Hello HR professionals! Do you ever have to contend with HR naysayers? These with a bad attitude toward your department? The next time you are challenged, you will be better able to justify why HR is the most important business function. Human Resources creates the conditions for all the other teams to succeed.
The hiring team finds employees who can drive innovation. HR handles administrative functions so everyone else can do their jobs. Human Resources increases employee engagement. Engaged employees become brand evangelists. Consequently, for every position added to the payroll, we must answer the question "How does this job help our company make a profit? In truth, HR does not exist to help employees, although much of what we do and how we do it achieves that goal.
The main job of HR, from the C-suite point of view, is to protect the company by delivering competent employment candidates on a timely basis, supporting effective and legal recruitment and selection procedures, and keeping the company's behavior on the right side of the law at all times and in all matters. If you can help employees along the way, without jeopardizing the company, more power to you.
But while HR is often seen as employee-centric, all you have to do is follow the money to see who it really serves. Training and development is one of the few jobs where helping people become successful in their jobs, and to a larger extent their careers, is the priority. It also happens to fall in line with your personal ethics. Working in training and development has other benefits, too. You get to know people in other departments and levels of the company, and because your job is to make them better at what they do, you are also usually liked and respected.
As a result, you can build strong, vibrant, professionally relevant networks that can help you through career transitions for a lifetime. In the interests of full disclosure, I should say that I have held director-level positions in divisions of public companies in both HR and training and development, and from my experience, training wins out every time:. How do I know this? It's the story of my life.
I did all these things and experienced all the benefits mentioned. My employer's CEO retired at the same time I had my first book published—the first royalty check wouldn't have paid for coffee for the both of us—and almost immediately that CEO gave me a second income stream to assist him in a new venture.
Additionally, what he gave me as a personal mentor was beyond measure. My first book is now in its 32nd edition, and there have been 85 editions of 18 other books. This week, I am scheduled to speak at the Pentagon. Am I scared? Nope, because of everything I learned in training and development, while never once compromising my own ethics.
Your choices are both honorable jobs, but the decision comes down to what you want and need. Add up the options and flexibility each offers your life. Order your copy today! Maintaining HR records is mandated by law. These records help employers identify skill gaps to help with the hiring process and to analyze demographic data and comply with regulations.
They also contain personal details and emergency contacts for each employee. Staying competitive is of prime importance when trying to attract the best talent. A promising recruit may choose a different company with lesser pay if the benefits are more attractive. HR should routinely investigate similar companies to see if their benefits are compatible. Besides the seven examples above, which are mostly operational responsibilities, HR provides less quantitative functions: It exists to help employees thrive.
After all, employees are the single biggest asset to any organization. It follows, then, that protecting their well-being is of utmost importance. Here are four ways HR helps support the emotional and career needs of employees:. HR can provide career paths to help guide each employee to a long future within the company.
HR can then check in periodically to further guide employees on their career paths. Sometimes the career growth mentioned above requires additional training. Your organization may provide educational assistance, and HR can help determine which classes and training programs would be best for an employee on his or her designated career path. HR can help provide management guidance to managers, making sure that department and teams are as healthy and functional as possible.
This may include periodically sending managers to formal trainings and retreats. HR can help support employees through any of these and other circumstances.
The HR department should regularly schedule one-on-one interviews with employees to check in on their career progression, comfort in their roles, and any other issues the employee may be having. Considering these responsibilities, employees should feel comfortable reaching out to their HR departments in these, and similar, situations:. However, if HR genuinely cares about the well-being of employees, the culture will be one of openness and growth.
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