Key Tasks in Human Resource

CRITICAL TASKS WITHIN HR

Critical Tasks within HR

There are a number of HR tasks that are deemed crucial. This text concerns itself with eight such tasks. In so doing, it will not only highlight the role that the said tasks play within HR, but also the competencies and skillset (i.e. in terms of personal development, work experiences, as well as type of education) that I would need to be successful in this particular role.

a. Employee Relations

In basic terms, employee relations has got to do with efforts taken by an organization to develop and maintain cordial and fruitful relations with employees (Bratton and Gold, 2017). In the HR realm, employee relations are instrumental in efforts to promote or increase employee morale and commitment, and hence productivity. To succeed in this job, I would need to have effective communication skills and be culturally competent. It therefore follows that I would need training in cultural competency so as to be able to successfully engage employees from diverse cultures and/or backgrounds. A bachelor’s degree in human resources management would come in handy in this case. To perform effectively in this role, one should also have excellent interpersonal skills.

b. Talent Acquisition

Talent acquisition relates to the process of finding, engaging, and retaining persons with specific capabilities and competencies to serve in specified roles. It should be noted that as Tyson (2012) points out, an organization cannot achieve its goals and objectives if it does not find appropriate persons to fill available roles. The author further indicates that “without the right employees, a business is likely to struggle with poor productivity, bad decision-making and unmotivated staff” (Tyson (2012, p. 117). It is for this reason that talent acquisition remains one of the most important HR tasks. To be successful in this job, I would need to have a bachelor’s degree in Human Resource Management or Organizational Psychology. I would also be required to be skilled in recruitment and selection – meaning I should ideally have served in a similar role before or have experience in interviewing and/or screening job applicants. Some of the skills that would come in handy on this front are inclusive of, but they are not limited to; strong communication skills, excellent management and leadership skills, and good time management skills, etc.

c. Performance/Talent Management

According to Picardi (2019), this largely relates to the management of human capital in an organization with an intention of promoting efficiency and/or productivity. The author also indicates that one of the most important aspects of performance management is the creation of a skilled and motivated workforce. It therefore follows that some of the key aspects of performance management include the monitoring and evaluation of the work of employees and determining whether there is need for intervention, i.e. via training and development. In this job, I would be actively involved in ensuring optimal employee performance. Towards this end, I would be required to have sufficient knowledge of the various organizational processes. For this reason, I am of the opinion that in terms of educational qualifications, there would be need for me to have an undergraduate degree aligned to the key processes of the firm. For instance, if the firm happens to be a Media enterprise, an undergraduate degree in journalism and perhaps a postgraduate degree in HRM would be ideal. In terms of skills, being a skilled communicator would surely help. I would also be required to have a keen eye for detail and have an analytical mind. This would help in the assessment (and interpretation) of the relevant performance measures and metrics. When it comes to personal development, it would help to acquire effective interpersonal skills as these would be instrumental in efforts to develop, inspire, as well as lead teams.

d. Training and Development

In the words of Sims and Bias (2019), training and development could be conceptualized as the various activities and undertakings “within a company created to enhance the knowledge and skills of employees while providing information and instruction on how to better perform specific tasks” (211). The author further states that training and development efforts are crucial in the further enhancement or promotion of employee performance. The authors also indicate that various studies have in the past linked training and development to improved employee morale. This, according to the authors, is more so the case owing to the fact that when employees are confident in their performance of diverse roles, they are likely to have a positive attitude about the tasks they perform and are also more likely to be more satisfied about their job. To be successful in this job, I would need to be skilled in not only the creation, but also the execution of employee development programs and strategies. I would also be required to be capable of identifying and addressing skill gaps within the organization. There would also be need to have effective coordination skills because this is a role that would need close interactions with the heads of various departments and/or units within the organization. In as far as education is concerned, a bachelor’s degree in a field of relevance to the core functions of the organization would come in handy. In addition, I could pursue certain certifications, i.e. the SHRM Certified Professional (SHRM-CP) or the Certified Professional in Learning and Performance (CPLP).

e. Compensation/Benefits – Employment Law

For their performance of the various organizational roles, employees expect to be competitively compensated. The said compensation could be either monetary or non-monetary. Thus, in essence, compensation and benefits are of great relevance in the realm of human resource management – especially in efforts to ensure that the workforce is sufficiently motivated. In the absence of compensation/benefits that employees deem fair, competitive, and equitable, a company is likely to experience performance issues, have an unmotivated workforce, and grapple with a high employee turnover rate (Sims and Bias, 2019). To succeed in this job, I would need to have the prerequisite skills and capabilities in the design, development, as well as implementation of a competitive compensation/benefits package for employees. I would need to be conversant with the various standards and regulations under the Fair Labor Standards Act. This is especially important owing to the need to ensure that employees are not paid below the minimum wage. I would, however, be required to develop excellent interpersonal skills as from time to time, I may be called upon to engage employees on diverse issues related to compensation and benefits.

f. Compliance

All organizations are bound by the various laws, restrictions, and standards set by the government and other statutory bodies. Failure to comply with these laws, restrictions, and standards could result in cancelation of operating licenses and or/ attract hefty fines. Most organizations also have in place elaborate organizational policies. Deviation from the said policies could result in undesired outcomes. For this reason, compliance happens to be an instrumental task in HR. To be successful in this role, I would be required to put in place measures to ensure that the relevant standards, policies and regulations are adhered to. In as far as organizational policies are concerned, I would be required to be familiar with the diverse ethical standards of the enterprise. From a macro perspective, I would need to be conversant with the various standards and regulatory requirements that govern my organization. When it comes to education, success in this role would require a business degree (with a major in management science or IT) or a law degree. However, postgraduate qualification in various programs designed for this role, i.e. corporate compliance certification, would come in handy.

g. HR Reporting

Cowling and Mailer (2013) define HR reporting as “the process of tracking key metrics about your workforce, often through human resources information systems (HRIS)” (119). With this in mind, HR reporting happens to be a crucial HR task owing to the fact that it furnishes an enterprise with the relevant data for the formation of insights about certain issues or processes of relevance to the business. This is more so the case when it comes to charting of key workforce attributes. To be successful in this job, I would be required to be familiar with the various systems and approaches routinely used in HR reporting, i.e. human resources information systems (HRIS). I would also be required to have an analytical mind so as to make sense of raw data, i.e. in relation to employee turnover rates, workforce gender ratios, etc. The ability to communicate effectively would also be beneficial. This is especially the case given that I would, from time to time, be required to present reports and findings to certain stakeholders, i.e. management. An undergraduate degree in human resource management would be ideal for this role.