HRDept

I.
1. Personnel administration
The administrative management of staff is one of the central tasks in the personnel
department This includes the management of contracts, payslips, authorisations,
sick leave, annual leave, absences due to maternity/paternity, etc.
This is purely administrative work which is time-consuming and requires a good

level of team coordination with the whole team, employees and the authorities to
avoid errors and problems in the future.
Many human resources departments use Excel spreadsheets to carry out these tasks.
These days, however, human resources management software enables you to automate
much of this work and gain time savings of 40%.
2. Personnel recruitment and selection
Another main function of the HR department is attracting and selecting the best
talent.
Firstly, the team has to work on their employer branding so that the most sought-
after professionals in the sector become interested in working for the company.
Google, for example, has become one of the most coveted companies in the world due
to its excellent reputation as an employer.
A LinkedIn study showed that 75% of professionals who are actively looking for work
assess a company's image before applying for a job position. And 96% of employers
believe their reputation positively affects their revenue.
Once professionals have applied for a post, the next step is to launch a selection
process to interview, identify and select the most suitably qualified candidates
and that have the greatest potential. A recruitment software organises this
process, improves the candidate experience and offers reports and analyses in just
one click.
3. Compensation and incentive management
Human resources are also responsible for workers salaries and benefits. This
includes the calculation of an appropriate pay rates for every position, taking
into account the value they bring to the company, the salary offered in the labour
market and the parameters set by the collective agreement.
This task also includes regular employee salary reviews, negotiating incentives
with suppliers, such as restaurant tickets and medical insurance, setting
objectives and offering performance-based benefits.
Guaranteeing and fulfilling employee salary expectations is an important part of

this task, to foster staff motivation and well-being within the company.
4. Development of a positive work climate

The work climate is one of the most important factors in the company as it
significantly influences workers’ well-being and productivity. Experts agree that a
positive work climate:
Increases productivity.
Reduces absenteeism.
Increases motivation
Strengthens commitment.
How can the human resources team assess if the company has a positive work climate?
Workplace climate surveys are the most popular tools because they help to gather
valuable information about employee satisfaction, enabling the company to detect
problems and improve decision-making. They can be automated and sent by email,
making it easier for employees to respond.
Fostering a positive work climate is very simple. Space, for example, has a
significant influence. Different studies have detected that an open office design
increases productivity by 20% and natural light brings an increase of 40%.
In addition, the work climate was one of the most highly valued aspects by 22% of
employees in Best Workplaces.
5. Employee performance evaluation
Evaluating employee performance is another human resource management activity. Each

employee’s performance and their commitment to the company should be regularly
assessed. Specific and measurable objectives for every member of the organisation
and a pre-established evaluation system are essential for this process.
This is usually done with the use of employee performance appraisal software. Using
a cloud-based platform offers the possibility for several people to appraise an
employee, which in turn allows more information to be gathered. This enables human
resources to make both a qualitative and quantitative performance assessment.
6. Staff training and development
The personnel department should also implement training schemes to ensure the
growth of every employee in the company and the development of key skills for the
company's future. Not only is this a way to attract and retain talent, but also of
maximising the potential of your human capital. Organising courses, training,
establishing career paths and internal promotion are key tasks for human resources.
Ideally, the department should outline a strategy that includes:
The current and future needs of the company.

A differentiated training plan for each job role.
A plan of implementation through classes, conferences workshops...
7. Labour relations
Human resources are also responsible for addressing labour problems and negotiating
with trade union representatives (where they exist). This entails:
Mediate between employers and employees.
Mediate between employees in the event of an internal conflict.
Negotiate employee rights with trade unions or interested parties.
Act as company or employee representatives when necessary.
Ultimately, the department should address any conflict related to the company,
recruitment, wage policies, etc.
8. Occupational health and safety
HR plays a vital role in the creation and implementation of occupational health and
safety policies. This can be a particularly delicate task in many sectors as we are
dealing with health and safety of employees. The team must:
Implement safety measures when regulations change.

Ensure compliance with regulations
Negotiate safety measures with trade unions and employees.
=> In simplest terms, the HR (Human Resources) department is a group who is

responsible for managing the employee life cycle (i.e., recruiting, hiring,
onboarding, training, and firing employees) and administering employee benefits.
II.
The following are the various HR processes: Human resource planning (Recruitment,
Selecting, Hiring, Training, Induction, Orientation, Evaluation, Promotion and
Layoff). Employee remuneration and Benefits Administration. Performance Management.

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I.

This is purely administrative work which is time-consuming and requires a good

2. Personnel recruitment and selection

3. Compensation and incentive management

Guaranteeing and fulfilling employee salary expectations is an important part of

4. Development of a positive work climate

5. Employee performance evaluation

Evaluating employee performance is another human resource management activity. Each

6. Staff training and development

Ideally, the department should outline a strategy that includes:

The current and future needs of the company.

8. Occupational health and safety

Implement safety measures when regulations change.

=> In simplest terms, the HR (Human Resources) department is a group who is

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