According to Businessdictionary.com, the basic definition of what human resources is “the resource that resides in the knowledge, skills, and motivation of people. Human resource is the least mobile of the four factors of production, and under right conditions it improves with age and experience, which no other resource can do. It is therefore regarded as the scarcest and most crucial productive resource that creates the largest and longest lasting advantage for an organization.”
There are six main functions of Human Resources according to smallbusiness.chron.com, Recruitment, Safety, Employee Relations, Compensation and Benefits, Compliance, and Training and Development.
First you have recruitment where they advertise job postings, source candidates, screen applicants, conduct preliminary interviews and coordinate hiring efforts with those responsible for making the final selection of candidates.
Workplace safety is an important factor. Under the Occupational Safety and Health Act of 1970, employers have an obligation to provide a safe working environment for employees. One of the main functions of HR is to support workplace safety training and maintain federally mandated logs for workplace injury and fatality reporting. In addition, HR safety and risk specialists often work closely with HR benefits specialists to manage the company’s workers compensation issues.
Employee Relations is the HR discipline concerned with strengthening the employer-employee relationship through measuring job satisfaction, employee engagement and resolving workplace conflict.
On the compensation side, the HR functions include setting compensation structures and evaluating competitive pay practices. A comp and benefits specialist also may negotiate group health coverage rates with insurers and coordinate activities with the retirement savings fund administrator. Payroll is a component of the compensation and benefits section of HR.
Noncompliance can result in workplace complaints based on unfair employment practices, unsafe working conditions and general dissatisfaction with working conditions that can affect productivity and ultimately, profitability. HR staff must be aware of federal and state employment laws such as Title VII of the Civil Rights Act, the Fair Labor Standards Act, the National Labor Relations Act and many other rules and regulations.
Employers must provide employees with the tools necessary for their success which, in many cases, means giving new employees extensive orientation training to help them transition into a new organizational culture.
So how does AYS fit into all of this? Well the real question is where does it not fit? We help you with hiring new members that will be trainable and productive members of your business. We help create verified work place safety handbooks. We offer that face to face contact by being local so our relationship with our employees is strong. We completely take care of your payroll. If issues of noncompliance arise within your business we help you through the firing process. We are your one stop shop for everything Human Resources!