HOW VALUABLE IS HR?
Human Resource Professionals have the ability to add value at every level of their organization. How Valuable is HR? By providing valuable insights and reliable information, HR has become an essential part of building a healthy company for the Company Owner and Executive Suite. By staying well-informed of updates to employment laws, HR has become necessary to management and departments such as finance and safety. By remaining available and aware of employee engagement, HR has become a major part of all employees’ work experience which drives company culture. Needless to say, Human Resources Professionals have the opportunity to add a ton of value to any business. If a company does not have an HR Professional on staff, they can still implement HR processes and procedures that will not only add cultural value to their Startup or Company, but also protect the company from legal liability. Here are five key ways that HR can add value to an organization:
1) Managing Compliance Consistently – Compliance should constantly be monitored by HR. Processes and procedures must be in place in order for compliance requirements to be properly performed, monitored, communicated and reported correctly and on time. Abiding by federal and state regulations, HR has the responsibility to keep the organization in compliance at all times. Processes for each facet of HR, from Applicant Tracking EEO and Self-ID forms to FMLA and COBRA, are necessary to ensure that the organization is following its own policies and procedures, along with federal and state requirements. Newer requirements such as ACA reporting with FTE & look back periods have kept HR on its toes. Well thought out processes are imperative to HR’s changing environment!
2) Partnering with Senior Management – It is essential for HR to be at the Senior Management table when discussing the company’s future. Many HR professionals are on the sidelines of strategic planning for their organization. By providing necessary data, regulations and legal updates on a continual basis, HR will increase its value to their Senior Management Team. As Senior Management faces the realization that HR’s knowledge and feedback are valuable assets to the company, HR will be requested for more input in future planning. From a Compliance standpoint, HR knowledge is priceless to the C-Suite. Without HR processes and practices in place, the organization can face lofty fines, penalties and even imprisonment in fewer cases.
3) Leading by Example – One of HR’s roles includes enforcing policy. HR should not only abide by each policy, professionals should go beyond to ensure that their attire, attitude and work ethic are always well within policy requirements. HR should not push the limits or boarder on policy. HR is also responsible for training or coaching employees and managers……. whether the training/coaching is in a formal meeting setting or an informal conversation; time should be spent to teach and train the organization on issues such as conflict resolution, sensitivity training and harassment, to name a few. HR Professionals must create an ethical culture in the workplace. HR is the standard.
4) Being Available – HR should have an open door policy. HR Professionals should be available to answer phone calls or meet with an employee or manager when they need assistance. HR professionals can also show their desire to provide additional service to the team by walking around the office or site. This not only allows professionals to answer employee questions, but allows HR to see employees in their work element. This practice can give HR a fresh perspective of the company’s larger purpose (other than daily compliance, reporting, etc).
5) Maintaining Confidentiality – HR must always be cognizant of what they discuss and share with others. When building a professional relationship with employees, professionals must be careful to avoid crossing the line of sharing information that should remain private. One may not realize, but even small details must remain confidential. There is only one reason that HR would have to divulge information. If something illegal or inappropriate is occurring (or has occurred), HR has a responsibility to report such information to the proper authorities. If someone comes to HR to discuss anything, they must be aware that HR has to report such issues in order to protect the people involved and the organization. It is HR’s responsibility to remain open about their role to the employee and organization.
So, how valuable is HR? It doesn’t matter if you are in management, an employee or the CEO; Human Resources Professionals are valuable assets to any organization!
FMLA Process and Toolkit
Employers with 50 employees need to close the gaps to any grey areas in your FMLA procedures. Your company will be liable for back wages, benefits and attorneys fees without cap. Protect your company with the proper procedure and processes to close gaps in your company with this FMLA Process and Tool Kit. Get the tools you need, created by HR professional certified experts to protect your company from penalties.
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