Top 10 Reasons Why Companies Need HR Support
1. Cost savings
HR can contribute to cost savings. One example is to implement an HR strategy that can support business goals making a business more efficient through the planned use of human resources such as educating management on the cost of: poor hiring decisions, time and labor management; and absence management controls, just to name a few.
2. Performance management
HR can help manage performance in several ways. Business performance can be improved by the implementation of an integrated performance management system. With a top down approach and 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 both of these processes are correctly implemented.
3. Provide guidance with employment legislation
Employment legislation is changing constantly and it is hard to keep up with the ever shifting sands that the government dictates. 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 should ensure that internal HR policies and employee handbooks are kept up to date, they are well communicated to the workforce and training is provided to managers in their operation.
4. Leadership Coaching
Sometimes when the job just needs to be done, it can be hard for managers to recognize the need to treat their people fairly. HR can provide much needed support when a manager is struggling with a particular employee problem, motivating a team, or working with peers. Company HR procedures provide guidance and HR can help with their interpretation.
5. Help Avoid Employment Legal Pitfalls
HR is the guardian angel of companies and helps to keep them out of the employment tribunal through sound employment law advice. They work very closely with labor lawyers to mitigate the risks. 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, act as a mediator.
6. Training & Development
The development of skills is important for any company's success and growth. HR can help 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 recognize the value that training brings.
7. Recruitment
A company is nothing without good quality staff and HR can provide support with recruitment processes while ensuring that equal opportunities employment legislation is adhered to. HR can work with managers to scope the requirements of the position, identify an appropriate advertising medium, develop job descriptions, screen candidates, develop interview processes and questions, organize assessments and take part in interviews. HR can also provide all the essential supporting paperwork.
8. Employee Engagement
Your employees are your most valuable assets! HR facilitates employee engagement by assessment and recommending solutions. Employee engagement contributes to business profits so companies are highly interested in this concept.
9. Change Management
Change is inevitable. Managing change is vital to the success of every company. HR can work with senior management to develop reporting structures and job descriptions to provide strategic support for a re-organization. HR can take part in operational consultations with employees affected by the re-structure. HR can also assist 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 can provide the paperwork to support the process.
10. Employment Recognition
Employee recognition drives business results by reducing turnover, engaging employees, and reinforcing corporate values. Saying thank you in a variety of ways goes a long way. People who feel appreciated are more positive about themselves and their ability to contribute. People with positive self-esteem are potentially your best employees. HR can advise on these methods, and will as compensation and benefit packages. (According to a Dale Carnegie study 29% of the workforce is engaged, 45% are not engaged, and 26% are actively disengaged.)