Human Resource Function: Supporting in the Organization

Introduction

Providing the HR staff with extra functions allows improving the performance of the company to a considerable degree. Seeing that the identified members of the organization are aware of the essential characteristics of the rest of the employees, it will be reasonable to give the HR members an opportunity to determine the roles and responsibilities of the people working for the company so that each of them could fulfill their potential in the company.

HR Activities as the Support for the Organization

Although the connection between the work of HR and the operations of the organization might seem rather loose, the activities of the HR Department members have significant implications for the firm. Furthermore, the effects that the HR members have on the organizational processes maybe not only temporary but also permanent, depending on whether they are designed to address a particular situation or alter the principles of decision-making and management in the corporate environment (Martin and Whiting 11). Among the essential activities that the HR staff performs to support the organization, the following ones need to be listed: hiring policies review, promotion policies review, and salary determination.

By assigning the HR department a significantly larger number of functions, one is likely to increase the importance of the department’s work for the company to a considerable extent. Therefore, it is crucial that the participants of the identified unit could meet the corporate standards and follow the company’s values and mission when carrying out the actions listed above. Therefore, it is imperative to make sure that the HR Department should be aware of corporate ethics and follow its principles consistently.

HR Activities as the Support for the Line Managers

There is no need to stress that the HR members are likely to be aware of the specific abilities of the employees to a greater extent than the firm’s managers. Therefore, it is crucial that the process of assigning roles and responsibilities of the staff should be guided by the facts offered by the HR Department. By providing the HR representatives of the company with the power to coordinate the actions of the staff members, the company leaders will be able to create the environment in which the needs of the employees will be met. As a result, satisfaction levels, along with motivation and loyalty rates, are bound to increase consistency among the personnel. HR personnel may help redesign the process of assigning staff with roles and responsibilities, design an appropriate leadership strategy, and focus on the specific needs of every staff member.

The identified approach, however, requires that the members of the HR Department should be aware of the crucial aspects of the staff’s cultural and ethnic backgrounds as well. In order to cater to the needs of the target audiences successfully, one will have to be aware of their values, philosophy, aesthetics, etc. As a result, the HR staff will be able to create an atmosphere that will compel the rest of the employees to not only communicate more efficiently but also accept the corporate values and grow professionally (Phillips and Gully 117).

HR Activities as the Support for the Staff

While the HR Department is typically believed to be busy with solely considering the candidates for a particular position in the company, the HR staff, in fact, also provides extensive services to the identified members of the organization. For instance, the Human Resource Manager may have to determine whether the people employed by the company receive appropriate payments in a timely manner and are provided with the benefits that they are entitled to by the law. For instance, the HR representatives may focus on the aspects of the benefits package such as the options for parents (e.g., parental leave for not only mothers but also fathers), cultural issues, and the associated specifics (e.g., religious holidays), etc. The identified changes can be made by focusing on providing the staff with benefits; providing consultation services, and reconsidering the feedback system in the company. Being the link that connects the employees and the managers, the representatives of the HR Department become the voice of the staff members. As a result, they can be deemed as responsible for the provision of opportunities for the staff members.

Conclusion

Although the functions of the HR staff members are typically restricted to a comparatively small number of responsibilities, they should be given more freedom to voice their opinions about the potential of the staff. Herein lies the significance of enabling the HR Department to assume the responsibilities related to speaking on behalf of the staff members. It is important to make sure that the needs of the personnel are voiced by the people that hear them and that roles and responsibilities are distributed based on people’s unique abilities and talents.

Works Cited

Martin, Malcolm, and Fiona Whiting. Human Resource Practice. 7th ed., Chartered Institute of Personnel & Development, 2016.

Phillips, Jean M., and Stanley M. Gully. Human Resource Management. Cengage Learning, 2013.