Human resources (HR) is among the core pillars of an organization. The most important task of the human resources team is to handle the recruitment of new employees. But it does not stop there. They build a positive environment for staff to work and perform. They also play a key role in maintaining morale in the office and ensuring the company’s objectives are met. Below are the five core functions of human resources.

Recruitment and onboarding
The hiring process is one of the main functions of the human resources department. It involves finding the right candidate for the right job.

After the interview process is over and the final candidate is selected, the human resources department completes various formalities as part of the onboarding process. Some of the functions include:

Making the offer to the candidate
Following up on the joining date
Updating the candidate on the documents to submit on the day of joining
Preparing and handing over the appointment letter
Ensuring the clauses and terms of appointment are explicitly stated in the appointment letter

Once the hiring process is done, they take the new employee through the onboarding process.

Salaries and benefits
Another core function of human resources is to manage the compensation for the organization’s employees. Besides negotiating the salary structure with new joiners during the hiring process, the department performs the following tasks:

Ensuring the payroll system is designed for systematic payout at the scheduled time every month
Adding the new employee to the payroll system
Studying the industry to ensure the salary structure remains competitive
Working out benefits packages like health insurance, retirement plans, travel reimbursements, and paid leaves
Ensuring the statutory compliances are met and salary computations are error-free
Talking with different insurance companies to get the best offers
Sending reminders to employees for approaching deadlines and essential documents to be submitted

Training and development
The next critical function of the human resources department is to ensure employees are optimally trained for their career progression. Some training programs introduce them to new company policies and procedures, while others aim at teaching them how to use particular tools or software. The department also prepares and offers tailored programs for individual teams within the company for performance improvement. Such training modules are aimed at the better achievement of overall organizational goals.

Besides fulfilling internal training requirements, the team ensures the active participation of employees in industry-related seminars and conferences. They address the need for continuous learning and provide staff with opportunities for personal development. It ensures employees are happy, motivated, and well-equipped to perform in their roles.

Workplace safety and compliances
Human resources is also responsible for the maintenance of workplace safety. In our country, following the Occupational Safety and Health Act of 1970 is necessary for all employers. So, the team ensures compliance with the OSHA regulations. Other relevant federal and state labor laws also need to be complied with, and the department takes care of the same. Examples of such laws are the Civil Rights Act, Fair Labor Standards Act, and applicable commercial laws.

Workplace culture
The human resources team is responsible for creating and maintaining a holistic workplace environment. They occasionally organize employee engagement programs, like office parties, lunches, networking events, off-site visits, etc. Rewards and incentives are also devised to recognize top performers and appreciate them for their contributions. The overall purpose is to boost employee morale, keep them updated with the company’s latest happenings, and create a happy work environment.

The above points make it clear that the human resources department has a lot on its hands. And these are only five core functions performed by these professionals. Besides the above, they carry out several tasks, such as maintaining employee records, initiating disciplinary actions against defaulting employees, and handling grievances of disgruntled employees.