Human Resources

The human resources department of a business is used to recruit the best employee’s and to make sure that they work effectively and safely. Also the human resources department within a company deals with the businesses management of new and current employee’s, this involves such tasks as looking after employee’s well being to their working conditions, this is to ensure that employee’s are working effectively and are being treated fairly.

As a key department within any company human resources could cover;

  • The recruitment, retention and dismissal of employees
  • Working conditions
  • Health and safety
  • Training, development and promotion
  • Dealing with/working with employee organisations and trade unions

Typical jobs titles involved within the human resources department which help in the running of the human resources department are;

  • Human resources manager(s)
  • Training officer(s)
  • Health and safety officer(s)
  • Personnel assistants


A major task of the human resources department is to ensure that the business or company has the right employees for the successful running of the business/company this could involve from recruiting, retention and dismissing employees.

The recruiting process usually works like this;

Notification of vacancy

Constructing a job description, listing the tasks that will be key in the job. This is usually done through consultation of the candidate

Writing a person description, the identification of personal attributes, qualifications, skills and previous experience

Finding candidates, advertisement of the opening

Sending out application forms and job details, the distribution of forms to those candidates interested

Considering applications, the processing and assessment of applications received

Short listing, usually done if a large number of applications are received and the most suitable candidates are chosen for further selection

Interviewing short listed candidates, this is the process to ensure that the most suitable candidate is selected for the position, usually done through interviews with company managers or tests

Selection of the candidate, a candidate is selected after the interview usually in a selection meeting

Notifying the selected candidate, the candidate chosen is usually told on the spot they have been selected, telephoned, or mailed to notify them that they have been selected for the job

Issuing a contract to the candidate, this shows the selected candidate the terms and conditions of accepting this job; hours they’ll be working, rate of pay and entitlements. Also this is a legally binding document.

The recruiting process overall is to ensure that the most suitable candidate is selected for the job so that the company can run effectively. At all times all candidates must be treated fairly during the selection process meaning, no discrimination against race, sex or disability.

Also the recruitment process can be carried out by a recruitment company which is hired by the company to search out suitable candidates, a short list of candidates which the recruitment company chooses itself is given to the company to make the final selection.


When a business has a good employee usually they want to keep them. Some of the ways this is done is:

  • Giving the employee new incentives to stay with the company
  • Pay rise
  • Promotion
  • Employment opportunities elsewhere in the company e.g. international assignments

To ensure that the retention is legally binding, a new contract is usually drawn up or the old one is renewed with all the new relevant details.

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Dismissal usually occurs when an employer feels that the actions of an employee is inappropriate or breaks the terms in his/hers contract, in this situation it may be necessary for the employer to deploy company or disciplinary procedures or take other action, which could lead to the dismissal (sacking) of that employee.

The disciplinary process has 3 stages. The 1st stage is informal discussion with the employee under scrutiny, where the employer tries to resolve the situation with the employee. If this situation is resolved no further action will be needed. If not, a formal procedure will ...

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