“…we need a new member of staff, the personnel department has to write a job advertisement.“
This is how the personnel work usually begins, as the Personnel Department accompanies a new employee already before he is employed. And this is how the Human Resources employee discusses and agrees with the different departments, phrases an advertisement for the homepage, the newspaper, a job exchange or briefs a recruitment consultant, assorts the incoming applications, prepares a shortlist of suitable applicants, again discusses and agrees with the different departments regarding possible dates for job interviews and accompanies and documents the job interviews at least.
After selecting a new employee, it is up to the Personnel Department to prepare the labour contract and where necessary conduct negotiations (within the limits).
When the new member of staff is finally employed the Personnel Department usually is the first place to go. Corresponding information are handed out and the candidate is brought to the department.
Usually the Personnel Department is responsible for further trainings. Therefore, the department takes the decision which provider of further trainings is appropriate for the company. Eventually seminars are communicated and organised by the Human Resources Department.
In the case of an employee generating a blunder, the Human Resources Department needs to be involved as consultant who supports the departments with preparing the necessary staff sanctions, eventually provide key data (e.g. the incapacity to work quota), supports and accompanies the department in personnel talks.
If all this still leads to a breakup, it is up to the Personnel Department to accompany the termination interview and finally provide the employee with the notice of termination.
In many cases the end of labour is upon retirement. At any rate, the friendly face of a staff member from the Personnel Department is the last company image which is presented to the leaving employee.
Therefore, Human Resources is the Department which accompanies the employee from the beginning to the end.
Especially in the shopfitting industry this task means a peculiarity, as the Personnel Department has to deal with many different types of people, like people who act very creative, as they deal with planning and conceptual design, or with process oriented Project Managers who always are under time pressure and have only little time for “any personnel programs“. There are employees from the Construction Departments who are always out and about, sometimes even internationally, where local and legal regulations need to be considered.
The essential components of Human Resources Management are: