The Role of HR in Manufacturing vs. Service Industries
The manufacturing job encompasses aspects such as production, engineering, food processing, and industrial operations. Overall, manufacturing stands out as a dominant industry.
Service sectors, including medical, educational, food services, and hospitality, have existed for centuries and have consistently employed approximately twice as many workers as the manufacturing industry.
As an HR professional, you may notice a significant level of unionization in the manufacturing industry compared to the service sector. The manufacturing sector is continuously evolving, requiring HR to be well-versed in contract language, addressing absenteeism, conducting face-to-face discussions, understanding worker grievances, prioritizing safety and health, and ensuring proper handling of heavy machinery. Effective verbal communication is crucial in this context, as many workers may not use computers or desktops.
In contrast, service industries do not incur significant losses in terms of investment or employment compared to manufacturing. In service-related fields such as F&B, housekeeping, IT, and procurement, HR must establish and maintain policies like proper documentation, including job descriptions (JDs) and employee agreements. HR plays a critical role in outlining job responsibilities for positions like cooks and bartenders and maintaining accurate records of employee incidents and misconduct, given the people-focused nature of the service industry.
HR professionals must possess a deep understanding of their responsibilities and duties, striving for excellence in their role. It is vital to assess whether one can handle the responsibilities of a job effectively before committing. Therefore, the initial steps involve conceptualization, preparation, and then moving forward confidently.
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