The employees of a company are that company’s most important asset. There is no other line item on your profit and loss statement that can generate creative ideas, store more knowledge, provide customer service and run your business on your behalf. Let’s face it, without your great employees you would be extremely hard pressed to maintain your business. Managing this important talent can be a difficult task, and it is best to employ a human resources department to handle the sensitive issues that go along with human resources management, such as talent management, learning and development, recruitment and selection, and employee relations.
Talent management can mean something different within different companies. For some organizations, it means ensuring that the individuals within the organization that are most talented are compensated appropriately, rewarded for their contributions to the organization, and provided with the opportunities necessary to further their education within the industry and within the company. With the help of your Human Resources Management team, you can treat these employees well by offering varied and valuable options for development to help retain them within the organization. Invest in them and they will invest in the business. Another school of thought sees talent management as the function of making certain that all the talent possessed by each employee within the company is put to good use. This means that Human Resources should help identify each employee’s individual talent so the company can make use of it in a positive way. Be sure to follow through on whichever school of thought to which you subscribe to make the best use of your employees’ talents.
Innately, humans are interested in learning and developing. Some employees may be perfectly happy performing the same job for years. But with continuous process improvements, it is inevitable that he will need to learn new tasks. Learning and development is a Human Resources function that includes helping employees develop personal and organizational skills, knowledge and abilities. This involves offering employees opportunities for in-house training as well as tuition assistance, career development, coaching, succession planning and mentoring. When employees grow with the organization, they are more inclined to remain loyal and committed to their job and the company overall. The management of this program should also include ways to recognize when an employee is ready for a promotion due to their development and growth due to the company’s learning and development initiatives. Without this important progression, your employees will become restless and resentful. If the employee is working hard to increase their value to the company, the company must work hard to recognize the additional value and harness it as an asset to the organization.
One of the most important functions of the Human Resources department always will be recruitment and selection. Turnover rates will ebb and flow as organizations grow and develop and as the economy evolves. Some employees will need to be asked to leave the company while others will tender their resignation for any number of reasons. A highly evolved human resources management team will collect information regarding the reason employees are leaving and use it to evaluate the company’s benefits and determine shortcomings or underlying issues that may contribute to an unusual number of resignations. On the other hand, Human Resources must use the company’s benefits to attract talent to the organization. A creative and effective selection process is vital to ensuring that the right candidate is selected and will remain employed long enough for the organization to see a return on its investment in recruitment for that position.
Whenever you have a large group of individuals spending a significant amount of time together, there will be personalities that clash, relationships that develop, and conflicts that arise. It is the role of Human Resources to maintain harmony amongst the employees and be the voice between management and staff. Employee relations remains a substantial challenge and one that is high on the list of important tasks for effective and productive human resources management. Happy employees make for an environment that favors productivity, creativity, and success. This should involve an open door policy, giving employees the empowerment to deliver good or bad news to any member of the management team, or ask questions at any time. Nurturing an environment based on communication will always support healthy employee relations.
Every aspect of human resources management goes hand in hand – from employee development to employee relations to employee recruitment. If your business practices are missing key functions of this department, it is likely that you’re experiencing high turnover and dealing with employee relations issues on a daily basis. Try re-evaluating the functions of your Human Resources group to help change your company environment.