HR department routines are essential to the functioning of any company.
In addition to managing all bureaucratic aspects related to employees, the sector ensures compliance with internal regulations and labor legislation.
Note that it is therefore different from the HR sector, which is responsible for the strategic management of people, and not bureaucracy itself.
In any case, there are countless activities that require attention, knowledge and organization and have a direct impact on employee satisfaction, productivity and retention.
Are you wondering what the 6 functions of the HR department are? Well, we already told you that there are not just six!
In this article we will present the 8 main routines in the sector and how to organize them efficiently. Follow along!
What are the main routines of the personnel vietnam whatsapp data department?
HR department routines may vary depending on the size, segment, and culture of the company.
Its objective is to ensure proper compliance with the employment contract and to comply with labour and social security legislation.
With this in mind, there are some activities that are common to most organizations. Here are some of them:
1. Admission processes
The admission process is the first stage in the relationship between the employee and the company. It consists of carrying out all the necessary procedures for hiring the employee , such as:
Request and consult personal and professional documents;
Prepare and sign the employment contract;
Register the work card and time clock;
Issue the insignia and uniform;
Take the entrance exam;
Register the employee in the payroll and benefits system;
Integrate the employee into the team and the company culture.
The admission process must be carried out quickly and accurately to avoid errors that could lead to legal problems or demotivation for the new employee.
2. Dismissals and layoffs
Another function of the personnel department is the dismissal or firing process. The last stage of the relationship between the employee and the company is a delicate but necessary moment.
In this situation, the sector is responsible for carrying out all the necessary procedures to terminate the employment contract . This includes:
Communicate the decision to the employee and the category union;
Calculate and pay severance pay, complying with prior notice;
Take the dismissal exam;
Discard the work card and time clock;
Pick up the badge and uniform;
Disconnect the employee from the payroll and benefits system;
Issue dismissal documents, such as proof of unemployment insurance and the FGTS code.
With respect and transparency, this stage runs more smoothly and avoids conflicts or labor actions.
3. Point control
Time control is the routine of the personnel department that records the working hours of employees , such as arrival time, departure time, breaks, overtime, absences, delays, etc.
Required by law in most cases, it can be done using electronic, mechanical or manual systems.
Today, the adoption of digital electronic timekeeping greatly facilitates one of the main routines of the personnel department.
Ultimately, technology helps ensure compliance with the working hours established in the employment contract, as well as calculate payments and discounts related to employees' working hours.
4. Payroll management
One of the activities of the personnel department considered very bureaucratic is payroll management.
Let's imagine that Débora is the DP employee responsible for this routine.
It is the company that calculates and pays the salaries of employees . To do this, it is necessary to consider data on time control, benefits, social security contributions, taxes, union contributions, etc.
This requires a lot of attention, rigor and punctuality on the part of the professional, to avoid errors that could harm employees or the company.
5. Benefits management
Benefits management is the routine management of benefits given to employees in addition to their salary , such as food vouchers, transportation vouchers, health and dental plans, life insurance, profit sharing, and others.
According to Gartner research, 47% of HR leaders say employee experience is a priority by 2023. And that includes communicating benefits options!
In this regard, the sector must develop a policy that supports the strategic action of the Human Resources department.