Reading Time: 3 minutes

A human resource manager might be involved in the hiring-side activities, such as employing new people or sitting in interviews. But the involvement one has expands far beyond these activities. The responsibility of an HR manager is across all departments and affects every employee. Ranging from payroll to internal disputes.

In a digital workplace, human resource management is not just about people. It is about strategy, analytics, compliance, and, lastly, the technological dimension. Let’s deep dive into what truly makes HR the pillar of a functioning organisation.

Recruitment and Selection

The first responsibility of an HR Manager is to identify & select the appropriate talent. JD writing, job postings, screening, and interviews are all procedures that are undertaken. An HR Manager will interact with other departments to ascertain that the job roles align well with company objectives.

Why it matters: The right talent lessens the time to employee and increases productivity.

Payroll Management

Payroll management is an important responsibility of an HR manager. The HR team calculates gross and net salaries and distributes payslips to employees. There are automated solutions, such as Savvy HRMS, that make this process easier.

Why it matters: The errors can corrode employee trust.

Performance Management

They establish the KPIs, detail the appraisals, boomerangs, and generally establish quotas. Managers will positively assist employees. And then recognise low and high performers.

Why it is important: Monitoring performance can highlight areas for improvement or efficiency.

Onboarding in the Responsibility of HR Manager

They outline policies, detail basic tools, outline mentors, and share the policies. All this is outlined in the employee handbook.

Why it is important: Positive onboarding drives engagement early.

Compensation and Benefits

A large part of the responsibility of hr manager is managing pay structures. HR professionals establish wage payments to hourly workers. Hence, determines bonus schemes for employees and the management of leave policies.

Policy Development and Compliance

HR managers develop internal policies. HR creates policies that are compliant with the organization’s goals & legal obligations. 

Why it is important: Good policies create trust and predictability.

Conflict Resolution in the Responsibility of HR Manager

Conflict is inevitable & when these conflicts arise, HR serves as a neutral third party. Then, it gets the parties to agree on a solution or offers a fair solution on behalf of both parties. 

Why it is important: Timely conflict resolution keeps teams happy and productive.

Employee Engagement in the Responsibility of HR Manager

Keeping employees happy and engaged is one of the most important tasks of an HR manager. HR managers research & plan activities such as team-building events, surveys, wellness programs & campaigns. HR Managers also promote and solicit employee feedback. 

Why it is important: Happy and engaged employees want to work harder and are likely to be more loyal. 

Conclusion

The role of an HR manager has changed. It is about developing systems that facilitate and support people and processes. If you have strong HR in place, teams will succeed, and organizations will ultimately grow. If HR strategically uses tools like Savvy HRMS, it can do more with less effort. 

Are you an HR professional looking for simplified processes in your daily routines? Would you like to support people while reducing manual labour and improving accuracy? Check out Savvy HRMS; your all-in-one resource for everything. From payroll, data, recruitment, to HRMS, scheduling, and many more resources. 

Do not wait any longer to update your HR Department today!

FAQs

Q1. As an HR manager, what are your daily responsibilities?

 They have to manage recruitment, help employees, payroll, compliance, and team-engagement ventures.

 

Q2. Why is onboarding important (HR wise)?

 Onboarding gives new hires a sense of welcome and allows them to increase productivity as quickly as possible.

 

Q3. How does HR handle conflict?

They stay impartial, in which they gather both perspectives on the conflict and implementing fair solutions.

 

Q4. Why is data management important to HR?

Having accurate data is important to know how employees perform, operate, and make decisions based on data.

 

Q5. Can HR software be that good?

 Yes, platforms such as Savvy HRMS reduce paper & provide consistency. Automate, manage similarities and differences, Operationalize timeliness in multiple ways, and provide more time to a manager in hr software.

 

Reading Time: 3 minutes

Have you ever thought about how much your employees are worth, not just by what they produce, but also by being an asset on paper? If you agree, it’s Human Resource Accounting (HRA). 

HRA is critical because many companies have no problems measuring their assets. They know the value of physical assets, such as buildings, and digital assets. But many organisations don’t realise that the biggest investment they have is. People can and should be accounted for. 

Let’s examine it in detail, including how it works & why it is important for HR departments. 

What is Human Resource Accounting?

In simplified terms, it refers to valuing employees as financial assets. 

This is not about turning people into numbers—rather, it’s understanding people’s value. To make smarter business decisions. Businesses spend huge sums of money on acquiring, training, & retaining talent, so why not account for it?

Why Human Resource Accounting is Important

Conventional accounting does not account for employee costs/values. However, every HR function has a cost or time value (recruit, onboard, or train…)

 

• HRA provides this pervasive ROI.
• It allows companies to visualize their real return on their talent investments.
• It generates accuracy in financial statements & everyone appreciates transparent accounts.
• It generates strategic planning from HR expenditure.

To recap, human resource accounting develops an alignment of HR Practices with financial performance. 

Advantages of Human Resource Accounting

If you’re still not convinced as to why Human Resource Accounting deserves your attention. 

1. Better Talent Management

 HR will be able to see how well they are doing and measure both cost and value. 

2. Better Financial Reports

Stating what facets strengthen the business.

3. Enhanced Employee Value Propositions

When organisations understand the value of their people, they can establish better employee retention strategies. 

Basic Elements of Human Resource Accounting

Let’s examine the fundamental aspects of the concept.

1. Cost Approach

This approach captures & documents the costs incurred in hiring, training & retaining people. This approach provides the most direct evidence of value. 

Why it’s important: This allows organizations to evaluate the cost of their hr practices.

2. Value Method

This method focuses not only on costs, it evaluates the future value! What people have to give to the company is generally measured by an employee’s productivity. Possible promotions and potential long-term contribution.

Why this matters: It reflects the actual capabilities of a company.

Difficulties with Human Resource Accounting

Of course, there are challenges.

 

• It is difficult to put a number on human potential.
• Not all models will get to the same number.
• There is no consistent method being used around the world. 
• It is difficult to measure emotional intelligence, creativity, and leadership capability. 

 

Yet even given the challenges, many HR professionals feel it is better to try to measure human capital instead of ignoring it altogether.

How Savvy HRMS Makes Human Resource Accounting Easy

Savvy HRMS Cost Centre feature allows you to track the cost of each employee to your business. You can keep a record of it daily, weekly, or monthly.

If you have an employee working in two departments, no worries. The system can easily split and show how much cost is allocated to each employee. You will always be aware of where the money is going and to whom.

This transparency allows you to plan, budget, and manage teams in full knowledge of costs.

How does it relate to HRMS?

This is where it gets interesting.

An HRMS, such as Savvy HRMS, can track training costs, appraisals, leaves & payroll. All this for an accurate piece of organised data needed for human resource accounting!

HRMS automates the process, reduces the risk of errors & promotes informed decision-making.

Conclusion

It is about a change in mindset as organizations become more human-centered. It is time to begin to think about employees as assets. Integrating this idea into your HR functions, you can gain insight that goes far beyond employee counts and salary tracking. Begin treating them as your most valuable assets. 

Are you ready to put Human Resource Accounting into action in your organization?

Savvy HRMS was built to assist in every HR function. Allow your HR staff to do their jobs better with enhanced data-driven decision-making.

You will be amazed at how Savvy HRMS can make your human capital an indicator of your business value!

FAQs

Q1. Is HR Accounting available for organizations to use?

Not everywhere, yet. Many very large organizations use it, but small businesses are still trying to use it & see the benefit.

 

Q2. Is Human Resource Accounting making the old-fashioned accounting method obsolete?

No. Human Resource Accounting is ancillary to old-fashioned accounting. By using HRA, users can show the value of human capital on financial reports. 

 

Q3. Is It legally binding?

Not in most countries, but it is gaining acceptance in progressive HR practices & financial planning. 

 

Q4. Can software products assist in Human Resource Accounting?

Sure. HRMS platforms like Savvy HRMS have very easy styles for tracking data needed for HRA.

 

Reading Time: 3 minutes

Have you ever wondered whether your time off is paid or unpaid? If so, don’t worry, you’re not alone. Many professionals have serious trouble understanding Compensation leave. It’s not simply an HR term; it describes equity, compliance, and employee trust.

In our whirlwind work life today, managing Compensation leave requires vigilance. Not only does it factor into employee satisfaction. But it is also linked to compliance and managing costs. Therefore, getting comfortable with the concept is pretty important to HR professionals.

What is Compensation Leave?

It is very distinct from paid vacation or sick time. It is about providing employees with time off to balance overtime, based on hours worked.

Some organizations offer employees monetary overtime. Whereas other organizations prefer to give time off in lieu of pay. Whatever the case, it should be documented, communicated, and recorded.

Why is Compensation Leave Important from an HR Perspective?

1. Encourages a Work-Life Balance

Employees should be able to recharge when they put in extra hours. This maintains morale and prevents employees from burning out.

2. Improving Retention

Fair policies help employees feel valued. When HR recognizes someone for going above and beyond, the employees will stay longer.

3. Legal Obligations

Many jurisdictions have a labor law basis for requiring organizations to provide. Either leave or pay for overtime hours worked, and not following this can lead to legal issues.

4. Cost Effectiveness

It is often cheaper for companies to give an employee a day off instead of paying an employee for overtime. That is critical for budget-strapped businesses.

How is Compensation Leave structured?

Here is a simple example: 

A worker who has to work on a Sunday gets a compensatory day to use on another day of the week. The HR has to ensure that this time is appropriately recorded and approved.

However, the approach differs among organizations. Many employers would give you a day off, 1:1. Others will provide you time off at a weighted formula, like 1.5x the time off.

This is where HR Software, like Savvy HRMS, can be beneficial. Helps you to track these types of leaves, automatic balances, and quarrels that can arise.

Important Components for Compensation Leave Policy

• Organisation size and budget

• Industry regulations

• Workload patterns

• Employee expectations

• Automation and HR tools

Best Practices in Managing Compensation Leave

• Establish Clear Policies

 Sanction policies must state eligibility criteria, process for application & timelines.

• Automated Leave Tracking

Procedures for monitoring leave are likely to result in errors if not dealt with. Rely on solid HR management skills.

• Be Transparent

Refer to compensatory leave policies at induction.

• Set Lpase Dates

Compensatory leave may lapse if not used within a specific time. Make employees aware.

How Savvy HRMS Simplifies Compensatory Leave Management

Working with Compensatory Leave manually takes a lot of time and can be done incorrectly. 

Savvy HRMS allows you to do the following: 

• Automate the leave requests and leave approvals
• Easily track compensatory offs
• Integrate attendance and time worked
• Customise policies based on your organisation 

All of these save you time, but will also give you the correct records. Legal compliance and boosting employee morale.

Conclusion

Compensatory leave allows employers to bridge the gap between working effort & employee recognition. To make it an effective program, there needs to be structure in the policies, clarity, and the tools to accurately do what needs to be done. This is where technology is able to achieve HR goals.

FAQs

• Can Compensation Leave be carried over? 

It totally depends on your company’s policies. However, typically, employers require employees to use their leave within a specified time.

• Is Compensation Leave required? 

In some jurisdictions, if an employee works on their holiday or during weekends. That may be leave or pay, or other considerations.

• How do employees apply for Compensation Leave? 

Through the HR portal or leave request forms. These are then submitted to management for approval. When change is made through systems like Savvy HRMS. It typically makes this part of leave management easy. 

• Do employees get paid for unused Compensation Leave?  

 Typically not, though this is again dependent on the organization’s internal policies.

Take the Next Step With Savvy HRMS 

If you would like to develop how your organization manages Compensation Leave. Perhaps you need an HR system. A competent HRMS can provide the functionality to manage all leave types, including compensatory leave, in a simple, effective, and easy-to-use platform. 

Make Your HR Smarter. Choose Savvy.

Reading Time: 3 minutes

Have you ever thought about what keeps the wheels greased in a seamless & efficient organisation? This is neither a strategy nor technology; it is the human resource! And HR responsibility is at the core of that. 

Employment and talent acquisition are integral to practically every aspect of an organisation’s growth (e.g., talent culture, workplace culture, training, etc.). What does HR’s responsibility look like in an environment of constant uncertainty?

Let’s look at what HR responsibility looks like in today’s organisations. 

What is an HR Responsibility?

HR responsibility encompasses the essential functions and duties of the human resources department. It can cover the continuum of recruitment/selection/induction aspects. Enforce policies outlined in employee handbooks and applicable legislation. Engaging the workforce in a multitude of processes.

Core Areas of HR Responsibility

1. Recruitment and Selection

Drawing up job descriptions, placing ads, screening candidates & interviewing. Then, finalizing the best-fit candidate comes under recruitment and selection.

Why it matters: Hires are better at being productive & resources who hold to function. 

2. Employee Onboarding and Orientation

Once someone is hired, the employee must be ushered through the end of the hiring process. HR explains policies, tools & provides for interests to ensure a seamless settling.

Why it matters: The better the new hire settles in, the faster the productivity starts. 

3. Payroll Management

Payroll encompasses everything from processing payroll in a timely manner, taking deductions, calculating bonuses to reimbursements, and more. It is HR’s responsibility to ensure employees are paid properly and on time.

 

Why it matters: Running payroll timely builds trust with employees and is legally required.

4. Performance Management

This deals with setting up systems that promote and regulate employee performance. It carries the responsibility for setting up mechanisms. Through this, the performance of employees in an organization is regularly assessed!

Why it matters: Feedback improves the development rate of the employee & enhances satisfaction. 

5. Learning and Development

The training enables employees to develop in their respective careers. HR seeks to identify gaps & introduce upskilling programs to optimize the output.

Why it matters: Skills are the key to work output.

6. Compensation and Benefits

HR must deliberate on fair pay practices, awarding bonuses & imposing certain leave. Transparency and compliance with labor laws are a must.

Why it matters: Fair compensation will satisfy employees who will be loyal.

7. Policy Creation and Implementation

HR staff frame internal policies and see to it that all departments follow such policies, such as leave policies, work ethics, safety, and the code of conduct.

Why it matters: Policies provide structure and discipline.

8. Conflict Resolution

Disagreements are bound to happen in any workplace. HR is the most appropriate department to listen to, mediate & resolve such conflicts. Thus maintaining neutrality.

Why it matters: Disruptions will be fewer in a healthy workplace. 

9. Employee Engagement and Retention

Planning events to get employee feedback & ensuring mental well-being are incumbencies of HR. Engaged employees are likely to stay longer and perform better.

Why it matters: Engaged teams perform better.

Why It Matters to Know About HR Responsibility

HR responsibilities are changing as the world of work changes. HR is no longer just about paper and policies. Yes, it’s about supporting people.  It’s about value to the business. Yes, it’s about sustainable work environments. With the Savvy HRMS system, we can automate 99% of these HR responsibilities and minimise human error. Allowing you or HR professionals to come back on track.

Conclusion

HR has moved well beyond being simply a support function. It is now a strategic partner, a team builder, and a method of future-proofing an organisation. Understanding the vast nature of HR’s remit and how it can empower teams will place the organisation in a position for continual growth.

Want to Level Up Your HR Work?

Looking to make HR tasks simpler and more productive? Savvy HRMS provides smarter, automated solutions that will manage every aspect of HR responsibility, from recruitment to retention. Leave behind manual mistakes and create a seamless HR function.

Check out Savvy HRMS today- the new standard in humanity and HR.

FAQs

Q1 What are the HR responsibilities? 

Through recruitment, onboarding, performance management, training, payroll, and conflicts.

Q2. Why is HR important in an organisation? 

HR is important because it ensures everything runs smoothly and on track. Ensures employee comfort and satisfaction, as well as helping to achieve business milestones.

Q3. How do HR Responsibilities impact the culture in the organisation?

HR policies and employee engagement activities help to define employer and management perceptions. Thus creating a positive workplace culture.

Q4. Can HR responsibilities be automated?

YES! Using excellent software like Savvy HRMS can be managed in an automated way. Hence, it helps you to manage attendance, payroll, and employee files etc. 

Q5. What types of skills does one need in order to be effective with HR responsibility?

Communication, problem solving, knowledge of legal issues regarding employment, empathy, and hr technology skills.