HR

1-The HR Department of my organization does not participate or, play a role in the strategic planning process. The organization employs 6800 employees from entry level positions to Medical Professionals.

My organization’s HR Department's role serves the following:

Recruitment - Posting and collecting applications from prospective applicants, ranking and forwarding applicaitons to hiring managers throughout the organization. Conducting background checks and vetting references.  

Onboarding - New Employee Orientation to discuss policies, rules, logistics, introduction to the CEO, explanation of employee benefits, etc. for the overall organization. Includes badging, computer log-on password distribution, parking assignments and facility tours.  

Benefits Management- managing employee benefits for the entire organization.

Compliance - Making sure all employees of the organization are within compliance.

Disciplinary Action- Making sure all departments/divisions follows the same disciplinary actions process and they are within the guidelines.

Employee Termination -Managing the process, conducting exit interviews and unemployment benefits if deemed due to reason for departure.

Additional duties:

Managing Worker’s Compensation and managing employee complaints/concerns

2-In the Air Force we don't necessarily have an HR department like most companies. What we do here is handled at the local level ands promotions are all handled at a Headquarters level. We don't have the typical offices like most. We have group in our HQ that handle leave, drug tests, onboarding, and out-processing. For pay we have separate offices that are sometimes not even near us. We do our evaluations at a local level and then they are sent up to a HQ levels for review. The planning that takes place is often at a Command level and then distributed down to the local units and squadrons. We do work with civilian counterparts along with Active duty if needed. I am used to a corporate level HR when it comes to what to do and where to go.

3-

My last employer was a large bank (financial corporation), with a centralized HR department that the branch employees had little or not contact with past the hiring process. Most of the day-to-day HR duties were delegated to lower-level managers, like the branch managers. The branch managers were responsible for training, development, disciplinary action, and most aspects of termination. I know the branch managers had more contact with the HR department than the average employee. This is basically the extent of my knowledge of the HR department, but I can conjecture about the rest. I'm sure that the centralized HR department handled benefits coordination, compliance issues, etc.

It did not appear as though the HR department was involved in the strategic planning process. The company made a few sweeping personnel changes that, to put it lightly, did not go over well. It seemed to me that the company's HR department was just simply told "This is what we're doing" and they did their best to make it work.