HR & IR ROLE

Role of HR:- 

• Compliance

Most HR practitioners will agree that our role as the employer’s compliance officer is well established and understood. Not that it’s easy keeping track of all the changes in state, federal and local laws and regulations, nor translating them into policies and practices that keep the regulators from our door. Add to this the increasing emphasis on taking preventative measures to forestall, or at least mitigate the effects of, employee complaints of harassment, wrongful discharge, or discrimination.

• Strategic Partner

In today’s organizations, to guarantee their viability and ability to contribute, HR managers need to think of themselves as strategic partners. In this role, the HR person contributes to the development of and the accomplishment of the organization-wide business plan and objectives.

The HR business objectives are established to support the attainment of the overall strategic business plan and objectives. The tactical HR representative is deeply knowledgeable about the design of work systems in which people succeed and contribute.

This strategic partnership impacts HR services such as the design of work positions; hiring; reward, recognition and strategic pay; performance development and appraisal systems; career and succession planning; and employee development. When HR professionals are aligned with the business, the personnel management component of the organization is thought about as a strategic contributor to business success.

To become successful business partners, the HR staff members have to think like business people, know finance and accounting and be accountable and responsible for cost reductions and the measurement of all HR programs and processes. It’s not enough to ask for a seat at the executive table; HR people will have to prove that they have the business savvy necessary to sit there.

• Recruitment

This is the one function which is hand in glove with HR. Recruitment has been one of the major responsibilities of the HR team. It is the job of HR personnel to plan and devise strategic campaigns and guidelines for recruiting suitable candidates for a required job description. They also have to serve as a mediator between the employer and the candidate and communicate company policies and terms of the contract to the candidate before he is hired. This is the first pillar of HR management that every HR manager starts with. It’s probably one of the most important aspects of any HR professional’s career. The recruitment function comprises 2 main objectives:

1) Attract Talent
Attracting talent starts with first planning the requirement of manpower in the organization. Gauging needs of the organization’s human resource requirements, and accordingly putting a plan of action to fulfill those needs with placement of “talented professionals”. That’s followed by creating an “employer brand” which will be representative of the organization’s good image and portray an attractive impression in the minds of potential candidates.

The employer branding aspects have become very important owing to the new-age media and awareness of employee rights. Putting the best foot forward is no longer enough, it needs to be followed through with honest actions in favor of the employees. And finally… the HR manager needs to them create detailed recruitment strategies carry out the hiring process.

2) Hire Resources
This is where the recruitment strategies are put in action. In the current age, there’s ton of competition vying for the attention of the best talent in the market. The HR manager needs to run all possible engines to go out there in the market and find that one suitable gem.

This part of the role includes things like finding relevant locations to look in, reach out to maximum potential candidates using mass communication mediums, aggregate all responses, filter out irrelevant applications, judge suitable incumbents and coordinate internally to get them interviewed. Once the finalists are decided, the HR manager turns into a ‘negotiator’ of sorts, working as a mediator between the company and the candidate to find that win-win ground.

Role of IR:- 

1. CONTINUITY OF PRODUCTION

The most vital function of industrial relations is ensuring uninterrupted production. This means that all positions of employment, from managers to workers, are always filled so that full-scale production is ongoing. I also means a steady income stream for all involved.

Industries rely on one another – industrial relations aim to ensure that there is never a breakdown in communication or degradation of an industrial relationship leading to a stall in productivity and thus a stall in economic gain.

This leads us to the second reason good industrial relations are vital.

2. MINIMIZE THE OCCURRENCE OF INDUSTRIAL DISPUTES

Good industrial relations aim to minimize, if not eradicate, the occurrence of strikes, go-slows, lockouts and grievances which hamper industrial activity.

3. MINIMIZE WASTAGE

Good industrial relations help increase and ensure continuous production. Good industrial relations thus help minimize wastage of labour and material resources.