The term ‘human resources’ or ‘human resource management’ is a broad term that’s used to describe the management and development of an organization’s workforce; human capital is the name of the game here.
Let’s take a closer look at the role of the Human Resources department, and it’s changing shape as the years have gone on.
What does HR management involve?
Increasing the effectiveness of an organization is strived for by any HR team, and they usually aim to do this with the development and administration of a variety of programs. These programs will be centred around creating, managing and improving the relationship between the employer and his workforce. Here are some of the roles and responsibilities of a good HR department:
- Overseeing and managing the entire job recruitment process
- Formulating employee benefits and programs designed to promote good health
- Formulating, promoting and putting into place personnel policies
- Helping employees to develop their skills within the company
- Ensuring that new in-take are given appropriate orientation
- Giving counsel and guidance when disciplinary action is involved
- Being the primary point of contact for onsite accidents/injuries
How HR has changed over the years:
Nowadays, most HR departments are responsible for a much wider range of tasks than ever before, and their roles and responsibilities extend far past traditional personnel or administrative tasks. Their focus has shifted somewhat towards adding value to the strategic use of employees and making sure that any programs put in place for staff, have a positive effect on the company overall. This means that a HR department worth its salt, must comprehend the workings of the business and be able to speak as a business leader would, to ensure that the workforce as a whole is having a proven positive impact on the objectives of the company.
What is the primary focus and agenda of a modern HR management team?
Experts say that a modern HR management team must focus their energies upon five areas of the
business, as seen below:
- Putting a definition upon the purpose of the organization and ensuring it stays true
Each member of a workforce should be able to fully comprehend why the company exists, if they cannot, then they will not be able to contribute towards a sustainable, high performing company. They must also understand their role within the company and how it forms a part of the organisations purpose and mission statement.
- Recruiting the best new talent for the available roles
It is the responsibility of a good HR team to create and market a statement that truly reflects the organization and gives employment candidates an accurate reflection of the company they may be working for. Marketing that has since proven to be false or misleading, is one of the main reasons why relationships often fail between an employer and their employee.
- Focus upon the strengths of individual employees
Understanding what individual employees do best in the workplace, and what roles they are best suited to in order to achieve the best results, is a vital element of any HR management team’s duties.
- Ensure that alignment is maintained
All achievements made by an organization must match the company objectives, otherwise the brand will not be established or successful, and the organization will not be able to sustain itself.
- Success and sustainability must be measured in a uniform manner
The internal departments and workforce alike, must be using the same methods of measuring (and be measuring the same things), to ensure that they can come to the same conclusions and therefor the same definitive organisational result. Knowing exactly where the company stands all year round, is imperative.
One of the best and simplest ways of ensuring that your HR department is functioning as you want it to, is to outsource it to a professional company who make HR their business, and will know exactly how to help business owners move their organisations in the right direction.