The function of HR

As an internal function, HR’s value and role are regularly questioned. People may see the role as existing just to protect the company and support executive actions. In this essay, we examine this perspective and provide an alternate understanding of the HR function.

The HR environment is vast, yet we are primarily a people-focused profession. Internally, however, HR often lacks data, analytics, expertise, and knowledge, resulting in a reactive, supporting position dealing with disciplinary actions, complaints, and other employee relations concerns.

In acknowledgement of their broad responsibilities, the Chartered Institute of Personnel & Development (CIPD) states that HR professionals must be able to manage human resources strategically in accordance with the organization’s anticipated future orientation.

At Emphasis, we advise all HR departments, regardless of company size, to have a strategic strategy in place. A strategic plan enables human resources to perform at a higher level and contribute to the business’s growth and development. A well-thought-out strategy explains the changes that will be executed to improve the performance and participation of all individuals. This vision and goal assist in diminishing the relatively conventional and somewhat unfavourable perception of the HR function.

What is a human resource strategy?

  • A strategy describing how you will achieve commercial goals via people
  • A strategy for using the different HR levers to propel the organisation ahead.
  • A direct connection between the business strategy and the company’s personnel.
  • The catalyst for creating opportunities for learning and development
  • The investment strategy that specifies when and in whom you should invest.
  • What information should HR report?

Utilization of benefits

Salary benchmarking

  • Training and development, including completion rates and course evaluations
  • Recruitment – including the time required to fill a vacancy
  • Culture, engagement and retention – ie turnover rates (by department) and absence numbers
  • Having a strategy that focuses on future direction and is integrated with the company plan gives HR with responsibility to accomplish certain goals. Reporting on HR data enables the organisation to detect problems and prepare for future success. It may enable higher involvement and save money for the company. It helps workers be heard and their worth be recognised.

There will always be a need to address employee relations concerns, but via clear communication of the HR strategy, the perception that HR exists merely to support management may be avoided.

London School of Planning and Management

www.LSPM.org.uk

 

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