The Human Resources department, better known as HR, is an integral aspect of any organization, handling all the ins and outs that come with employing people. Generally, the HR department supports the growth and maintenance of a business by ensuring that employees are happy, healthy, compensated fairly, and following the policies and expectations of the organization.

If you’re considering a career in business, you’ll be a great fit for Human Resources if you have strong interpersonal skills, communication skills, organizational skills, and the ability to think critically about challenging situations. With training in Business Management at Algonquin Careers Academy, you’ll build a solid understanding of business practices, including foundational human resource management skills. Below, learn more about the role of HR and HR management within an organization in order to determine if it’s the right fit for you after business management training.

Human Resources Takes Care of the Recruiting, Hiring and Termination Processes

As a member of the HR team, you’ll need to be able to identify candidates who will be a good fit for particular positions within an organization. This involves determining the needs of an organization, the budget for hiring a candidate, and the current market for the position at hand. Once the position is advertised, HR also sets up interviews and carries out the onboarding process. In the instance that an employee doesn’t turn out to be the right fit, HR is also responsible for carrying out the process of letting them go and handling compensation packages. With the communication skills, interpersonal skills and business acumen that you’ll gain during a business management program, you’ll be more than prepared to take on these responsibilities in an HR department.
 

After a business management program, working for HR means that you’ll be recruiting and hiring employees

Ensuring Regulatory Compliance in HR After Business Management Training

In addition to bringing on the employees that will best contribute to an organization’s development, HR professionals are also responsible for maintaining a safe workplace, taking disciplinary action when necessary, and ensuring that an organization complies with relevant labour and employment rights laws. In an HR management role, your communication and critical thinking skills will help you effectively discuss and convey any problems that you encounter, and develop a solution promptly. Your work will prevent discrimination or harmful practices against employees, while promoting safe working conditions.

HR Oversees Payroll, Compensation, and Benefits

In addition to supporting and protecting employees at an organization, HR is also responsible for the administrative side of employment. As an HR manager, you may be responsible for carrying out payroll, setting the budget for employee expenses, creating policies around compensation, and introducing benefits packages and initiatives for employees. As an HR professional, you’ll be responsible for thinking strategically about what kind of benefits and compensation can incentivize employees and enhance performance, while also improving satisfaction around the office. During your business management training, you’ll build the skills necessary to evaluate budgets and performance standards in accordance with compensation.
 

HR departments often oversee the payroll process for an organization

HR Supports Managers and Employees

Above all, HR’s main responsibility and purpose should be to support the people within an organization. After all, they are called Human Resources for a reason. If you’re interested in ensuring that the employees within an organization are happy, you’ll be a great fit for an HR management position. You may lead training in order to solve problems in the workplace, consult employees about career paths, and support the general health and wellness of others. If you’re interested in working to make an organization better, then consider a career in HR after completing your business management training.

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