Human resources management is at the helm of any company. It deals in the recruitment/hiring of the individuals, their termination/firing, makes policy on the conduct of the organization, handles payroll and is responsible for other employee benefits.
The job of human resources personnel is not an easy one. They are the ones who invest in human capital and carefully plan on exactly who to invest. They have designs of who will be the successor to certain management positions and are involved in retention of key employees. On their part, an element of tact, dedication, and organization is a must-have. Like all other departments, HR too have its fair share of issues which can be dealt away with by following below tips:
HR management should ensure that everything has its proper place in the organization. It is because if any files or folders, even items were to go missing the record of things is hard to keep up with. For large corporations, it is essential that they have HR intranet software installed since every kind of work now depend on the use of internet or at least on an intranet portal.
It is also the responsibility of HR to keep things nice and tidy so that when push comes to shove, needed items can be easily located and/or found. If the HR is not organized in its ways, there will be chaos and lots of things (as outlined in my opening para) that require managing cannot be addressed because multitasking is the way how any job is done nowadays.
Have as much clarity as possible
There are certain situations in an organization which is vague. Was it a case of sexual harassment or was discrimination on racial grounds? What was it? Ambiguity engulfs it. HR often finds itself caught up in a matter which neither black nor white.
In these situations, it is often helpful to the help from manager and colleagues of conflicting parties. Since there is a conflict, it must be sorted through a skilled level of negotiation and meditation. Both parties have stakes with you and work in your organization. HR cannot afford to upset one party at the expense of another.
It has to play fair or it will be considered as favor -ism or an ineffectiveness of the HR or its inability to act/resolve problems. Thus, HR has to carefully ascertain the situation and look for facts while maintaining the neutral stance. Once, something has been established, convey it to the relevant party (no matter if one likes it or not, as long as it is in light of the facts). Tricky, eh?
Be discrete, tactful and always ethical
Much of the HR’s function is trying to balance the concerns of its employees whereas at the same time enforcing company policy. There are often times where protecting or safeguarding the interests of an employee takes precedence while on other occasions it becomes essential to put the company first, at all cost.
As you can now see that the job is a bit cumbersome when it comes to tackling people having reservations and bridging that gap between the company and them. The solution lies in exercising tactfulness and courtesy in thehandling of such situations.
I am not suggesting that you give into whining and whims of your employees. You need to maintain a stand or call it tough love, no matter how performing the employee is. If something is outside the bounds of the company, the employees should respect the code of conduct and operate within its confines.
The reverse is true as well. When an employee comes to you and confides about certain concerns he has with the company or his bosses that should be treated as confidential and seriously acted upon. If this information were to find its way to that employee’s reporting authority or management, a confrontation will ensue, his trust will break and faith in the company lifted.
Always be in communication
You must have heard that communication is key. Same rules apply for any HR as it is a domain which constantly interacts with people and personnel management is the name of the game. To keep everyone happy and on the same page in order to achieve the organization’s collective goals is no walk in the park.
So we have seen above how HR has to combat day to day challenges. It is a constant effort to keep organization goals in sight and people motivated so they keep striving for the betterment of the company.
Author bio: Rafael A. Miller is a seasoned HR person. Having worked for over 25 years in different organizations in HR domain, he has seen it all. You can contact him for content writing services. For more info, follow him on Twitter, Facebook, and Google+.