Things Every HR Professional Needs to Do to Succeed

Some of the functions that an individual as an HR professional should perform to make the organization more successful, if staffed with an HR department are mentioned below:

• Employee Training and Development:

 Enabling employees to develop the skills they need for the future is an essential responsibility for HR. Most employers understand the value of investing in the (future) skills of their employees. After all, the success of the organization depends on how well the employees are trained for the job and what are their growth and development opportunities within the organization. It’s the responsibility of the HR department to lead these efforts in the right direction. The role of HR should be to ensure that the employees acquire the company-specific knowledge and skills to perform their tasks efficiently. It boosts the overall efficiency and productivity of the workforce, which ultimately results in better business for the company. HRM plays a very crucial role in preparing employees for bigger tasks and responsibilities, which leads to the holistic development of employees at work. And an organization that provides ample growth and development opportunities to its employees is considered to be a healthy organization.

• Building a better communication system:

The company can also focus on building a better communication system with the recruited employees. There are several types of communications, that happen in various ways like there is a grapevine for informal groups and there is chain network and wheel network for the formal groups. The appropriate network should be encouraged, according to the requirements. A company should also focus on the informal groups, as it helps them to understand the employees on a deeper level.

• Performance management: Performance management is a continual process of evaluating how employees are performing and recognizing achievement. Many organizations conduct performance reviews on a regular schedule, often regularly, with additional reviews as desired by the employees. If an employee is underperforming the employers may impose discipline or create a performance improvement plan with goals to achieve within the specific time period. For serious matters employees may be fired. All disciplinary policies should be written out in the handbook, and managers should be trained to implement them accordingly.

• Hr professionals should create a dynamic environment for an organization:

Organizations have to survive in a dynamic environment so managers should keep making changes in the organization to match the environmental changes. The employees in the organization are generally resistant to change. Efficient hr motivates employees to adopt the changes willingly by convincing them that change is not only beneficial for the organization but it improves the employee’s work also in the competitive world.

• Research and development:

The company should allocate some members for research and development which will include activities that our company undertakes to Innovate and introduce new product services. The goal should typically be to take new products and services to market and add to the company’s bottom line which allows a company to stay ahead of its competition. Through research and development companies can design new products and improve their existing offering.

• Feedback:

The company should take feedback from their employees about the work. For example – Do you have any suggestions on how to make the work environment more fun. Or, Are you having issues with your job in your current position? Or, is there a work style or culture you don’t like in the company.

• Human Resource Planning:

This HR function is all about knowing the future needs of the organisation. What kind of people does the organisation need, and how many? Knowing this will shape recruitment, selection, performance management, learning and development, and all other human resources functions.

• Job Design and analysis:

One of the foremost functions of HRM is job design. Job design involves the process of describing duties, responsibilities and operations of the job. To hire the right employees, it is imperative to identify the traits of an ideal candidate who would be suitable for the job. This can be accomplished by describing the skills and character traits of the top-performing employee. Doing so will help one to determine the kind of candidate you want for the will be able to identify their key minimum requirements in the candidate to qualify for the job. Job analysis involves describing the job requirements, such as skills, qualification and work experience. The vital day-to-day functions need to be identified and described in detail, as they will decide the future course of action while recruiting.

• Employee Hiring:

Recruitment is one of the primary functions of human resource management. HRM aims to hire efficient employees to achieve the goals and objectives of the company. All this starts with hiring the right employees out of the list of applicants and favourable candidates. An HRM helps to source and identify the ideal candidates for interview and selection. The candidates are then subjected to a comprehensive screening process to filter out the most suitable candidates from the pool of applicants. The screened candidates are then taken through different interview rounds to test and analyse their skills, knowledge and work experience required for the job position. Once the primary functions of HRM in recruitment are completed, and the candidate gets selected after rounds of interviews, they are then provided with the job offer .

• Recruitment of employees to maintain international relations:

As an HR manager, one would recommend hiring some professionally trained personal who are proficient at maintaining international relations as the business wants to bring their communication products to a new international market this year. This will ensure that there is no misunderstanding between them and their foreign counterparts . Also they will make it easy to communicate with business partners . They can also make it easy for businesses to comply with all the paperwork needed to start an international business.

• Creating an employee grievance system:

As the organisation is going to recruit more employees there may be chances that new employees are not happy with their working conditions or the new and old employees are not getting along that well so to solve every problems of the employees the HRM department should create an grievance system through which employees can file their complaints . Also every HR department member would be asked to give their best to solve problems of all employees in every possible manner .

• Providing family benefits:

As an HR manager, one would recommend the management to provide incentives to not only employees but to their families also. Incentives like family vacations and full family insurance should be given to employees so that they feel more content and satisfied with their work . Organising guest lectures for family planning would also help to improve employee satisfaction and knowledge so that they can lead a better and meaningful life.

Thank you


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