Role and importance of Human Resource Department

The question of whether a company needs a Human Resources (HR) department is not a simple one to answer. If we ask this questions to different professionals holding different positions, we are likely to get a variety of answers. For instance, many experts will tell that the number of employees in a company is the determining factor. A lot of companies having fewer employees assume that they don’t need an HR department. But size isn’t the determining factor to think about. In reality, HR functions are inevitable for every company no matter how small or large. It is pertinent to ask,”What is the most effective way that a company adopts so that HR services can be delivered properly in a company?”. The inception of HR department and to facilitate its services, a company should determine the composition of the system it picks for its employees. One of the ways to find out whether in- house department, outsourced agencies, single source service  or the  combination of all three- is best for an organization is to decide which transactional and strategic services the firm requires.

 
The past 25 years have witnessed revolutionary change in managing resources, with the personnel function being completely reshaped in most organizations during that transition.

 
The most intriguing question which perturbed the mind of HR Personnel’s that ” What  role played by HR for organizational success?”Experts are divided about the role of HR in the organization and debated about the roles remit under HR Department. While one section viewed that Human Resources(HR) is concerned primarily with the issues of managing people in an organization, the other section opined that HR Department is responsible for many people related issue in an organization.
Before we can answer that question what we really need to do is ask,”What the term “success” denotes in the context of organization”.If success is defined to help the organization make a profit, it obscures the issue. But if success is defined as helping the organization achieve its mission, vision, strategy and goals(MVSG), HR’s role becomes clearer.

 
However,the broader definition highlights the line of sight perspective that every HR professional must acquire according to HR guru David Ulrich and other experts.This involves recognizing that the link between helping an individual employee, their team, their department, and their company perform better is a strategy of HR .It is the HR professionals who are to ensure that there is a direct connection between the policies, procedures, programs and services they offer and the organization’s larger purposes.
While the main tasks of organizations to increase its value by using all kinds of resources effectively and efficiently, thus HR department plays an pivotal role in this context. The evolution of HR department and its up impact is essential by evaluating HR contribution and showing its value to organization, the HR function might increase creditability and legitimacy. Experts are in the opinion that when deployed properly, the human resources function should be a driver of organization success. The measures and methods adopted for tracking and managing HR activities are equally important as the activities themselves.

 
Broadly speaking the most important characteristics of HR Department in 21st century are:

A. Intra-Personal Skill
B. Operationally efficient
C. Has a strategic mindset
D. Knows HR content
E. Understands the business/industry
F. Compliance Expert
G. Compassionate

According to research, the human part of an organization tallies up to 80 per cent of an organization’s assets; reason enough for HR personnel to QC their human resource function. To build a team of professionals, it is of utmost importance to keep a balance between professional and well-managed HR department. Carelessness on the part HR function will cost an organizations future and compromise on its achievements. If HR professionals propose to reward their employees efficiently, it’s time to adopt new ways of awarding benefits such as flexible work times, paternity leave, extended holidays, telecommuting etc. These non-traditional rewards will help not only in engaging existing workforce but also as an added benefit to attract new talent to the organizations in the true sense of the term.It is rightly said, “We take care of those who take care of business.” It was simple, powerful, and poetic.

– Debleena Sinha