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Scientific Bulletin – Economic Sciences, Vol. 7 (13)Comparative analysis of the Department of Human Resources in companies inthe European UnionAssistant professor PhD Student Eliza ANTONIUelizantoniu@yahoo.comAbstract: The role of The Department of Human Resources (DHR) is to efficiently manageone of the most important resources of the organizations: employees. On its existence andgood operating efficiency depends the entire organization and maintain its competitiveadvantage.Keywords: organization, department, human resources management, manager, structure,function.The efficiency of human resource management in an organization depends directly onhow the organization department (functions) of human resources within it. The organizationalstructure of DHR is influenced by: the scope of activity of the organization, the technology used,business size and geographic concentration, the external environment, policies and strategiespromoted and life-cycle phases of the organization or the time of its development. There is nostandard structure of this department, this setting is based on the assessment of human resourcesnecessary for the organization, according to the environment in which it activates, but also theimportance of the organization attaches to human resources functions.1. The European countries organizationsIn European countries, the department of human resources exist at a threshold of 100 or200 employees, depending on the issues more or less complex occurring in this area. In the caseof which is in the range of 200-1000 employees, there is a service personnel held as in Figureno. 1 33 , in which the head of service and assumes performance of management tasks, such asspecific training and relationships with the social partners.HED OFSERVICEStaffmanagementCompensationStaff andrecruitmentSocialsecurity,unemploymentProtection ofwork,medicalserviceFig.no.1: Compartment of personnel’s structure in businesses with200-1000 employeesIn big companies, which have subsidiaries and branches located in remote countries and /or different continents, organized a division of human resources in the headquarters anddecentralized departments at other locations (Figure no. 2 34 ). If the company is focused on asmall space, human resources function is managed through centralized directions.33 C-tin Rosca, D. Rosca: "Human resources: management, strategy, policy," Universitaria Publishing HouseCraiova, 2005, pg. 63;34 Monica Roman: „Human resources in Romania. Evaluation and efficiency”., A.S.E. Publishing House, 2005;94
Comparative analysis of the Department of Human Resources in companies in the European UnionHUMAN RESOURCESDIRECTIONSocialplan,socialstudiesInformationCommunicationRelations withthe Unionsand staffManagementof careersScoreboard, the actualstatisticsTraining,trainingcentersAdministrationstaffCompensationActualrecruitmentSocial security,unemploymentAdministrationstaffFig. No. 2: Decentralized organizational structure of the functions of humanresources in large enterprisesIn big companies, department of human resources may have an employment ofspecialized personnel in the two major components: the SOFT (mental) and the HARD(logistics) – Figure No.3.Human ResourcesDepartment – HRDSOFT Component• Recruitmentspecialist• Training• Compensation &benefits specialist• Assesment• Internal controllHARD Component• Payroll• Legal advisor• Planning)Specialist• Timekeeping• AssistenceFig.no.3: Hard and Soft StructureOrganizing the human resources, taking into account the size and profile of the company,can be achieved as follows:1. on the large areas organization;2. on the objectives organization.95
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