Reasons A Human Resource Department Is Necessary

One of the most important part of any company is the human resource team. They are the backbone of the company’s sustainability. A company’s profile is mainly judged by the policies and the working atmosphere of the company. The main job for any human resource team is to make sure that their company has a health and a welcoming working atmosphere.

An HR’s main job is to recruit employees, sustain them, train them, do their appraisals, motivate employees as well as have a well-rounded workplace communication. From a corporate point of view, employees are viewed as assets to the organization and their value grows over time. A good organization engages in a wide range of management in Human Resource (HR) tactics so that the organization can capitalize on these assets.

Recruitment and Training

As an HR, one of your main responsibility is to manage and maintain the human resources of the company. A company is like a well-oiled machine. If there is any sort of discrepancies, you are bound to face some sort inconvenience as a company. This is one of the prime reasons why an HR team is hired in the first place.

The HR teams makes the policies that are followed by the company and its employees. They also come up with strategies to hire the right kind of people and design a criteria that is best suited for the job description. They are the ones that prepare the contract and provide the necessary training to the employees.

They also make sure that they can sustain and retain the employees that they already have. One of the main reasons of low retention rate is poor HR policies. There are two types of companies in this world – one which is management friendly and the other which is employee friendly. The best of companies are which can balance the two.

An HR team that can manage to balance out the two, makes sure that their employees are happy and efficient in their job role

Performance Appraisals

When you were a kid, you are tempted by various trophies – so that you do well in your studies or something as menial as household chores. The same concept is applied in companies. Employees serve better if they know they are being appreciated and acknowledge for their work. Performance appraisals act as a benefit factor that is determined by the HR team. Goals are set, achievements are discussed – employees are made sure that there are perks at the end of every goal.

This is one of the most appreciated HR strategy. Employees feel that their work is noticed, and hence they tend to stay in the company longer.

Maintaining Work Atmosphere

One of the vital aspect of HRM is to monitor and develop a healthy working atmosphere. The performance of an individual employee is driven by the working atmosphere or the work culture that is in a workplace. An efficient HRM maintains a safe, clean and healthy environment for the employees to work in. A friendly and encouraging atmosphere any day gives better result that a negative surrounding

Managing Disputes

Where there are people, there are disputes. Sometimes people tend to sort out their issues within themselves, but if it turns out to be something bigger, the HR then steps in. To maintain a positive outlook, they have to give a neutral view to the dispute. The HR acts as a consultant and a mediator to sort out such issues in an effective manner. After listening to both parties, they come up with reasonable solutions that doesn’t depict biasness and is suitable to both parties. Their main aim is to avoid things from going out of hand.

Whether the Why Not of Social HR Leadership: #TChat Recap

We’d thought we’d cause a rift in the space time continuum. Fortunately we didn’t.

That’s because the amazing SocialHRCamp attendees in Vancouver BC and the fantastical #TChat contributors collaborated together during the #TChat hour on the topic of Social HR: Engage the Humans for Social HR Leadership.

No rifts, but we most certainly did riff and make sweet rock and roll insight together. The folks who gathered on site of our generous hosts Talent Technology were made up of progressive HR and recruiting professionals ready to learn, share and take the lead in all things social and the world of work.

Many still struggled with convincing their leadership the value of social recruiting and social marketing and blogging and even using LinkedIn to source from, for goodness sake (which is the most embraced mainstream professional social network these days, although there were those of us who argued if it was truly social or not, but I digress).

Yes, the collective did indeed riff in one session after the other, and it all crescendoed during #TChat. Although at first there was hesitation, a groupthink holding of breath, the very fabric of time stretching at the seams, we all watched the livestream of the online #TChat stream away.

I then broke free and moderated away, and what ensued was a delightfully smart, provocative at times and sometimes heated exchange about how much of the personal and professional should we combine in our personal and professional lives. Should there be boundaries?

What we discovered is that we do all have our own boundaries of varying degrees, but when we get together live at events like this, ad hoc communities within communities form, and we do combine our personal and professional lives, solving our world of work ills from the inside out.

We’ve been spending so much arguing inside our companies of whether or not business leadership, including HR and recruiting, and including everyone down to the front line employees, should be using social media to do anything, when all along the argument should be whether the why not.

Am I right?

Click here if you missed this week’s preview, and check out the slide show below of prime-cut tweets from Wednesday’s chat. We can’t wait for next week’s conversation. Stay tuned for the preview.

Image Credit: Pixabay

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