Most employers that have disgruntled employees that are seeking unionization, submitting grievances, have harassment allegations, poor morale, low productivity and high turnover with threats of lawsuit are those that are missing the value  and importance of the focus of the HR field. Traditional views of HR tend to focus only
on the administrative/operational tasks that actually are a very small part of this awesome field. HR is much more strategic in nature than that!

Understanding the function of Human Resources is something that I find varies from place to place, person to person.  Human Resources has evolved into being one of the most important strategic functions of any organization, but how many of you "place" it there?  If you think about it, we spend much of our budget on personnel related costs.  We have most of our potential liabilities related to the employment relationships and environment.  We are only successful if we hire the right people and learn how to motivate them and keep them engaged for the loyalty and dedication that is essential today.  So why does HR take a back burner..why is funding for this function seen as "if we can afford to" ? 

The  most valuable assets you have are your employees...what is your investment in their contentment, performance and development? 

If you do not see HR as that primary strategic partner..you are missing the value of this ever changing and important field.

What is HR?....

So...what is the HR function?

When we think of this function we will all likely describe it differently. Let's explore how the HR function scope widely supports success of your organization or business.

Compliance - HR is highly regulated, keeping in compliance is essential and the very basics of responsible management, include such functions as:

• Day to day regulations
• Employee handbook, policies, procedures updated annually 
• Documentation processing, organization of employee records
• Investigatory role
• Disciplinary process support
• Termination process 

Employee Relations

• Employee engagement strategies
• Employee recognition
• Methods of keeping employees motivated 

Hiring/Recruitment

• Setting up systems to ensure quality and compliant hires
• Consulting those that hire on effective strategies to hiring
• Develop strategies to identify the skill gaps and candidates that will fit the job, culture 

Job Clarifications/position descriptions

• Ensures such descriptions are clear, compliant and up to date, without them, you really have very little to work with
• Communications cannot be good with employees and performance standards are not going to be clear without a functional position description   http://hrwebsource.com/hr-tools-and-templates/  

Performance Management

• There is no way you really know how your employees are doing unless you monitor performance, its' that simple. This doesn't have to be complicated but it has to be a useful, objective process http://hrwebsource.com/hr-tools-and-templates/   
• One of the biggest employee complaints is being promised an evaluation and not getting one
• Employees feel slighted when supervisors don't take the time to evaluate them 

Strategic Planning

• The smallest of organizations need structure and direction 
•  All need to know goals, objectives, and expectations in order to ensure and measure success 

Organization Structure/Design

• Take the time to determine what your organization structure should "look like".  Same old positions for the sake of having a position should not be the approach you take    
• Determine skill gaps and refine, train and hire accordingly
• Enrich jobs to develop employees, keep them interested and avoid unnecessary hires  

Change Management

• Change is good but needs to be channeled properly
• Strong communications
• Include employees
• Create a clear plan to keep transitions smooth

Leadership Development

• W'ithout well trained, effective leaders, employee relations and performance are in jeopardy
• Potential of liability higher without proper training   

Professional Development

• Offer training as needed, regularly
• Build in follow up training sessions to ensure "learning" took place and is "in effect"
• Employees find training as a "benefit" that is valued 

Team Building

• Without a team working well together, again, your goals will not be met, performance suffers and working relationships deterioriate
• Never ignore conflict..one of top reasons employees lose trust, confidence in leaders 

Want to learn how to develop & expand your own HR department scope and value?...we have the tools you need to do so..

www.hrwebsource.com 

Other Administrative Services associated with the HR Function
Benefits & Payroll.

Not all HR professionals have all of the skills to handle all aspects of the necessary work with the function. My consulting business is based on this fact.  It is hard to be all things to all people in any organization. Be sure you find those that can help you fill the gaps and bring your leadership effectiveness to the level it could and should be.