What are the five main areas of HR?

A company is nothing without the people working for it, and Organizational Growth (OG) recognizes this. The concept attempts to strike an optimal balance between output and employees as the company grows. 

A Human Resources (HR) department is indispensable to manage a corporate family regardless of the organization’s size. Employees are not machines; they need motivation, kindness, and warmth to feel happy working for a company and put their best foot forward. The HR role was set up for precisely this function. To get proper guidance on enhancing the HR practices in your workplace, it’s a good idea to hire HR advisory services. 

The Human Resource department of a company can be split into five main areas: 

Recruitment

If you want your company to scale, you need employees who share its overall vision. The HR department must be systematic and impartial in its selection of potential employees. This usually includes the following steps:

• Identifying vacancies and finding out what the company wants from a recruit.
• Advertising job openings.
• Screening and shortlisting applications.
• Conducting background checks and interviews.
• Selecting candidates and inducting them into the workforce.

Once an employee is inducted into the company, they need to be shown the ropes and aware of their role in the larger picture. The HR department is central in making a new employee feel heard, understood, and welcomed.

Employee Compensation

A staggering amount of employees submit applications every year, driving the competition through the roof across the world. The HR department must identify and provide competitive salaries to sift through the saturated pool and pull the best of the available workforce. 

This includes (but is not limited to) aggressive pay, stock options, insurance packages, paid leaves, and various other benefits. 

The HR department must understand that employees are not static. As their work evolves in the company, so must their compensation. You should regularly reevaluate their salaries in line with their performance and the condition of the economy. This goes a long way in tangibly showing your people that you see them as dynamic individuals. 

Training

You need two things from your employees to excel as a company; a balance between satisfaction and drive. Both qualities need a foundation of skills and knowledge to reflect in an employee’s performance. Build a training program for all employees, old and new, and distribute it across the year considering their schedules. What does this do? It inculcates a spirit of learning in your people. It conditions them to keep imbibing new skills and keeps them from becoming complacent in their job. Moreover, the personal growth of individual employees motivates them to attach a sense of community with their colleagues in the organization. 

In addition, as the HR manager, you can make the company learn too by collecting feedback from the employees after every workshop. This keeps the organization attuned to the desires and expectations of its people and ensures consistent communication across the board.

If they’re inspired to learn, they’re inspired to grow. If they grow, the company grows with them.

Employee relations

Organizations like Google and Facebook boast excellent relations between their employees, high and low. How do they manage this, despite being the sprawling giants that they are? It’s simple to understand and back-breaking to implement- they maintain some of the world’s most consistent and robust communication channels. Three guesses on whose responsibility it is to do that.

The Human Resource Department is crucial in acting as a liaison between the employees and their higher-ups. Everybody knows that the workplace is a fundamentally hierarchical environment, especially in large organizations. As an HR manager, it’s your job to level the playing field and ensure nobody feels like they’re at the bottom of the pecking order. Developing employee-friendly policies like burnout breaks and flexible work schedules can take you miles ahead in consolidating trust among your employees. If they believe in your vision and trust your process, they will push the company to new heights every day.

Compliance

Laws governing businesses and employee management are constantly changing. HR departments play a big role in ensuring that the organization stays up to date and follows all existing legal obligations towards their employees and consumers. Laws governing minimum wage, sexual harassment at the workplace, safety regulations, employee insurance all fall under the purview of the HR department. Conducting regular audits of business processes within the organization and identifying areas where revision is required can potentially save thousands of dollars from being spent on legal costs, fines, and settlements.

Managing all these areas can be a tedious process requiring constant guidance. Specialized hr advisory services help in creating a dedicated strategy for your organization. You can also try hiring an external consultant to survey your HR situation and provide a third-person perspective on things. 

Companies are nothing without human resources. You manage their most important asset. As long as you maintain this idea in your practice, you’ll keep your employees happy.