The role of the human resources department is often underestimated by employees and employers alike. The quality of the work being done in HR affects every level of the company and it can be the deciding factor in whether or not the business runs smoothly and without issues.
New employees first come into contact with HR in order to determine whether or not they are a proper fit for the company. This means that HR is also the main driving force behind increases in productivity and quality of work. When you look at all the different aspects of the business that human resources has a direct effect on, it’s hard to deny how invaluable it is to a company.
1. Hiring new talent
The human resources department has an important role in finding new recruits for a business. They determine the hiring needs of each and every other department and use this information to find suitable candidates for the job.
Hiring new employees isn’t something that should be taken lightly. Many lines of work require a significant amount of training and preparation for the role, which means that it’s in the company’s best interest to find the best possible candidate that will work for the business in the long term. In order to successfully hire individuals and achieve a low turnover rate, the human resources department has to determine whether or not the new hires are compatible with the company culture.
This is done through a thorough interview process which covers all the basics of the job, while also checking for amicability and willingness to be a team player. It’s a crucial and delicate part of the business that must be handled with care.
2. Quality of life improvement
As a crucial part of the business, the human resources department tries to improve the overall quality of life within the workplace. This helps improve worker and management morale, which also inevitably increases productivity and output. There are many different ways to achieve this and the methods are implemented with care and good timing.
Creating a proper rest framework for employees is a very key part of the goal of human resources. The department implements policies that include personal leave and annual leave so that employees can take their well-earned breaks and come back to work feeling rejuvenated and ready to take on new challenges.
Human resource services also include helping employees balance their professional and family lives without hampering either. This is why many businesses offer daycare incentives to employees, to allow them to go to work without worrying about being able to hire a babysitter. If employees feel that their employer is looking out for them, it’s going to positively reflect on their work.
3. Safety and health
Human resources play a big part in the task of securing employee safety and health. Every workplace has a variety of dangerous elements that could harm employees one way or another. Most people would find this aspect of HR departments redundant in businesses where employees primarily work in an office environment, but even offices have hidden dangers.
Ergonomics play a big part in employee health and safety. Employees spend the majority of their time seated in front of a desktop computer, which can have a significant impact on their back and neck health. The lights that illuminate the office can affect eyesight in a negative way. It’s not uncommon for employees to focus on their desktop monitor while the glare from surrounding light damages their eyes. These elements of office design need to be regulated by HR.
Setting up proper seating, lighting, and similar elements requires good coordination and cooperation with managers. Often, it’s important to ensure that the cost of certain changes won’t negatively affect the company’s bottom line, while also making sure that some level of change is implemented in order to spare employees of any risks. Ultimately, any and all changes that are necessary should be implemented, because the cost of health insurance and losing employees to sick leave is too great.
4. Conflict management
Every workplace is a dynamic and interactive environment where different personalities work together to reach a common goal. Differing philosophies and methods can clash from time to time and this can lead to conflict. It’s not uncommon for employees and employers to disagree on the way a project needs to be handled. In some cases, there can be personal conflicts between employees where it’s impossible to find common ground to resolve it. This is why HR departments are trained to step in and deal with conflict resolution.
Resolving conflicts within a business is made much easier with the help of good HR consulting. The HR professional acts as a mediator or middleman for the two parties in the conflict, giving an objective and unbiased third perspective on the ordeal. Sorting out these differences is in the interest of both parties, the business, and the HR professional. This is why proper measures will be taken so that both parties of the conflict get a satisfying resolution out of the ordeal.
5. Better work relations
Work environments aren’t sterile and strictly formal. There is a level of communication among employees which is necessary to allow them to cooperate on work projects. Without proper communication between employees, it’s very likely that productivity would be significantly hampered and project quality would suffer.
Work relations are improved by making use of seminars, meetings, and various other official gatherings, where work-related issues are discussed openly with a clear goal of changing things for the better.
Human resources is one department of the company which has proven itself to be invaluable time and time again. Part of the reason a business will thrive is that HR will ensure the quality, productivity, and health of all the employees of the company, guaranteeing that they can do their job without being affected by non-business factors. With the help of proper HR consulting, you can make sure that employees and employers cooperate without issue and conflicts. With all of this in mind, it’s hard to deny the importance of HR.