FunctionsoftheHumanResourcesdepartment

The functions developed in the human resources department

vary from one organization to another, depending on the size and the
activity to which the entity is dedicated.

The functions carried out in most departments of

human resources are those that we describe below.

A. Employment function

This function encompasses activities related to planning

the staffing, selection, and training of personnel.

The main tasks corresponding to this function:

Template planning.
Job description.
Definition of the professional profile.
Staff selection.
Staff training.
Insertion of new personnel.
Processing of layoffs.

B. Personnel management function

The management of personnel in an organization requires a series of tasks

administrative, such as:

Selection and formalization of contracts.

Payroll and social security management.
Management of permissions, vacations, overtime, sick leaves
disease.
Attendance control.
Disciplinary regime.

C. Compensation Function

It is about designing the compensation system for the staff and evaluating their
results. The purpose of the compensation function is to
study of salary formulas, incentive policy, and the establishment
of salary levels of the different professional categories.
D. Human Resources Development Function

The development of human resources includes activities to create

training plans and carrying them out, studying the potential of the staff,
to evaluate motivation, to control the performance of tasks, of
encourage participation and study absenteeism and its causes.

E. Labor relations function

The labor relations function primarily deals with

resolution of labor issues. It usually develops
negotiating with the worker and addressing topics such as hiring, the
salary policy, labor conflicts, collective bargaining, etc.

F. Social services function

Social services aim to benefit workers and

improve the work environment. These services can include daycares, scholarships, and
study aids, group life insurance, clubs and centers
recreational, etc.

. Introduction

Human Resources Management consists of planning,

organization, development and coordination, as well as control of
techniques capable of promoting efficient personnel performance, to the
since the organization represents the means that allows people to
they collaborate in achieving the individual objectives related directly or
indirectly with work.
It means to conquer and retain people in the organization, working.
and giving their all, with a positive and favorable attitude. Represents
all those things that make the staff stay in the
organization.
Currently, the techniques for selecting personnel need to be more
subjective and more refined, determining the requirements of the resources
humans, increasing the most effective sources that allow them to access
the suitable candidates, evaluating the physical and mental potential of the
applicants, as well as their fitness for the job, using for this a
series of techniques, such as interviews, psychometric tests, and the
medical exams.

2. Functions of the HR Department.

The Human Resources Department is essentially a service department. Its
functions vary depending on the type of organization they are in
belongs, in turn, advises, does not direct its managers, has the authority to
to manage the operations of the departments.

Among its essential functions, we can highlight the following:

o Help and provide services to the organization and its leaders,

managers and employees.

o Describe the responsibilities that define each position

work and the qualities that the person must have
occupy.

o Evaluate the performance of the staff, promoting the

leadership development.

o Recruit suitable personnel for each position.

o Train and develop programs, courses, and all activities that

go based on the improvement of knowledge of the
personal.

o Provide psychological help to its employees based on

maintain harmony between these, also seek a solution to
the problems that arise between them.
o Keep track of employee benefits.

o Distributes human resources policies and procedures,

new or revised, to all employees, through
bulletins, meetings, memorandums or personal contacts.
o Supervise the administration of the testing programs.

o develop a personal competence-based framework.

o Ensure diversity in the workplace, as

allows the company to succeed in different markets
national and global

According to the book Reinventing Human Resources: Changing Roles to

create a high-performance organization, by the author: Margaret Butteris, the
the role and function of Human Resources in the company consists of the
following:

Identification and development of key competencies

necessary to support the business. Once identified, they
they implement strategies to develop or acquire the
 key competencies. The business function is also
responsible for monitoring the development progress.

Executive Talent Development. Human Resources of the

the company is responsible for the systems that identify and
they develop the personnel with the highest potential of all the
organization, preparing it together with the present executives,
to achieve present and future business goals,
including succession planning.

Development of training and development initiatives for

support the culture, values, and operational principles
common. Using training and development sessions
as communication vehicles to develop, implement
and uphold this principle.
Development of models for the evaluation and remuneration of the
employees. The company's Human Resources identifies the
business models for hiring, the trial and the
employee evaluation.

Development and implementation of policies and programs

management of performance and compensation to be used in all
the operating companies.

Redefining and restructuring the Human Resources function

Human Resources Human Resources

Yesterday Today

Role Political, centralized Decentralized;

member of the teams
executives of each
division

Recruitment and selection Put up ads, directs Predict requirements

of personal interviews and check staff futures and
references capabilities that
support the plan
strategic. Develops
programs to be a
attractive place where
to work.

Retribution Transactional and Design plans of

centered equitable performance
 administratively. that link the
Incoherent practices remuneration with the
inside the company divisional performance of
the company.

Executive development and Informal and depends on Identification of

individual each executive competencies
organizational and
key individuals that
support the company;
plans to hire them

Employee Erratic and Incoherent Plans of

communication and action:
vision, values plans

Policies and Rigid, but they Guidelines related to

procedures they break many rules trends
business and
emerging issues.

Objectives
Considering what objectives are the achievements that are intended to be reached with the
execution of an action. The objectives of Resource Management
Humans derive from the goals of the entire company, which, in
every organization is the creation or distribution of some product or
service.
The main objective is to improve the productive contributions of the staff to
the organization, in a way that they are responsible from a legal point of view
strategic, ethical, and social.
According to the book Reinventing Human Resources: Changing the Roles for
create a high-performance organization, by the author: Margaret Butteris, the
The objective of Human Resources is to hire and transfer personnel.
maintain reports and manage salaries and benefits.

Other objectives are:

o Create, maintain, and develop a pool of resources

Humans with the ability and motivation to achieve objectives
of the organization.

o Develop organizational application conditions,

execution full satisfaction of Human Resources and scope
of individual objectives.
 o Achieving efficiency and effectiveness with Human Resources
available.

o Contribute to the success of the company or corporation.

o Ethically and socially respond to the challenges presented by the

society in general and reduce tensions to a minimum or
negative demands that society may exert on the
organization.
o Support the aspirations of those who make up the company.

o Comply with legal obligations.

o Redesign the corporate function of Human Resources to

turn it into a consultancy for the company's management
about hiring, training, management, compensation,
conservation and development of human assets of the
organization.

Within these objectives, there are 4 types that are:

o Corporates
o Functional

o Social and
o Personal

3. The HR Department is line or staff

Why?
The bodies that are involved in the creation and distribution of that product or
service, which is what the company does, they carry out the basic activity of the
organization, these are the line organs, which take care of the
Human Resources Management is a staff unit.

The role of Line Management

With the change in Human Resources functions, it is expected that the
online management performs many traditional HR activities. This
it is possible through the automation of HR tools and processes.

Line managers are expected to:

They conduct more interviews and hire themselves, in

place of depending so much on HR personnel.
 Encourage change and help employees in the long term
of the process, communicate the business vision and direction,
explain the needs for change, and reinforce and support
continuously the new guidelines.
Manage results-based management systems

Acknowledge the need for restructuring and reengineering, and

put the process into motion.

Keep track of business indicators and

HR that measure the effectiveness of a strategy in the company.

Share responsibilities with the company's HR, in the

development of executives and employees, and in the planning of
successions, ensuring that they are offered to all employees
opportunities to develop their skills and
competencies.

The HR department has a line responsibility for each of its leaders, in

change, for the rest of the company has a staff function. This function
This is given for the advisory and consulting departments, which only
and recommendations on how to improve the operation of a
department x; production example; to their bosses or managers, but they never give
orders do not dictate the decisions that managers must make, nor
to propose the company's policies, they only give recommendations; for this
The HR department is a staff function within the company.

Among line department managers and staff managers, there is always

there will be the mishap that the first understand that the second
they are giving orders on how to manage your department. This problem only
It will have a solution when line managers understand that HR managers
(staff) are only here to assist you and provide you with recommendation services,
that helps to improve the production process and solve problems
that they are presented in this.

4. Location of the HR Department.

In the previous graph, we can locate the position of the department of

personnel in a company that has fully established the function of the
Human Resources Management.
As organizations grow, the Human Resources department
Humans are becoming specialized, even in organizations of size
medium and large sub-departments are created that will function as
different ways in the organization highly defined functions and
specialized.

5. Composition of the HR Department.

The HR department is composed of the following areas:

o Recruitment of Personnel

o Selection
o Design, Description and Job Analysis

o Evaluation of human performance

o Compensation

o Social Benefits

o Hygiene and safety at work

o Training and development of personnel

o Labor Relations
o Organizational Development

o Database and Information Systems

o HR Audit

6. Definition and functions of the main areas that comprise the

Human Resources Department

o Personnel Recruitment

Organizations try to attract individuals and obtain

information regarding them to decide on the
need to admit them or not.

Recruitment: It is a set of procedures that tend to

to attract potentially qualified and capable candidates
occupy positions within the organization.

It is a fundamental activity of the management program

Human Resources of an organization. Once they have
finished the needs of Human Resources and the
 job requirements is when it can be put on
a recruitment program is underway to generate a
set of potentially qualified candidates. These
candidates can be found through internal sources or
external sources." This is how HR sources are referred to.
recruitment sources as they become targets for the
which will influence the recruitment techniques.

Recruitment is basically a communication process.

of the market: demands information and persuasion. The initiation of
The recruitment process depends on the line decision.
As recruitment is a staff function, its acts
dependent on an online decision, generally referred to as
employee requirements or personnel requirements.

The recruitment function is to supplement the selection of

candidates. It is an activity that has an immediate objective
attract candidates, to select the future participants of
the organization.

Recruitment starts from the data regarding the

present and future needs of Human Resources of
the organization.

o Selection

The selection process involves both the gathering of information

about the candidates for a job position such as the determination of
who should be hired.

Recruitment and selection of HR should be considered as two phases of

the same process.

The selection task is to choose among the candidates

that have been recruited, the one who has the greatest chances
to fit the vacant position.

Human resources selection can be defined as the choice of a person.

suitable for the right position, or among the recruited candidates,
those most suited to the existing positions in the company, with a view to
maintain or increase the efficiency and performance of the staff.
The selection aims to solve two basic problems:

. The adaptation of man to the position

. The efficiency of the person in charge

 o Design, description, and analysis of positions

The job description is a written relationship that defines the duties and the
conditions related to the position. Provides data about what the
aspirant does, how he does it, and why he does it.

A charge, note Chruden and Sherman, "can be defined as a unit of

organization that involves a group of duties and responsibilities that it
they return separate and different from the other charges.

It is the process that consists of determining the elements or

facts that make up the nature of a position and that it
they are different from all the others existing in the organization.

The job description is the detailed relationship of the responsibilities or

tasks of the position (what the occupant does), of the methods used for
the execution of those attributions or tasks (how it does it) and the objectives of
cargo (what it does).

The job analysis is the process of obtaining, analyzing, and recording.

Information related to the charges. It is an investigation process.
of the work activities and the demands of the workers,
whatever the type or level of employment.

o Performance Evaluation

It is an essential management technique in the activity.

administrative.

The procedure for evaluating personnel is called

performance evaluation, and generally, it is prepared from
of formal evaluation programs, based on a
reasonable amount of information regarding employees
and his performance in the position.

Its function is to stimulate or seek value, excellence, and

qualities of a person. Measure the performance of
individual in the position and their potential for development.

o Compensation

It is given by the salary. Its function is to provide remuneration.

(adequate for the service provided) in monetary value, to
employee.

o Social Benefits
 They are those facilities, comforts, advantages, and services.
that companies offer to their employees." These benefits
They can be funded fully or partially by the company.

Its function is to maintain and increase the workforce within

a satisfactory level of morality and productivity; as well as
also, save him efforts and worries
employees.

o Hygiene and Safety

They constitute two closely related activities.

aimed at ensuring personal and material conditions of
work, capable of maintaining a certain level of health of the
employees. According to the concept issued by the Organization
World Health, health is a complete state of well-being
physical, mental, and social, and not just the absence of disease.

Its function is related to diagnosis and prevention.

of occupational diseases based on study and control
of two variables: the man and his work environment; thus
as well as the provision not only of medical services, but
also nursing, first aid; in total time or
partial; depending on the size of the company, ethical relationships and
cooperation with the family of the sick employee.

o Training and Development

It is the area responsible for training in a short period of time for the
occupants of the company's positions, as well as
is responsible for providing its employees with the programs that
they enrich their work performance; obtaining in this way
higher productivity of the company.

Its function is to carry out through these programs the

quality of the company's productivity processes,
to increase the knowledge and expertise of an employee for the
development of a specific position or job.

o Labor Relations

It is based on the organization's policy, in relation to the

unions, taken as representatives of the desires,
aspirations and needs of employees. Its objective is
 resolve the conflict between capital and labor, through a
smart political negotiation.

o Organizational Development

EL DO is based on the concepts and methods of science.

behavior and studies the organization as a total system.
Its function is to improve the long-term effectiveness of the company.
through constructive interventions in the processes and in the
structure of organizations.

o Database and Information Systems

The concept of management information system (MIS) is

relates to information technology, which includes the
computer or a network of microcomputers, besides
specific programs for processing data and information.
the function is to collect, store, and disseminate information,
so that the managers involved can make decisions,
and maintain greater control and planning over their
employees.

o Audit

The audit is defined as the analysis of policies and practices of

staff of a company, and the evaluation of its current functioning,
accompanied by suggestions for improvement. Its function is to show how
the program is working, locating practices and conditions that are
harmful to the company or that are not justifying their cost, or
practices and conditions that must be increased.

7. Contribution of HR Directors to companies

Each of the departments that make up a company has something

what to contribute to that organization. Among the contributions of the Department of
Human Resources can be highlighted:

Influences staff behavior to achieve

results of operations and finances.

It influences the care and feeding of the staff.

It influences the employee's defense.
 It influences the management of operational processes by
of the HR.
In the way of executing the company's strategy.

Each of these contributions will depend on the company's objective and what
vision or mission this has.

8. HR Survey

Human Resources Department of the EGE HAINA Company (Rep.

Dominican Republic
Functions:
The main function of EGE HAINA is to support other departments.
help them to capture and retain them in all functions of the department.

Objectives:

. Select and recruit employees

. It keeps the staff showing them various packages.

to encourage them to accept the position, when they are
chosen.

. Let everyone comply with labor laws of the

company and the state.
. Processes payroll.

. Communication is one of the most important points,

since they interact with employees to keep them
in a good work environment.
. Performance evaluation is also conducted, which
they are done annually and are to detect the need for
staff capacity.

. Reward your employees to motivate them to develop.

a good job, for the satisfaction of the company and of oneself
same.
. Competence assessment

Is it Line or Staff, and why?

The staff, since they work in groups, is participative; everyone knows and
can perform the tasks of other departments, that is to say, they are well
qualified and has a motto in the company "if you start something, finish it."
Location of the HR Department within the company's organizational chart
Composition of the Organizational Chart of the Human Resources Department of
EGE HAINA
Definition and functions of the main areas that make up the HRD of
EGE HAINA
Coordinator: Responsible for all cash payments and benefits and
compensations, paying fair for fair work, creating a package for
motivate the staff, ensure their basic needs.
Labor Relations: Comply with labor law, work with everything that
it has to do with statistics, the licenses of each employee, the
absences that they have had, staff vacations.
Recruitment and Selection: The way to recruit is that they publish
advertisements on sites related to application web pages
employment, their exams are of intelligence and those of a tendency of a
people, they believe more in personal interviews, the exchange and seeing
just as the person performs in that interview.
Training and Payroll: Responsible for personnel development so that
it stays at the forefront of advancements and new techniques and
applications that the area in which he/she works can have. They
they have a plan called 'Succession Plan', which is based on
in monitoring the development or capacity that the staff is acquiring from
gradual form, allowing this power to scale to new positions.
Communication and work environment: This is responsible for channeling the pathways of
communication that exists between employees and their superiors, basically
is responsible for keeping the staff up to date regarding the different
information and facts that occur in the company at a general level, are
is responsible for things such as the objectives the company wants to achieve, the
mission of this, the values on which it is based for the good
internal and external functioning.

Benefit that this department provides to the company

Provides an organization and structuring of personnel, establishes the
functions of each area and verify the needs regarding personnel and
check the efficient communication between the different areas regarding the
type of company.

9. Conclusion

The HR Administration seeks to engage the human resource with the

productive process of the company, making the latter more effective
as a result of the selection and hiring of the best talents
available based on the performance of an excellent work by these.
as well as the maximization of the quality of the production process depends
In the same way of training the human elements to do more.
validating your knowledge.
The HR manager of a company seeks for the strategies and policies that each uses
Departments are the most suitable, and in any case, they serve as
advisory and consultancy for each department. This is a department that
one of the most efficient ways to manage Human Resources.

Recommendations
EGE HAINA does not have a human resources department.
magnitude, as it combines several areas and these in turn work
together as one.
Each department has its importance in the company, and therefore
we recommend this company to organize its department based on
structural and functional growth.
Divide each of the areas that make up a department of this.
category, giving its essential function to each of its members, is
to say, complete the areas that are lacking such as training,
compensation, social benefits; and separate those that are connected
as recruitment and selection.
Although their areas work together as one, each must
to have their space since their functions vary.

10. Bibliography

Personnel and Human Resources Management

Authors: William B. Werther Jr., Keith Davis
Edition: 5th
Translated and printed in Mexico
Año: 2000
Total de Páginas: 577

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Idalberto Chiavenato
Edition: 1st
Año: 1993
Publisher: McGraw-Hill Mexico
Total de Páginas: 578
Pages used: 173, 174, 201

Human Resources Management

Idalberto Chiavenato
5th Edition
Lily Solano A.
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George Bohlander, Scot Snell, Arthur Sherman
12th Edition
1993
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Año: 2001
Translated and printed in Mexico

Reinventing Human Resources: Changing roles to create a

high-performance organization.
Margaret Butteriss
Edition: 2000
Publisher: EDIPE
Total Páginas: 360
Pages Used: 56, 58, 75, 138, 145

The Future of Human Resources Management

Dave Ulrich, Michael R. Losey, Gerry Lake
Edition: 2000
EDIPE Publisher
Total Páginas 390
Pages used: 30

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Simón Dolan, Randall S. Schuler and Ramón Valle
Edition: 1999
Publisher: McGraw-Hill / Interamericana de España
Total Páginas: 455
Pages Used: 86

Personnel Management
Gary Dessler
6th edition
Publisher: Prentice-Hall Hispanic American
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