{"id":1149,"date":"2023-07-02T23:39:03","date_gmt":"2023-07-02T23:39:03","guid":{"rendered":"https:\/\/mudabicara.com\/en\/?p=1149"},"modified":"2023-07-02T23:39:03","modified_gmt":"2023-07-02T23:39:03","slug":"what-is-human-resource-development-definition-duties-functions-and-report-methods","status":"publish","type":"post","link":"https:\/\/mudabicara.com\/en\/what-is-human-resource-development-definition-duties-functions-and-report-methods\/","title":{"rendered":"What is Human Resource Development? Definition, Duties, Functions And Report Methods"},"content":{"rendered":"

Human Resource Development<\/span><\/span><\/em> \u00a0(HRD) is a department that deals with the management of a company’s resources. <\/span>The HR team is also required to be able to make an annual HRD report as a form of accountability in one period.<\/span><\/span><\/p>\n

However, did you know that HRD tasks are not only limited to recruitment? <\/span>Actually HRD Human Resource Development also has various other tasks which cover all aspects that are closely related to employee sustainability.<\/span><\/span><\/p>\n

HRD at a glance<\/span><\/span><\/span><\/h2>\n

HRD stands for Human Resource Development. <\/span>HRD itself can be interpreted as\u00a0 <\/span><\/span>human resource management<\/span><\/span> . <\/span>Human resources or employees are also one of the most important assets in a company. <\/span>Therefore, a special division is needed to manage it, namely HRD (Human Resource Development).<\/span><\/span><\/p>\n

Read Also :\u00a0How to Increase Employee Productivity Quickly<\/a><\/strong><\/span><\/pre>\n
HRD is<\/span><\/span> \u00a0an important component of any business, regardless of the size of the company. <\/span>HRD is also tasked with maximizing employee productivity and protecting the company from any problems that may arise in the workforce.<\/span><\/span><\/p>\n
HRD’s own responsibilities include compensation and benefits, hiring, dismissal, as well as always following laws that may affect employees and their company. <\/span>Sometimes, HRD is also referred to as personnel.<\/span><\/span><\/p>\n
However, in some companies, the role of the personnel sector itself is not the same as HRD. <\/span>In terms of responsibility, the scope of personnel is usually less than that of HRD.<\/span><\/span><\/p>\n
Personnel also focuses on administrative management, such as databases,\u00a0 <\/span><\/span>payroll software<\/span><\/span> , attendance, document filling, and so on.<\/span><\/span><\/p>\n
Meanwhile, HRD has bigger responsibilities when compared to personnel. <\/span>Some examples are training,\u00a0 <\/span><\/span>general affairs<\/span><\/span> , recruitment and selection, HR planning, career development, and making SOPs.<\/span><\/span><\/p>\n
Read Also :\u00a0What is Employee Loyalty? Definition, Benefits, and Ways<\/a><\/strong><\/span><\/pre>\n
Main Duties of HRD<\/span><\/span><\/span><\/h2>\n
After knowing the types of HRD functions, we also need to know about the main functions of HRD. <\/span>Following are the main functions of HRD.<\/span><\/span><\/p>\n
1. Compensation and Benefits<\/span><\/span><\/span><\/h3>\n
Issues that are quite important in the company include providing compensation and providing various benefits for employees. <\/span>When designing a compensation program, what is considered starts from employee wages, insurance programs, and benefits or benefits.<\/span><\/span><\/p>\n
Not only designing but also managing schemes and managing distribution procedures. <\/span>However, it should be noted that compensation and benefits are provided subject to the provisions of the applicable law. <\/span>Because, this is quite sensitive in the corporate world.<\/span><\/span><\/p>\n
2. Manage Relations Between Employees<\/span><\/span><\/span><\/h3>\n
The task of HRD is to take part in building good relations between employees. <\/span>HRD itself tries to create activities that can help get to know employees better, personally or professionally.<\/span><\/span><\/p>\n
This method will encourage healthy and balanced good relations between employees and other positions in a workplace. <\/span>Including one of the keys to the success of the company.<\/span><\/span><\/p>\n
3. Collecting Administration<\/span><\/span><\/span><\/h3>\n
One of the tasks of HRD is to collect administrative data. <\/span>The administration in question is employee data, payroll, payments to other employees, to the work contract system. <\/span>Employee administration can be accessed easily through\u00a0 <\/span><\/span>the hris application<\/span><\/span> .<\/span><\/span><\/p>\n
This data is the task of personnel, but from a personnel perspective it is part of HRD (Human Resource Development).<\/span><\/span><\/p>\n
Personnel will also be very helpful and lighten the work of HRD because it can reduce labor costs, motivate employees, and increase profits.<\/span><\/span><\/p>\n
Read Also :\u00a0What are KPIs? Definition, Benefits and Examples<\/a><\/strong><\/span><\/pre>\n
4. Orientation<\/span><\/span><\/span><\/h3>\n
The next HRD duties and responsibilities are orientation or preparing new employees. <\/span>However, not all of these tasks are performed by the company. <\/span>Even though this is also a basic step to help new employees and adjust to co-workers, managers, offices, and work.<\/span><\/span><\/p>\n
HRD is tasked with intensively introducing tasks, department functions, the relationship between positions and job descriptions. <\/span>That way, employees are expected to play an active role in the company.<\/span><\/span><\/p>\n
5. Make Correct HR Reports<\/span><\/span><\/span><\/h3>\n
Just as the finance division must provide financial reports, HRD must also provide HRD reports related to the management of company human resources. <\/span>With this report, the company can evaluate and improve the company.<\/span><\/span><\/p>\n
In addition, the company can also make a decision whether to add employees or not to increase the company’s growth.<\/span><\/span><\/p>\n
Functions of HRD Reports<\/span><\/span><\/span><\/h2>\n
Before entering into making reports, we should first understand the function of HR Reports. <\/span>There are more or less three functions that can be described, namely:<\/span><\/span><\/p>\n
1. HR Monitoring<\/span><\/span><\/span><\/h3>\n
Generic reports allow HR to stay up to date with the work rhythm of the organization. <\/span>The trick is to track employee performance metrics. <\/span>New trends as well as other opportunities can be recognized more quickly and potential problems can be resolved before they develop into something serious.<\/span><\/span><\/p>\n
2. Information management<\/span><\/span><\/span><\/h3>\n
An HR Report can help managers to complete their work better. <\/span>This report is able to show relevant developments about the team and its department. <\/span>When, for example, the marketing department is struggling with reduced headcount and tight recruitment times, the manager can swiftly address these problems as soon as the employee leaves.<\/span><\/span><\/p>\n
3. Trace problem areas<\/span><\/span><\/span><\/h3>\n
HR reports also offer a way out for tracking core problem areas in a transparent manner. <\/span>This transparency will motivate managers to pay closer attention so that the company’s reputation can be maintained.<\/span><\/span><\/p>\n
Read Also :\u00a0Merchant: Definition, Categories, Methods and Advantages<\/a><\/strong><\/span><\/pre>\n
How to Make an Effective HR Report<\/span><\/span><\/span><\/h2>\n
Moving on from these three functions, how do you make an HR Report? <\/span>The first thing that must be determined is to start with the choice: do you want it automatically or manually?<\/span><\/span><\/p>\n
Many organizations still use ad-hoc reporting data. <\/span>To illustrate: when a manager wants to know about an employee’s performance, he will ask HR to send the report. <\/span>After receiving this request, HR will prepare the requested report from the collected files. <\/span>This is an example of creating a manual report. <\/span>If you want to move faster, you should use an automatic system.<\/span><\/span><\/p>\n
After solving the problem of automatic or manual selection, the following are the characteristics that must be present in the HR Report. <\/span>It contains several important metrics that must be included in the report.<\/span><\/span><\/p>\n
Also note that most of the metrics below are high-level metrics that require an organization\/company summary.<\/span><\/span><\/p>\n
    \n
  1. Seniority: the level of seniority in the organizational structure of the company<\/span><\/span><\/li>\n
  2. Gender: this division is used for diversity purposes<\/span><\/span><\/li>\n
  3. Age: age matters with this era’s performance type. <\/span>Age is often the key to the focal point of an organization oriented towards innovation and realignment.<\/span><\/span><\/li>\n
  4. Level of education: education level should be listed if available and if it is relevant to the objectives to be achieved by the organization.<\/span><\/span><\/li>\n
  5. Function type: a metric such as function type cluster can differentiate groups within a company. <\/span>For example: main management, middle management, production personnel, and auxiliary staff.<\/span><\/span><\/li>\n
  6. FTE: stands for Full-Time Equivalent, is the number of hours worked by employees on a full-time basis. <\/span>The number of FTEs is generally lower than the total number of employees. <\/span>This statement is relevant if there are many part-time workers in the company. <\/span>FTE provides accurate data on the number of jobs within the company.<\/span><\/span><\/li>\n
  7. Active employees: this metric represents the number of workers working in the company. <\/span><\/span>
    \nAttrition: this metric represents the number or percentage of the number of employees who were reduced in the previous period.<\/span><\/span><\/li>\n
  8. New employees: this metric represents the number or percentage of new employees who joined in the previous period.<\/span><\/span><\/li>\n
  9. Absenteeism: this metric represents the percentage of time that the employee was absent in the previous period (in average). <\/span>Can also be calculated based on the number of days absent.<\/span><\/span><\/li>\n
  10. Cost of absences: this metric is not a standard type, but it can help make the previous point appear more realistic by including financial data.<\/span><\/span><\/li>\n
  11. Labor costs: these costs include the amount of money that must be spent by the company to pay for the work performed. <\/span>This includes worker benefits and payroll taxes.<\/span><\/span><\/li>\n
  12. Training costs: these costs represent the total amount that must be spent by the company to train new employees and existing employees.<\/span><\/span><\/li>\n
  13. Recruitment costs: these costs cover recruitment efforts, including fees for outside agents when hiring third parties, advertising costs; <\/span>and sometimes the cost of lost productivity.<\/span><\/span><\/li>\n
  14. Fulfillment time: this contains the number of days a position was opened until a candidate finally accepted the position. <\/span>Each type of job has a different fulfillment time, depending on the level of work difficulty.<\/span><\/span><\/li>\n<\/ol>\n
    Read Also : 4 Unique Ideas in Implementing an Employee Welfare Program<\/a><\/strong><\/span><\/pre>\n
    Types of HRD Reports<\/span><\/span><\/span><\/h2>\n
    Then what are the types of reports that need to be made by the company’s HRD? <\/span>Come on, let’s just discuss it together.<\/span><\/span><\/p>\n
    1. Employee Absenteeism Report<\/span><\/span><\/span><\/h3>\n
    The first type of HRD report that needs to be made is an employee attendance report. <\/span>This report contains employee attendance data that can be used as a basis for paying an employee’s salary or benefits.<\/span><\/span><\/p>\n
    Not only that, online employee attendance<\/span><\/span> reports\u00a0 <\/span>\u00a0are important to do because they are the basis of KPI (key performance indicators) in measuring the employee’s performance.<\/span><\/span><\/p>\n
    2. Employee Leave Report<\/span><\/span><\/span><\/h3>\n
    Leave is an employee right regulated in Law No. 13 of 2003 concerning employment. <\/span>Article 79 states that employers are obliged to give rest and leave to workers\/laborers.<\/span><\/span><\/p>\n
    For annual leave, the company must provide at least 12 (twelve) working days of leave after the worker\/laborer concerned has worked continuously for 12 (twelve) months. <\/span>Leave reports need to be made so that the company can find out the remaining leave of its employees.<\/span><\/span><\/p>\n
    3. Report on Sick Permit and Absent Permission<\/span><\/span><\/span><\/h3>\n
    Sick leave is different from leave, therefore HRD must make a separate one. <\/span>Why? <\/span>Because employees who do not work due to illness and accompanied by strong evidence are entitled to their daily wages in accordance with the provisions of Law no. <\/span>13 of 2003 concerning employment.<\/span><\/span><\/p>\n
    Article 79 states that companies have the right not to pay wages to workers or employees if the employee does not carry out his duties and work.<\/span><\/span><\/p>\n
    However, the second sentence explains that the company is obliged to continue to provide wages to employees if:<\/span><\/span><\/p>\n