bubble bg
bubble bg
bubble bg
bubble bg
bubble bg
bubble bg

Why is human resource management important to all managers?


 — March 10th, 2008

Why is human resource management important to all managers?

The remit of the Human Resources department encompasses an entire organization and plays an increasingly important strategic role. As well as that, it is also an invaluable resource for time-poor managers who can rely on HR professionals for a wide variety of tasks.

The Ultimate Guide to Internal Communications Strategy

We've previously talked about the role of HR department in an organization, and it's clear, it's a department that's evolved in the last 10 years. From a traditional role of ensuring employment law compliance and maintaining staffing levels, to becoming an influential partner in the strategic development of an organization, the HR department has come a long way.

This broader range of responsibilities, as well as a deeper understanding of an organization's most important asset – its people – means the HR department has emerged as a true support for all managers. Here are four critical areas where HR management helps managers.

Oversee staff recruitment

This is a key area where HR helps managers. The HR oversees the recruitment process, from the initial job posting, setting of salary and benefits package and screening of applicants to scheduling and participating in interviews. The HR team can take the burden off management in these early stages by filtering down the applicants to a select few through various methods, including interviews and assessments. HR staff have the necessary experience to identify qualified candidates who are best suited to the organization.

They will also be well vetted in standard hiring processes and will have the knowledge to complete any necessary paperwork. At the latter stages, managers can become involved in the interviews, confident that they are speaking with the top candidates for the job. This saves managers considerable time and effort and ensures that offers are being made to the most suitable candidate for the job.

Complete induction of new employees

The HR team also oversees the onboarding of new staff, ensuring they are brought up to speed on the organizational structure, specific corporate guidelines and ways of working. They will typically conduct induction with new staff, helping them to become familiar with their role and the wider organization. Again, this is a significant help for managers, not only do they save the time in familiarizing new staff, they will also know that new employees who have completed HR onboarding will understand the way in which the company works, and what is expected of them. This ensures new employees hit the ground running and managers can take over, guiding them on the specific aspects of their role.

Focus on employee satisfaction

We've established in previous blog posts just how important staff engagement is to an organization. The HR department plays an important role in this area: HR specialists work with managers to create training and development programs that are essential to fostering a good employer-employee relationship, they guide managers on nurturing staff morale and satisfaction levels, they act as the liaison between employees and an organization – organizing focus groups, conducting employee surveys, assessing employee feedback on their role, their manager, the organization. In short, they work hard to promote employee engagement within the organization and ensure that any hints of dissatisfaction are identified early so that a resolution can be found.

Ensure fair employment practices

The HR team also work to reduce an organization's exposure to unfair employment practices. This is an invaluable role, and a specialist one. Managers may not be aware of the finer details of employment law, and not fully understanding the minutiae, they could fall foul of legislation. The HR team will have a specialist who works to identify, investigate and resolve workplace issues that, if unnoticed, could see an organization running afoul of anti-discrimination or harassment laws.

The best on employee communications delivered weekly to your inbox.

By clicking “Accept all cookies” you agree to the storing of cookies on your device to enhance your browsing experience, analyze site traffic, and serve tailored content and advertisements.

Cookies preferences

When you visit any website, it may store or retrieve information on your browser, mostly in the form of cookies. This information might be about you, your preferences or your device and is mostly used to make the site work as you expect it to. The information does not usually directly identify you, but it can give you a more personalized web experience. Because we respect your right to privacy, you can choose not to allow some types of cookies. Click on the different category headings to find out more and change our default settings. However, blocking some types of cookies may impact your experience of the site and the services we are able to offer.

Manage consent preferences

Strictly Necessary

Always Active

These cookies are necessary for our website to function. They do not store any personally identifiable information and are usually only set in response to actions made by you, such as setting your privacy preferences, logging in or filling in forms. You can set your browser to block these cookies, but some parts of the site will not work.


Functionality cookies are used to remember your preferences. They make the site easier for you to navigate by remembering settings you have applied, detect if you’ve already seen a pop-up or auto-fill forms to make them easier for you to complete.


Targeting cookies are used to deliver ads more relevant to you and your interests. These cookies can also be used to measure ad performance and provide recommendations.