HRM function and identify HRM

The primary function of the Human Resource (HR) is to Identify, Hire and Engage the people who are essential and qualified to retain the standards of the firm. HR is the backbone of the firm for it’s employees. But the existence of the HR system is also very essential for the compliance structure.

This arises mostly when the HR compliance has been integrated with the business strategy of the organization, and the leadership of the organization has taken measures for all employees to grasp the significance of HR compliance. Five Principles that an organization should follow to achieve these goals are:

Hiring the Right Talent –

Any Organization would flourish if it has the right set of minds working on ideas. Hiring the right talent falls under one the primary functions of HR (compensation, employee benefits, legal requirements, talent management) this is a prime issue in organizations in times like this. The HR function must have skill, insight and experience for optimal functioning of HRT or should be able to outsource it from third-party services.

Proper Education and Training –

The talent acknowledged in HR function should be well acquainted  in employment law and the regulatory/legal requirements because that can cause disruption in the organization anytime. These laws and requirements are in a constant flux and are changing continuously and its very important for the HR function to stay up to date and informed about it.

Create an Employee Handbook and Update it Regularly –

Every organizations employee handbook is one of the most essential documents. The Employee handbook is one of the Key Communication assistance tools that can give an individual an idea of the ethics and business regulations on which the organization works upon. It is very essential for a legal council to proof read and review any organization’s Legal Handbook before they are given out for distribution in the Organization.

Conducting Scheduled HR Compliance Audits –

It has been seen that in many HR functions are conventionally understaffed and overworked. As noted, this kind of non-compliance can be the building grounds of financial and reputational risk for the organization. Scheduling and conducting HR compliance audits should be made an integral part of an organization’s overall strategy so that disruptions and legal liabilities can be averted.

Communicate, Communicate and Communicate –

The HR function is one of most key and important  components of an organization. It does not matter if there are compliance issues or not, it is very essential for the HR function leaders (CHRO, VP of HR, etc) to keep other executives at pace on potential HR compliance risks and recommended a way to avert it. And to achieve this internal communication is very essential.