So many companies struggle on without the aid of any form of HR support at all despite the constant increase in employment law. However HR can provide invaluable support with so many areas of people management. Here we have compiled a list of ten reasons why companies may need Human Resource support.
HR save you money. Implement strategies that support your business goals making operations more efficient through the planned use of human resources. For example, introduce sickness absence management controls, the cost of sickness can be reduced which can be a huge expense to a business if allowed to get out of hand.
Business performance can be improved by the implementation of an integrated performance management system i.e. company-wide appraisal system. With a top down approach with buy in from senior managers, all employees work towards the common goal to improve business performance through the fulfilling of their own personal objectives. Performance management can also be about managing poor performance through a capability process where poor performers are either supported to improve or are performance managed out of the business with capability being a fair reason for dismissal. HR can work with management to ensure that either of these processes are correctly implemented.
Employment legislation is changing constantly and it is hard to keep up with the ever shifting sands that the government dictates and 2018 is no different. However, it is the role of HR to stay up to date so that they can provide credible, practical advice to those they support. HR ensures that internal policies and employment handbooks are kept up to date, they are well communicated to the workforce.
Sometimes when the job just needs to be done, it can be hard for managers to recognize the need to treat their people fairly. With HR guidance, their obligation in this respect can be recognised. A good manager will get the best out of their staff and that should be the norm to which all managers should work. HR provides much needed support when a manager is struggling with a particular employee problem. Company HR procedures provide much needed guidance and HR can help with their interpretation.
HR is the guardian angel of companies and helps to keep them out of the employment tribunal through sound employment law advice. HR procedures should always be followed and processes documented. If a situation is getting out of hand HR can be there to help soothe the situation or can act as a mediator. If they don't have mediation skills they often have specialist contacts in this area.
The development of skills is important for any company's success and growth. HR support training and development initiatives by assisting with a company-wide skills analysis, developing and coordinating a training plan, identifying training and development initiatives, delivering appropriate workshops or bringing in external training consultants where appropriate. HR can work with management to ensure that training and development are both cost and time effective and help them recognise the value that training brings.
A company is nothing without good quality staff and HR’s recruitment processes ensures that equal opportunities employment legislation is adhered to. HR work with managers to draft adverts, identify an appropriate advertising medium, develop job descriptions, undertake short listing, develop interview processes and questions, organize assessment days and ability tests and take part in interviews. HR can also provide all the essential supporting paperwork.
Employee engagement is the modern buzz word. In effect it is the wish of employers to have employees who do their best work and go the extra mile. To do that, employees need to be fully engaged with business goals and be motivated to do their best. Employee engagement contributes to business profits so companies are highly interested in this concept. A starting point can be an employee attitude survey coordinated by HR. Once the results are known it will identify areas of the business that may need some improvement like induction, reward and management style.
Change is an everyday part of life and companies need to change from time to time as the business world moves on. HR handles change management processes in various ways. With a company re-structure to improve efficiency, HR works with senior management to develop a new reporting structure and new job descriptions to provide strategic support. HR takes part in operational consultations with employees affected by the re-structure. HR advises on redundancy and TUPE implications where appropriate. HR also assists with minor changes in the workplace such as a change to terms and conditions which require consultation and agreement from employees. Working with managers they can ensure the correct legal procedure is undertaken. HR also provide the paperwork to support the process.
Rewarding staff fairly is highly important to for employee retention, get it wrong and staff will leave in their droves. Although financial reward is important for many people, it is not the only reason many go to work. Non-financial reward can be just as important e.g. job satisfaction, challenge, etc. and HR can work with managers to help them recognise this important element of employee reward.
