HR Department – Bridge between Employers and Employees
Human Resources – HR department is one of the most vital and influential departments within any company/organization. HR specialists are responsible for recruiting, screening, interviewing and placing employees. They also handle employee relations, payroll, benefits, and training.
While HR staffs handle many of the matters pertaining to the employees of a company, such as recruiting and benefits management, they also work with management to help develop long-term strategies for the growth and development of a company. Moreover, there’s a lot of career help available in HR department. HR staff may not specialize in all jobs, but they are specialists in helping with careers, and they are there to help.
In addition to this, HR department is providing following support as needed:
HR is focused on helping the business succeed and not on career help for individual employees. Good employees who are the heart of a company who want to move with their careers. HR helps employees to map out the path to individual’s ultimate goal.
If the degree or certification an employee is seeking is something to help the company directly, it is likely to be approved by the management.
Changing a Performance Rating
In most of the times, HR is going to side with employees’ manager who reviews day to day work and HR oversees numerous employees. But, if anyone feels there is a genuine mistake in performance rating, it is advised to talk to HR.
HR department doesn’t want employees to leave and leaving is the only reason why employees might need his resume up to date. If employees are laid off, sometimes their former HR department should help with his resume.
HR Managers are not therapists, priests, or lawyers, so it is not wise to expect free therapy or confidential advice from them. (Although, do ask to keep things confidential if it’s important to you.)
If any employee or eligible dependant feels sick, he/she is advised to come to HR and fill out the paperwork for legal protection.
Whistle Blowing of Any Kind
Some big companies have anonymous tip lines for any violations an employee may see, others have a designated person with whom the individual can talk. But an employee can always walk in and talk to Human Resources about this as well.
HR Manager may provide coaching to managers directly, or he/she may refer an employee to a management class or consultant. Take the referral. The class or consulting is worth his/her time.
In addition, HR department should help employees in the following areas:
- Help people find the job that’s right for them
- Help employees connect with those around them
- Foster creativity by encouraging play in the workplace
- Help employees identify their most crucial work and focus diligently on it
- Recognize staff members for the hard work they have done. Acknowledge people’s accomplishments through recognition and rewards.
HR should bridge the gap between employer and employee within an win-win situation
Significant differences exist between employers’ plans for developing talent and employees’ views on an effective workplace. With tightening labor markets, increased sophistication in hiring for best fit, and a more demanding employee population, the key to achieving business growth is radically redefining how talent is managed, developed, and incentivized. According to Mercer’s 2016 Global Talent Trends Study – the first to take into account the perspective of both employers and employees – a lack of development, outdated processes, and discontent with the role of managers are the main drivers of workforce dissatisfaction. Astonishingly, 85 per cent of organizations report that their talent management programmes and policies need an overhaul.
Managing these changes requires support from leadership, however, only 4 per cent of HR professionals report that the HR function is viewed as a strategic business partner within their organizations. Additionally, Mercer’s study finds 9 out of 10 organizations anticipate that the competition for talent will increase in 2016 and more than one-third expect this increase to be significant. However, despite 70 per cent of organizations reporting they are confident about filling critical roles with internal candidates, 28 per cent of employees say they plan to leave in the next 12 months even though they are satisfied with their current role.”Employers are experiencing ever-growing competition for labour.
“Employees today have more options than ever before. They are demanding a new value proposition that combines greater career support with flexibility to manage their work and more opportunities to develop their skills. HR professionals are challenged to meet employees’ demands and achieve a talent advantage, especially if they don’t have a seat at the table – and this is crucial if they are to remain a viable part in the talent ecosystem.”
Workforce trends and top priorities
In today’s global environment, successful talent strategies depend on an organization’s ability to engage, inspire, and retain employees of different genders, ages, races, and backgrounds. According to Mercer’s study, leveraging an increasingly diverse labour pool is the third most important workforce trend impacting business, following the rising competition for talent from emerging economies and talent scarcity. The importance that organizations have placed on developing a diverse workforce has not translated into actions that are visible to employees. While 73 per cent of companies are working towards diverse leadership teams, only 54 per cent of employees say their organization has effective programmes in place to do so. “Bridging the gap between employee and employer views will require substantial changes from HR,” said Ms. Bravery. Mercer’s study identified five priorities for organizations to address this year:
- Build diverse talent pools
- Embrace the new work equation
- Architect compelling careers
- Simplify talent processes
- Redefine the value of HR. While these priorities are consistent across organizations and regions, they are viewed differently by employees and employers.
In fine, we can say that HR Department’s role is very crucial without any doubt. However, it ensures employees’ rights and truly protects organizational greater interest that drives towards organizational strategic direction.
Mahabub Sadik – HR manager at icddr,b
Mr. Sadiks post is really great – it speaks from his experience. Thanks for his help.
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