Role of HR in an Organization

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
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Author Note

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Abstract
The role of the Hr. is very significant in the smooth running of the company. It is the
responsibility of the Hr of an organization to establish a positive culture for the employees of the
organization. The Hr. is also responsible for the recruitment of new employees. It can be said the
success of the company mainly depends on the responsibilities of the Hr. The main purpose of
this report is to understand the responsibility of the HR in managing an organization. This
assignment will be focusing on the responsibilities of the HR. the importance of incorporating
fairness in the profession of the HR and also on the process in which the HR must function in an
organization.

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Describe the professional responsibilities of HR professionals.
It is the responsibility of the Hr. Professional to establish and even manage the culture of
the company. Recruiting new employees in the company is one of the main responsibility of the
HR professional. It is their role to retain the profits of the company as well as the payroll. It is
also the responsibility of the Hr professional to solve various number of conflicts that tends to
arise during the time of training and development (Latorre et al., 2016). The main success of the
company tends to depend upon the activities and functions of the HR in itself. It is also the duty
of the hr. Professional to consult with the employers of the company and understand and identify
the needs as well as the qualifications which are preferred by the company it is also their
responsibility to take interview of the new applicants about their specific experiences, skills and
education. However, one of the significant responsibility of the HR professional is to plan and
even organize the workforce so that the skills and talents of the employees can be utilized to its
best extent (Lo, Macky & Pio, 2015). They are also responsible for making the policies and
procedures of the company or the association for which they tend to work.
What does it mean to include fairness and justice in the HR profession?
It is the responsibility of the HR to uphold, modify and update various rules, policies and
procedures of the company for which they tend to work. Since all the rules and procedures are
being made by HR, it is essential for the HR. to very much be fair while making the rules of the
company. It is the duty of t HR. to ensure that all the individuals in the company are respected
and no biasness is been seen among the employees (Muchhal, 2014). This will help in the
creation of the environment, which is free of any sorts of hassles. By incorporating fairness and
justness in the profession of the HR, the HR must ensure that all the employees who are working

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in the organization must have equal opportunities to grow by themselves. Apart from this, it is
also the responsibility of the HR. to follow all the legal rules and policies which are followed by
the company to avoid any sort of problems such as the lawsuits from that of the unfair
judgments.
How should HR professionals appropriately manage an organization's
information
It is the responsibility of the Hr to manage the information of the association by either
sending or receiving the information which is directed through ethical means. However, in
managing the information of the organization, only the necessary information’s must be utilized
by the HR professional for the making of the decision of the company. It is also the duty of the
Hr. Professional to ensure that the information which is being used for the purpose of the making
of the decision is accurate (Tyler, 2013). The job of the HR is a very significant one as the Hr has
the power to either create or even break the career of a company by the utilization of the
information which is not correct. The company can even break if HR does not use the
information in an accurate manner.

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References
Latorre, F., Guest, D., Ramos, J., & Gracia, F. J. (2016). High commitment HR practices, the
employment relationship and job performance: A test of a mediation model. European
Management Journal, 34(4), 328-337.
Lo, K., Macky, K., & Pio, E. (2015). The HR competency requirements for strategic and
functional HR practitioners. The International Journal of Human Resource Management, 26(18),
2308-2328.
Muchhal, D. S. (2014). HR practices and Job Performance. IOSR journal of humanities and
social science (IOSR-JHSS), 19(4), 55-61.
Tyler, K. (2013). Job worth doing: Update descriptions. HR Magazine, 58(1), 47-49.