HR professionals are core components of any organization. They are engaged in a multitude of activities; responsible for payroll, hiring, and training among other things. Their contribution to the organization cannot be ignored. There are involved in policy making for the organization as well as for conducting annual appraisal of the employees.
The world has progressed and so has the role of HR professionals. In 2017, HR is not only concerned with recruitment activities or disbursing salaries but the role has taken a much deeper meaning. We explain with the help of following four roles:
As part of the compliance enforcer role, HR seeks to ensure that each employee of the organization is complying with workplace policies as well as are adhering to best practices. As compliance enforcer HR is keeping an eye out for any changes in state, federal, and local laws so that regulators can be kept at bay.
Another aspect of this role is to prevent any malpractices such as discrimination of employees based on their caste, color, and belief, unlawful discharge of an employee or harassment cases. In other words, a job of compliance enforcer is that of risk mitigation so that no harm should befall the company or its people.
This role is quickly becoming more acceptable as this calls for more proactive approach on HR’s part whereas in the past, HR professionals had a reactive role to play.
By management advocate, we mean that HR professionals act as a mediator between management practices and employees. In this role, they tend to translate management policies to the employees in their true letter and spirit lest there is confusion or a chance at misinterpretation.
Since companies are moving more towards open book management techniques where employees are empowered through the sharing of their information. This is only possible in coordination with HR when employees have understood procedures clearly, thus, the emphasis on management advocacy is greater than ever!
Traditionally, HR is always considered to be a component of the organization which is when a workplace dispute arises is called upon to resolve matter, or a vacancy opens up they are asked to get it filled or if the rate of absentees is on the increase, their help is sought so that they can inculcate discipline.
However, the practice of including human resource professionals into strategic planning process came later. You can say HR is in its evolutionary phase but few organizations have already brought on board HR for strategic planning.
The role is new and a challenge for the HR personnel. Nevertheless, they design policies for the organization but to take coin ideas for the organization where it needs to be in next 5 or 10 years is a next level decision making process.
The realization of this goal is a tad bit difficult. Why? Because you cannot be a management advocate and an employee advocate at the same time – there is conflict of interests. However, the significance of this role cannot be denied as this impacts the other three roles.
It is in simple words a bottom-up approach. You can act all you want on the behalf of management but if you don’t do the same for the employees, this one-way is not going to do your organization any favors. Hence, as an employee advocate, HR professionals carry reservations and suggestions to their bosses so that organization can function seamlessly.
If there is lack of trust and confidence, productivity of the organization will be hampered. By keeping in check employees’ concerns HR can facilitate stronger ties, in addition to restoring their faith in the employer. Consequently, this leads to formation of employee union(s). A union usually breeds negativity which inadvertently affects company health, morale and growth.
Jessica Paul is a professional blogger. Moreover, she assists students who approach him for Essay Help UK by Ready Essay to get reliable tips in their graduation period.