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I have read a great deal about what it takes to have a successful HR function, but I don’t hear as much about what an HR resource is to actually do. I have worked with many businesses that depend on an HR Function; and it has become clear to me there are three key objectives for the function.
- Oversee the Lifecycle of Personnel. HR obviously needs to be involved in the lifecycle of the organization’s employees. This means HR helps to define job descriptions, determine attributes of ideal candidates, find candidates, interview, evaluate, extend job offers, negotiate compensation, onboard, performance management, development, and finally the exiting of the employee, hopefully not a termination.
- Administer the Employee Programs and Benefits. This includes medical benefits, vacations, any insurance offerings, external training and overall benefits to the employees.
- Assist in Cultivating Company Culture. We look to HR to be the liaison for behavioral issues, challenges and interdepartmental issues; and to manage programs for changes in policies, processes and systems.
Mature Senior Leadership teams look to HR to have a seat at the table. HR is their key to managing their most valuable asset, their people! Just as they confer with their heads of sales, development, manufacturing, and finance to advise them on those functions’ perspectives, opportunities and challenges, smart leadership recognizes that their organization can benefit immensely from inviting their HR personnel to advise them similarly.
By Bob Dodge
