The Role of HR: Put Employees First

In this day and age, when more and more of the HR department’s tasks are being taken over by online tools, you may be wondering what value HRM adds to your company. In the worst-case scenario, you might even be wondering whether HRM still has a future and whether this department will be eliminated in the foreseeable future. HRM certainly still has a future, although the department’s focus will need to shift in order to continue providing added value. In this article, we’ll explore the role of HR within organizations.

The Current Role of HR Management

In most companies, HRM is seen as the first point of contact for questions regarding personnel matters. Over the past few decades, it has therefore specialized in recruitment and selection, employment contracts, terms of employment, and absenteeism policies. As a result, employees often only interact with this department when matters regarding compensation and other terms of employment need to be addressed, when requesting time off, or in cases of sick leave. The focus of HRM is thus primarily on administrative tasks, even though there are-or could be-various tasks of value to your organization that fall under HRM’s purview.

A Future for HR?

HRM is increasingly using online tools to carry out its (administrative) tasks. Not only are the administrative tasks related to personnel management being digitized, but the informational role of management is also becoming increasingly digitized. For example, employees can often use an online platform to find answers to their questions. This development is a cause for concern for some managers. In a world that is becoming increasingly digitized, is there still a place for HRM?

Shifting Focus

To continue providing added value to your organization, HRM will need to shift its focus. The use of online tools also frees up more time and resources to make this shift possible. The new HRM focuses more on employees, as these individuals largely determine the success of your organization. It is the role of HRM to ensure that employees are satisfied, productive, and feel a strong connection to the organization. Loyal employees who are happy in their roles are more productive than employees who are unhappy and feel a disconnect between themselves and their employer. To successfully take on this task, however, HRM will also need to work on its own image within your company.

Eliminating Unnecessary Tasks

Over the years, many HR departments have taken on tasks that actually belong to someone else-in most cases, the immediate supervisor. Often, the cause lies with the manager, who has no affinity for certain aspects of their responsibilities, such as managing conflicts or absenteeism. In some cases, HR has actively taken on certain tasks to increase or emphasize its value within the organization. It is advisable for HRM to set clear boundaries within its scope of responsibilities. The most important tasks should be strategic workforce planning, sustainable employability, and talent management.

Strategic Workforce Planning

One of the most important tasks of HRM in the future is conducting strategic workforce planning. After all, it is not just a matter of ensuring that the current workforce is appropriate in terms of both quality and quantity; rather, it is HRM’s task to anticipate future changes. By keeping an eye on the organization’s business plan and recent developments, this department ensures proper and appropriate staffing. In this way, HRM actively contributes to the effectiveness-and thus the success-of your organization.

Sustainable Employability

Sustainable employability focuses primarily on aligning with the wishes and expectations of employees, enabling them to continue working for your organization longer and with enthusiasm. It is important to identify the wishes and expectations of employees. Assessing these wishes and expectations has been a positive trend in recent years, but many HR managers lack the time or resources to actually translate the findings into concrete changes. However, by adjusting employment conditions, tailoring job responsibilities, or offering training, satisfaction increases and fewer employees leave prematurely.

Talent Management

In line with sustainable employability, talent management should be one of the core tasks of HRM. The goal of having employees who feel happy within the organization and experience a certain degree of loyalty begins with making a good match when hiring new employees. It is therefore essential to first conduct a thorough analysis of the ideal candidate for an open position. Placing the right person in the right role increases satisfaction and productivity. The greatest successes are achieved when HRM attracts employees with specific talents that are valuable to your organization. In addition, HRM must remain attentive to the talents of current staff and capitalize on them as much as possible.

Building the Image

Focusing on aspects of HRM beyond mere administrative tasks will radically transform the role of HR within an organization. To be successful, however, management will also need to work on its own image. Among employees, HRM often has a reputation for acting solely in the organization’s best interests. As a result, employees have the impression that management acts primarily in the organization’s best interest. It is therefore important that HRM understands what is happening on the shop floor and operates at the same level. Management does not stand above the staff but strives to work with them to achieve good business results.

Collaboration with Other Departments

HRM can only be a good strategic partner within an organization when it collaborates with other departments. It must not only be aware of what is happening on the work floor but must also understand all aspects of the business. By collaborating with other departments, key tasks can be carried out in a way that effectively builds toward a workforce that is appropriate in terms of both quality and quantity. Only then will HRM remain a key partner on the path to success and continue to add value to your organization in the future.