How HR Can Help Build Companies and Careers

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No matter where you are in the world, one of the most important roles in any organization is that of Human Resources (HR). Unfortunately, HR is often the most misunderstood of all company departments. This comes from a misunderstanding of what HR is and the services they offer to the management, employees, and the overall organization.

The Role of Human Resources

The main role of human resources has always been to create a balance between management and the staff. It makes sure that the employees are content and treated fairly, but it also makes sure that the company gets the maximum return on their investment. Because of this balancing act, it can be quite easy for one side to think that HR favors one over the other. It is during these situations that HR personnel need to be more careful about how they handle concerns from both sides.

A Question of Knowledge

Job interview

In most organizations, HR personnel can help you answer questions about your employment. These include understanding the nature of your work, onboarding, compliance training sessions, training, and even seminars on work-related issues such as gender discrimination and harassment.

Often the HR staff is expected to care for the welfare of the employees, and that includes management as well. HR handles recruitment and hiring, so the need to look and hire the right people who are the most suitable for that position. On the other hand, there are HR professionals who are too caught up with the basic operational requirements of the position that they forget how to add value to the company.

One good example of this is where an HR can rattle off how many training sessions that each employee has completed but could not identify how such training was able to add value to the organization or its people.

A Question of Objectivity

Some employees also have a hard time reaching out to HR, especially if the employees perceive their preference for management. This common theme is generally the reason why employees would rarely tell HR the truth about how they feel about their job or if they see any room for improvement in their department.

This gets even more complicated by the fact that most HR staff find it hard to be diplomatic and discrete. Sometimes a simple rant from a burnt-out employee easily gets escalated to the management, endangering the work of the said employee.

A Question of Adaptability

A good HR Department should be administrative and strategic. Many tend to forget that they are dealing with people and would most likely hold their ground when it comes to implementing a policy or procedure. They should know how to manage people, but also help people in their career goals and even protect them in the workplace.

HR personnel should consider the current circumstances of the employees, the goals of the organization, and the overall company culture they want to build. So from the hiring process, the orientation, training, and throughout the entire employment period, HR should be there to help and guide staff and management to work together for a common goal. They should build a company that is more than just a business, but an organization dedicated to people development, economic growth, and a business culture that is ethical and progressive.

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