HR is the bridge between organisation and its associates. HR facilitates operations of the business, similar to the finance or engineering teams. The focus is the attraction, development, promotion, and success of people. Without HR, an organisation it is difficult to imagine the developement of skilled associates, who are the essential cogs in the wheel that enables bring the organisation to the top. When one looks at the resources of a organization, one think through typically of the physical assets needed and available, and then look at the workforce. Most organizations follow the path using HR for compliance and employee relations. There is no doubt that these are important aspects. But True HR value comes from being a business partner, understanding how you make money, and what talent you need to grow and be successful with an organization.
Functioanly it may seem that HR recruits, hires, manages and processes the payroll, train as required and place people in the right possions of the organisation, however there are a lot of other aspects that go into making all this possible. HR actually helps the organization reach its goals and objectives faster than the fixed period of time. HR department manages the talent pool and provides the management support in accomplishing organizational objectives. In other words, HR handles the intellectual management; being in charge of recruitment, of employer and associate relations; assist associates in developing their career, by being in-charge of training. HR is an integral part of the business that manages the workforce in a way that can be as productive and efficient as possible with whatever, the resources available. Ensures compliances on all employee related issues, not only to reduce the risks of employment, but it also assists the line managers in the training, development and motivation of staff. Line Managers and Directors, we know have the expertise in the operation of the business, budgetting, forecasting industry developments and general commercial awareness. HR works with the Management team to ensure business goals are achieved through people management. They will look at effective recrutiment, reward and recognition, absence management, performance management and appraisals, disciplinary and dismissal, learning and talent management.
HR is literally the character and the face of an organizatin, which enhances the value of an organization. It begins from the time when a prospective professional walks in for interview in the organization till he leaves the premises of the organization, successful or not is another questio, but the way the prospect gets treated, the way the complete recruitment activity is scheduled, tells lots about the company. All of this shows what a pivotal role HR plays in any organization.
Today all over the world there is a talent crunch, therefore recrutiment is a costly affair, and the costs are constantly rising, therefore every business is at risk if the processes are not within reasonable prices and best practices. HR holds the responsibility on this aspect called recruitment. HR cannot be a reactive solution to these problems but it can help a company proactively attract, hire, and retain good talented associates, by following the correct procedures for improving the organisations reputation, credibility and commitment from staff, thus becoming an employer of choice and reducing unecessary and unplanned overheads and labour turnover.
Recruiting is a time consuming process, which requires specific techniques and knowledge, (that's why HR is so important:). Its what connects the potential employees with the potential employment. Its what helps the company to sift through the candidates and select the best ones/fitting the job requirements! And if we are talking about a big company - than the HR Dpt. is irreplaceable!
When a prospect gets hired it is HR's responsibility to ensure that this individual in the company is properly utilized like the others, as per their ability to perform assigned duties well and also to act as an devil advocate so that problems and issues are resolved immediately. In short it is to ensure smooth functioning of workflow, good working environment etc.
Associates, at least in the knowledge industry like IT are the capital, the real investment in terms of cost to business as they employed to produce goods and services, in that, they are the revenue genrators, so it is important to facilitate management correctly.
There other different levels of HR suport come from basic policy and process formation to administration management, welfare management, cultural management, right through to strategic management at board level. A value-added HR organization can provide a strategic look at demands of the business, the future needs of the organization from a talent perspective, and the actions necessary to meet those needs for the business.
Some of what has been already said provides a fairly good insight to the tactical part of the HR role, however, there is an aspect of the function that is overlooked due to the history of how companies have used the department in the past, and that is the strategic value an HR professional can provide a company. Large companies for instance have a large HR team of 50-100 associates at various levels in addition to advisors and consultants with variety of specializations and expertise. Some smaller/medium businesses can have a small team of HR assistants or perhaps outsource their HR to get more expert professional support from an external provider. Every business will have a different need dependant on their industry, staff issues and management structure.
HR is the best support mechanism for the management, managers and for the associates together, to be successful, so the activites are much more than one can imagine and cast a list.