This video provides a general introduction to the role of an human resources administrative professional. In this video, HR expert Catherine Mattice offers an overview of the essential jobs of a human resources department, including administering company benefits, updating corporate policies and ensuring compliance with the laws related to HR. In addition, HR might assist managers with employee performance issues, recruit and interview for open positions, onboard new hires, maintain personnel files and document training programs, and more.
- [Voiceover] When I was first introduced to the world of HR, I was a receptionist at a startup company that had just hired a consultant to help them grow. When the consultant realized we had no HR systems, she immediately offered me the job of HR Generalist. During this conversation, she advised me that my new role would be tricky because I had to learn to walk a fine line between the employees and the organization. She told me I should always do what was in the best interest of the organization, while at the same time, meeting employee needs. As you may already know, this is a tall order.
This conversation has stuck with me throughout my years in HR. You are paid by the business to do what is best for the organization, but because employees are the most valuable asset, you have to take care of them too. Your job is to implement systems that will meet employee needs and the bottom line. For example, one of your major responsibilities might be administration of benefits. If it is, one of your main goals is to locate a benefits plan that fits within your organization's budget, while ensuring the employee contribution fits within your employee's budget.
From a financial standpoint, it might be in the best interest of your company to find the cheapest benefits out there, but from an HR standpoint, giving employees benefits that don't get them what they need ultimately hurts their production, and thus, the organization will suffer. It is always your job to weigh the best interest of the organization with the best interest of employees, and make decisions that work for both parties, as best as you can. HR duties tend to fall under a variety of rules, depending on the company's needs.
You might be an HR Administrator, HR Generalist, HR Manager, or an office manager, responsible for human resources. While job descriptions vary, generally, your duties will include administrating company benefits, updating corporate policies, and ensuring compliance with the laws related to HR. You might also assist managers with employee performance issues, recruit and interview for open positions, and onboard new hires. You'll also maintain personnel files, document training programs, and a lot more.
Often, in small businesses, these duties are coupled with other related tasks, like bookkeeping, serving as an executive assistant, performing operations-related duties, and more. Whatever your responsibilities, always remember that you have an important role in your organization. It is paramount that you maintain positive relationships with vendors, staff, managers, and leaders, in order to be successful. If you need some help crafting your job description, check out the exercise files, where I've provided a template to help you get started.
Now go forth and be amazing.
HR consultant Catherine Mattice outlines some of the considerations of the human resources professional, such as balancing the needs of employees with the interests of the organization. She reveals how to conduct an HR audit to identify HR practices that need improvement. She then outlines core HR responsibilities: staffing, training, documentation, compensation and benefits, performance reviews, job descriptions, compliance with state and federal regulations, and more.
- Explain the role of administrative HR.
- Describe how to build trust with employees.
- Summarize how to conduct an HR audit.
- Cite the best practices for personnel files and recordkeeping.
- Identify the important tasks involved in writing a job description.
- Recognize the fundamental components of a high-quality onboarding experience.
- Identify effective and ineffective ways to discipline an employee.
- Cite the key reasons for conducting an exit interview.