The role of the human resource department of any organization is to integrate policies and programs concerning the employees within the framework of its strategy. It involves developing a consistent set of policies, practices and codes of conduct to help translate the business target into the employee’s goals. Every organization has a different approach and process to HR programs and policies.
The main objectives of the human resource department are to:
• Develop and grow management
• Manage the entry and exit process of employees
• Legal compliance
• Reward
• Disciplinary practices
• Strategic initiatives
Here are three key elements of developing a strong HR department.
HR Communications
One of the most critical elements for the efficient functioning of an organization is employee communications. It helps to foster good company culture and boost organizational productivity. Employee communications help to simplify and improve relationships in an organization. All standards must be followed, whether in the workplace or outside. An effective human resource team must maintain open and effective communication. Internal communication in an organization enhances morale, positive attitude and feedback from the junior to senior levels of management.
Here are ways to enhance communication in an organization:
• Updating employees on significant policy changes
• Hosting regular meetings between the employees and supervisors
• Rewarding good performance
• Seminars
• Team building activities and retreats
• Promoting work-life balance
Effective internal communication in an organization is a dynamic and ongoing process that ensures employees agree with the vision. It also increases employee engagement and performance. Signs of poor internal communication in an organization include:
• Gossip workplace
• Widespread negativity
• Conflicts between employees and management
• Poor performance
• Unengaging workforce
• Pushback from employees
It is essential that HR puts up strong lines of communication among employees, teams, and managers. There is a need to prioritize open dialogue in an organization where employees can openly raise their opinions. When employee inputs are heard, they feel valued, which positively impacts the whole organization.
It’s critical that employees operate in a stress-free environment to enhance strong relations and flexibility in their work. Human resource management must protect the employees from unsafe workplace practices such as sexual harassment or any form of discrimination. All the employees should have an updated copy of the rules of conduct and policies. During the recruitment process, an organization can seek HR outsourcing services. This can ensure transparency and more efficient results.
Recruitment and Selection
The recruitment and selection process involves screening candidates effectively to find people who meet the job description requirements. The candidate’s skills should match that of the advertised position in the company. The HR must ensure that the process of recruitment and selection is open and accessible to everyone. There should be no discrimination or barriers that may discourage an individual from applying.
HR should advertise a job with a description that focuses on the abilities and skills required for the position. The assessment of candidates must be done under the set-out criteria by the panel and with relevant questions. The selection panel must avoid any offensive or irrelevant questions about personal information such as disability, gender, race, background or illness.
All the candidates should be treated fairly. The test during the interview should only assess the applicant’s ability to perform the job requirements. Additionally, the applicant’s privacy and confidentiality must be upheld. The ideal candidate matches the long-term vision for the organization.
Motivation and Rewards
An organization with a motivated workforce is more likely to achieve more significant revenue and success. Motivation and rewards have a positive impact on employee’s behavior and performance. They are reinforcement tools that can inspire people to achieve the organization’s goals.
When an organization has a just, free and equitable evaluation and reward system, it results in employee engagement, satisfaction, and contribution. Failure to reward employees by HR can lead to an unmotivated workforce. Employees may lack focus leading to poor organization’s efficacy and undesirable results. Financial rewards will motivate an employee, while intrinsic rewards enhance personal satisfaction as individuals feel appreciated when their efforts are recognized.
A successful HR will help to prevent the disengagement epidemic in an organization. When employees are motivated, they remain loyal to the organization. The HR department is pivotal in the organization’s overall growth, and it all starts by mastering these elements.
