Human resource managers, or the HR, are majorly responsible for recruitment and training within an organization. However, both recruitment and training encompass a large amount of additional tasks that an HR performs on a day-to-day basis. They are also in charge of dealing with employee relations, payroll, and benefits of the employees.

1) Recruitment

Recruitment is one of the most important tasks assigned to HR. It is the HR’s responsibility to come up with strategic initiatives to recruit and hire fitting candidates for the available job description. They are also incharge of conveying the company’s policies, guidelines, and terms of contract to potential candidates.

2) Training Session

In order to acquaint the new employees with the culture of the company, HR is also required to conduct training sessions to ensure that the newly hired candidates ease into the work ethic of the organization. These training programmes are developed based on the skill sets required of the new employees for their job descriptions. Once the training phase concludes, the HR is also responsible for assessing the employee’s performance and providing further guidance.

3) Performance Appraisal

Performance appraisals are another major responsibility that the HR fulfills. Timely appraisals are essential in order to keep the employees motivated and give them constructive feedback in order to improve their performance. Appraisals help the employee identify areas where they can improve upon and thus make more effective contributions to the company. The HR ensures individual communication with the employees in order to deliver performance appraisals once they generate the appraisal reports. This task is extremely essential since it influences the level of employee engagement and productivity on the job.

4) Conflict Resolution

Conflict resolution and maintaining employee relations are also tasks that the HR deals with on a regular basis. Whether it is a problem between two employees or between employees and the management, it is the duty of the HR to step in and ensure that the conflict is resolved in an appropriate manner. It is thus essential for an HR professional to remain objective and deliver unbiased decisions when it comes to conflict resolution. The HR cannot side with any one of the parties based on personal affiliations and needs to act in an indiscriminate manner. Since the HR is responsible for maintaining employee relations, being approachable is a must. Employees must feel comfortable approaching the HR and discussing their problems with them without the fear of being reprimanded or judged.

5) Rewards

HR is also involved in extending rewards to employees for good performances. Rewards act as a motivator for the employees to perform better and they also introduce a level of healthy competition among the employees. These rewards can be in the form of monetary rewards or simple appreciations of an employee’s performance. Thus, it is important for an HR professional to not limit themselves to a desk job as they need to engage and involve themselves with each and every employee proactively.