Top management of every company knows how important the human resources department is. This department represents the connective tissue tying all other departments together. However, despite this fact, HR is often underutilized or plainly overlooked.
But it doesn’t have to be so.
Like all other managers, HR executives can have an enormous impact on the growth of an organization. Their job doesn’t stop at simply employing top-tier talent; instead, they need to find the right ways to utilize that talent and promote internal growth.
Here are at least seven ways HR execs can grow their company.
Promote open discussion
The concept of open discussion is always underlined by companies. However, the majority of organizations are either doing it wrong or are not investing enough in it. Open communication isn’t just a catchphrase that should be repeated over and over until it takes seed. It is a state of mind and it has to start with the HR department. There are various reasons why you should support this type of behavior. First and foremost, discussion allows you to detect flaws within the organization. It is very important to discuss things openly and to see why some people are having trouble. A discussion is also a good way to improve things. By sharing ideas, employees can give their views on how things can get better. Human resources have to take initiative with this and make sure that all employees get the message.
Creating a proper leadership structure
Not everyone is meant to be a leader. There are numerous things that make a good leader and HR executives have to recognize these qualities and focus on developing these individuals while preparing them for a new role. But being a good leader is not only about being charismatic; he or she has to promote growth too. HR has to instill the company’s values in future leaders so they can instill them further along the line. If human resources fumbles this task by either picking individuals who are not fit for the job or are too egocentric, the whole future of the organization may be jeopardized.
Properly delegating responsibilities
The most important task of human resources is picking the right people for a particular job. Bear in mind that this is a fluid concept and can change over time. Even if an individual is hired to do a particular task, they might be more suitable for something else. HR execs have to keep an open mind in these situations. By analyzing skills and overall performance, human resource managers can learn whether or not a person will be more efficient for in something else. Again, make sure to have an open channel of communication; the employee may not like this new role despite its upsides and if you forcefully appoint the person, it can lead to dissatisfaction and lack of motivation.
Improvement process
Almost every big company nowadays organizes training and seminars during which their employees can learn new things and improve their skills. Unfortunately, these trainings are often far apart from each other, there is no reward system or a clear way to prosper within a company through training. While training is a benefit by itself, lack of recognition often leaves employees feeling neglected. Keep in mind that employees expect some kind of compensation for their efforts. At the very least, some acknowledgment. Oftentimes, companies forget this minor gesture and may wrongfully believe that workers will attend training and be engaged because it’s the right thing to do. As an HR executive, you need to show them that their efforts and invested time are not in vain.
Creating stronger bonds between departments
While some departments don’t have to work closely on a daily basis, that doesn’t mean they should be completely separate entities. As parts of a larger group, it is very important for them to “feel” the rest of the team. The HR department should organize events where all departments will be placed together. This is a great chance for individuals to interact with each other and exchange ideas. Furthermore, by building such close relationships, different entities within the company are more likely to work better when faced with a specific situation. This will increase the sense of unity propelling your company forward.
Sharing values
One of the main reasons why people leave companies is because they cannot connect to a business. Whatever the case, employees need to feel at home and like they are part of the team. The best way to do this is by sharing ideas, the company vision and mission. Always explain to your personnel what makes the company the way it is and you’ll find that they’re much more likely to stick with the company if you keep them in the loop. Individuals have to feel as a part of something bigger and more important. Lots of times management focuses on what they need from their employees; they will explain a job, the benefits and the paycheck but won’t take time to explain why this work actually matters. Doing so will improve overall employee engagement and retention.
HR department has to become a more proactive part of a company. In the end, it all comes down to employees and their performance as well as communication inside the team. If human resource managers are able to smooth things out, the teams will be able to work more efficiently and produce much better results.
Author Bio:
Our guest blog post contributor Jasika Adams is a talent acquisition manager with Index Time Clock who is passionate about writing on emerging technologies in the areas of human resources, startups, and business management.
If you’re interested in contributing to our blog, please submit topic and content ideas to Stephanie@thehiretalent.com.
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