It is almost impossible not to find a human resources department in any organization. Surprisingly, human resources departments have the strongest ability and potential to manage an organization’s most valuable resources. Lack of a properly functioning human resources department often leads to an organization failing to achieve the desired level of efficiency and workforce management. Read further to discover the importance of human resources.

What is Human Resources?

Human resources is the area of a company, business, or organization whose main task is to handle the aspects of people.

HR is the organizational branch tasked with recruiting, retaining, and tracking employees on the individual level.

In most cases, these tasks are listed under a general manager’s job criteria. However, in these situations, you will discover that the same manager reports or answers directly to the human resources department instead of dealing with each employee separately.

The Importance of Human Resources to An Organization

A well-functioning HR department is vital to an employee-oriented, productive work environment in which employees are engaged and energized. Here are reasons why;

  • Human resources monitor the culture. Some companies believe that human resources own the culture. The most expected scenario would be that all employees own the culture. However, human resources keep track of conduct in the offices. So in a significant way, HR ensures a smooth and uniform culture.
  • Human resources own the overall talent management process. It leads the way in management development, succession planning, performance management, career paths, and different talent management aspects. Human resources cannot do this alone and work in conjunction with managers and executive staff to plan and implement these strategies.
  • Human resources is responsible for the recruitment of a superior workforce. HR provides support to hiring managers accountable for hiring a superior workforce. Human resources is tasked with providing leadership, training, and scheduling assistance. It must also provide a systematic recruitment process, recruitment planning processes, selection monitoring, interview expertise, among others.
  • Human resources recommend market-researched compensations and design an overall strategic salary and remuneration plan. The department works in conjunction with the managerial department to determine the salary ranges within an organization.
  • Human resources research and recommend employee benefits programs intended to entice and preserve a quality workforce. It is responsible for controlling costs and considers different options before recommending adoption.
  • Human resources recommend and institute strategies for people and the company that further the achievement of the company’s strategic goals. If your company changes direction, develops new products, changes its mission, vision, and goals, by default, human resources must lead the way with employee processes and programs.
  • Human resources ensure that workplace celebrations, events, activities, trips, and team-building opportunities are happening. While other employees will plan and decide the activities with or without human resources’ help, it is generally the HR leader’s responsibility to monitor the budgets and provide committee oversight.
  • Human resources advocates for employees with issues or conflicts with executives, coach managers, and management who want a more effective approach to work with specific employees. Unfortunately, not everyone in a workplace loves each other, but a working relationship has to exist. Human resources help by listening to the employees and taking the necessary actions to mediate, coach, or advocate for individual employees to ensure a proper working relationship or seek alternative options.
  • Human resources is tasked with the training and development of the workforce. HR departments offer professional development, leadership training, and extensive orientation training for their employees. HR helps employees to adapt appropriately to the organizational culture and perform with their optimum potential towards its development.
  1. Human resources ensure employee safety. All organizations need to be concerned about workplace safety.

Human resources take the appropriate measures to create a safe working environment for its employees. It also takes responsibility to report injuries that happen within the organization to top management.

Criteria Used by Human Resources When Hiring Employees

The point is to hire employees that can represent your organization in every positive way possible. Here are three main criteria human resources considers when hiring the right people to the organization:

  • Capabilities. Any prospective employee ought to have the ability and qualifications for the job. Regardless of your connections with management or human resources, or even giving favors, qualifications are a must-have. What had this prospective employee been trained to do? Since all organizations are different, you should consider the learning curve involved.

  • Value. Human resources should understand what value this applicant is bringing to the office. You can do this by determining the salary you are willing to invest in the person and if they are worth it. You can also do this by assessing their future potential and network. Ask yourself if they have expertise in areas your organization is looking to grow. Do they have an impressive network that your organization can tap into?
  • Cultural Fit. Most importantly, there should be a cultural fit. A disruptive employee can cause immense damage to customer relationships and general morale in the workplace. You can find a lot about a person through social channels and the interview process.

Human Resources Trends in 2021

  • Virtual will not change. One of the visible trends in 2020 owing to the pandemic is a shift in the traditional office work mode to remote and home offices. Government-mandated lockdowns and companies shifting to full-time remote-working have changed how work gets done. For some organizations, this move could be considered permanent.
  • Redefined employee experience. According to Gartner, employee experience was the third most essential initiative among human resources leaders in 2019. The recent report on human resources leader priorities for 2021 places employee experience as the fifth-highest. Therefore, it is evident that this trend will gradually become relevant and crucial heading forward.

Bottom Line

Human resources will progressively develop in years to come. The importance of human resources in 2021 is highlighted by its ability to adapt to the recent changes. Human resources leaders feel obligated to prioritize the workforce and work re(design) leadership. They are also preparing for the future workplace and are enhancing the employee experience. In 2021 going forth, human resources will undoubtedly offer opportunities for people seeking change, challenge, innovation, and personal growth.