This reader is right. HR can sometimes struggle to define value. It’s due to two distinct but related hats that we wear. One is the management team member, responsible for achieving the company’s goals. Another part of us is an employee advocate. This ensures that employees feel heard within the company. To that end, HR has always been a pseudo-Switzerland. It is a place where employees and management can come together to solve problems and share ideas.
This is where I see value for the HR function. It’s all about bringing together resources.
HR should not be focusing on employee needs. They miss opportunities to learn more about the business. They can also forget the reality of being a senior leader if they spend too much time with them. Human resources functions bring value to organizations by connecting with others. If the function works effectively, human resources…
- A hiring manager can connect with a qualified candidate to fill a job.
- Introduces new employees to the company through an orientation program.
- Design an onboarding program to help managers train new employees.
- Managers and employees can discuss their performance and future opportunities through performance management systems.
And the list goes on.
Human resources’ value is guiding and enabling managers and employees, whether through facilitating a conversation or creating a process.
This description may sound simple, but it’s not. It’s not. Because the company’s needs are constantly changing, it is not. And individuals need to adapt. Individualized and tailored answers are not possible for every employee. HR must understand the company’s dynamics, including available resources and business requirements. Next, balance them.
Human resources are the greatest equalizer. Balance is the creator. Companies get the best performance out of their employees when they achieve that balance. Employees are more engaged in their work. This is a win-win situation for all.