Human Resources ▼
“Telling my story of what I experienced in the workplace.”
HR professionals are the glue that holds a company together, but the term “human resources” doesn’t necessarily scream excitement to the everyday person. In most companies, HR has moved away from its administrative role and has become a full and strategic partner in the business, and not an “employee champion.” Human resources are used to describe both the people who work for a company and the department responsible for managing resources related to employees.
HR professionals must be the advocate for employees, recognizing that they have other lives besides work, and ensuring that organizational policies and practices consider these pressures. Otherwise, often the organization loses valuable human resources who do not want to continue working in a “family-unfriendly” environment.
The role of human resources professionals is to ensure that a company’s most important asset—its human capital—is being nurtured and supported through the creation and management of programs, policies, and procedures, and by fostering a positive work environment through effective employee-employer relations.
Employees subject to functional human resource management are able to effectively and productively contribute to a company’s overall direction. This will make sure that company goals and objectives are accomplished.
Some employees look at HR as the enemy and going to HR will become a failed relationship with your manager. Employees believed and were often correct, that the HR function was in place solely to serve the needs of management. Thus, employee complaints often fell on deaf ears in an HR department that existed to serve managers' needs only.
Human resource management involves developing and administering programs that are designed to increase the effectiveness of an organization or business. It includes the entire spectrum of creating, managing, and cultivating the employer-employee relationship.
Human resource management involves both strategic and comprehensive approaches to managing people, as well as workplace culture and environment.
The HR management team must complete a specific set of tasks if an employee quits, fired, or laid off. Paperwork must be completed to make sure that the process is completed legally. Severance pay may be offered or negotiated, benefits must be settled, and access to company resources must be severed via the collection of keys, badges, computers, or sensitive materials from the employee.
To become successful business partners, the HR staff members have to think like business people, know basic finance and accounting and be accountable and responsible for cost reductions and the measurement of all HR programs and processes.
The pace of change in business is too fast for us. We get used to one change before another comes along. Change comes fast, but habits change very slowly. To help employees change within organizations, HR professionals take on this role of a change agent to help companies build their capacity and readiness for change. It involves crafting communications to the workforce to explain the anticipated changes and their implications. It involves working with groups of employees to hear their concerns and issues about change and facilitate their transition from their current state of discomfort to a place of commitment. It also involves creating processes and structures to support a change in ways that will increase organizational effectiveness and increase employee commitment to the change.
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Pen Name: Brown Crayon (pseudonym)