations.

Human resources departments have a good remit. The core HR functions are:

Recruitment

One of the most functions of the HR team is to take care of staffing levels: to make sure the
organization has the proper people, within the right job, at the proper time. this is often
endless task that shifts as a corporation expands. this suggests that HR staff got to have a
firm understanding of the varied roles within a corporation , the qualifications necessary to
fill specific roles, and a general idea of the sort of person best suited to those roles.

Employee relations

The lifeblood of any organization is its people. engaged employees are more productive
and may make a positive impact on a business’ bottom line. thereto end, the HR
department is there as a liaison between the organization and employees, to form sure that
employees are kept relevant information which they, in turn, are represented by the HR
team in any decisions which will impact them. an easy way of keeping staff up so far may be
a regular HR newsletter which details pertinent news and developments, also as providing a
forum for workers to interact .

Employment law compliance

For every organization, complying with employment legislation may be a requirement. From
providing positive working conditions to making sure fair work practices, the HR team is
tasked with keeping a corporation in line with workplace laws. this will often be a posh and
each changing facet of the HR role as legislation are often tweaked sporadically if new cases
or scenarios come to light.

Health and safety

Promoting a secure workplace also comes under the realm of the HR department. during
this role, the HR team is liable for ensuring a corporation complies with all health and safety
legislation, that employee safety training is maintained so far which workplace safety
records are maintained. Promoting workplace safety may be a necessary task in any
organization, but it can often fall to rock bottom of the priority list when employees are
busy. HR departments can keep details fresh through regular communication; using video
are often an honest idea to capture attention and highlight particular guidelines.

Staff training and development

Most organizations will have dedicated training for workers , from new hire induction
training to providing leadership training to promoted staff members, and everything in
between. A key aspect of a HR department is to facilitate workplace training, to form sure
adequate training is being provided but also to encourage the continued development of
employees through relevant training courses or workshops. Promoting employee
development can play a big role in staff retention and engagement and may be a vital a part
of how a successful organization operates.

These five responsibilities traditionally made up the most functions of a HR department,

however, we’re now seeing a HR team that’s more empowered, that enjoys a seat at the
boardroom table, that’s a key player in strategic planning. After all, the HR department will
often have an unrivaled knowledge of an organization’s greatest asset – its employees.