HR functions are concerned with the management and development of people in organizations. They are involved in the development and implementation of HR strategies and policies and some or all of the following people management activities: organization development, human resource planning, talent management, knowledge management, recruitment and selection, learning and development, reward management, employee relations, health and safety, welfare, HR administration, fulfilment of statutory requirements, equal opportunity and diversity issues, and any other matters related to the employment relationship.
The IRS survey of HR roles and responsibilities (IRS, 2004b) found that HR functions were spending 20 per cent of their time on strategic activities, 40 per cent on administration, 30 per cent on providing a consultancy service, and 10 per cent on other activities.
The ‘clients’ or ‘customers’ of the HR function are not just management. They also comprise the front-line managers who actually implement HR policies and on whom the function relies to get things done, employees, and potential recruits.
The IRS survey of HR roles and responsibilities (IRS, 2004b) found that HR functions were spending 20 per cent of their time on strategic activities, 40 per cent on administration, 30 per cent on providing a consultancy service, and 10 per cent on other activities.
The ‘clients’ or ‘customers’ of the HR function are not just management. They also comprise the front-line managers who actually implement HR policies and on whom the function relies to get things done, employees, and potential recruits.
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