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.
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.