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 the 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, the HR department is providing the following support as needed:
1. Career Planning
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 an individual’s ultimate goal.
2. Continuing Education
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.
3. Changing a Performance Rating
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 the HR department.
4. Resume Help
The HR department doesn’t want employees to leave and leaving is the only reason why employees might need their resume up to date. If employees are laid off, sometimes their former HR department should help with their resume.
6. Personal Problems
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.
7. Medical Problems
If any employee or eligible dependant feels sick, he/she is advised to come to HR and fill out the paperwork for legal protection.
8. 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.
9. Managing Employees
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, the 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 a 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 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 percent of organizations report that their talent management programs and policies need an overhaul.
Managing these changes requires support from leadership, however, only 4 percent 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 percent of organizations reporting they are confident about filling critical roles with internal candidates, 28 percent 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 labor.
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 labor 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 percent of companies are working towards diverse leadership teams, only 54 percent of employees say their organization has effective programs 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:
- 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 the HR Department’s role is very crucial without any doubt. However, it ensures employees’ rights and truly protects organizational greater interest that drives towards the organizational strategic direction.