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Human resource management is related to the great performance of an organization. Successful companies often thrive with the presence of a strong Human Resource department which is responsible for managing resource related issues to employees. This particular department has a lot to do with overseeing everything relating to improving and maintaining the human capital of a company. Human resource management has its attention on issues such as recruiting staff, training and learning, compensation and benefits and organizational development.

Important factors that human resource focuses on

The running of a company can be faced with challenges such as competition, cash flow; revenue growth and competency in their service provision hence the more reason to have a Human Resource department present. Regardless of whether the company is just starting or if it is fully established, having a team of professionals to manage human capital ensures the smooth running of the organization. Considering all the responsibilities that a human resource has, here are some key factors that are their main focus points;

  • Management changes

As the company grows, some of the usual processes do change as well as strategies and plans. If such takes place, it may have an effect on the productivity and the morale of the workers during this period. This is where communication strategies can be applied by the HR department to keep everyone aware of the necessary changes that will have to take place. Allowing workers to understand the how, when and why will more likely make them more receptive of the change.

  • Compliance with laws and regulations

For business owners, staying on track with the changing rules and employment laws set by the state is mandatory such as those regulating wages and workers’ safety. All institutions are required to be in line with the rules and regulations placed for work environments hence the HR plays an essential role in ensuring that the local, state and federal laws are followed.

An example of regulations set is the pay equity and salary history bans. Salary privacy requires that the employee should no longer inquire about the salary history of the potential candidate as well as provide a salary range upon request by the applicant. Pay equity with consideration to the gender pay gap is also a systematic factor that HR ought to consider. They should be in pursuit of fair pay by creating pay equity policies that are reasonable.

  •  Employees leaves

It is the responsibility of the HR to make correct decisions when it comes to granting the employees leave. Every employee needs some time away from work for various reasons such as medical leave, parent leave, grief, hardship, military and leave for victims of certain crimes.

HR often need to focus on this to know how to balance between letting the absence of workers go beyond the required limit and worrying whether they are inviting lawsuits by denying a worker his or her leave rights. Common concerns of granting leaves include;

  •  How to handle leave requests for religious holidays.
  •  How to prevent sick leaves from being misused and when to tell genuine reasons for them.
  •  How to discipline workers who keep portraying chronic absenteeism.
  •  What to look at to know if the workers are abusing their compulsory leaves.

Every employee leave has a unique reason which may involve difficult personal issues while others can lead to workplace morale issues. Therefore, depending on the leave laws provided by the state, it is the Human Resource’s work to determine when to grant leaves in reference to the law.

  • Workplace violence

Workplaces provide environments where different people from various backgrounds come to work and serve the purpose of the service supplied to the clients of the company. In such a situation, workplace violence is inevitable due to there being different people with varying characters and beliefs. Workplace violence is not uncommon and if not dealt with, could lead to the downfall of the company and adverse cases such as lawsuits or physical harm.

It may be tough for an HR to try and predict if an individual worker can display violence. Even so, the following factors can be of help if the applicant has;

  • Experienced significant stress in his or her life such as divorce and financial hardships.
  • Has been socially isolated.
  • Has been diagnosed with any mental illnesses that would cause an aggressive nature.
  • If he or she has behaved in a certain way making the rest fear for their safety.
  • Has had a trend of negative behavior such as drug abuse or alcoholism.
  • Has been a prime suspect for workplace violence such as sexual harassments and provocation.

The HR can take control of such situations through creating an incident response team constituting of occupational health and safety, lawyers and threat assessment personnel, placing effective procedures to respond to such incidents and building a network to share workplace violence incidents in the organization.

  •   Recruiting and retaining talented employees

HR helps companies to balance between running the business and hiring the right people at the correct time. The hiring process can be daunting because you cannot know if the applicant is as good enough until they have worked in your company. In such instances, working with staffing companies often helps HR select the best candidates. Considering that competition for competent workers is also high, creating favorable working conditions and considering benefits packages like wellness programs, flex time and commuter benefits are useful ideas to keep workers around. C

Human Resource includes the whole spectrum of managing, cultivating and creating the employer-employee relationship to be good enough for both parties to enjoy. It plays a crucial role in the success of a company as it involves management and addressing the current employee concerns, hiring new employees and improving morale which is part of the strategies to keep the organization from falling apart.

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