Human resources – the department that frequently gets a bad rap as being aloof, out of touch and overly serious by those in other departments; (or as I said in a previous column – where fun goes to die.)
But what if we look at the myriad issues and challenges facing the folks whose job it is to try and keep good people from leaving their firm – while adding new ones to the mix – hopefully harmoniously? Perhaps we’ll all have a better understanding, and maybe even a little empathy, for their hard work…
Retention – When people think of human resources, their thoughts usually refer to the group as the ones who hire people; when in actuality the majority of HR resources revolve around retaining existing talent – making retention their number one challenge according to staffing and recruiting firm Robert Half, “Employee retention should be at the forefront of every company’s radar. Employees want to know they are being treated fairly, receiving the highest compensation possible and being appreciated by their employers.”
Recruiting – The second challenge is, of course, finding, vetting, interviewing and recruiting new hires to fulfill company needs. Recruiting talent is an ongoing task in most firms; either to replace those lost through retirement or other departure, or to fill new openings in a growing organization. Efficient and effective management of this process – whether handled internally, with the assistance of third-party recruiter(s), or a combination of the two – is essential for productive recruiting and company growth.
Skills Gap – A subset of the recruiting challenge is the ‘skills gap,’ finding and attracting qualified candidates, that continues to thwart HR efforts. According to a Forbes.com article titled, ‘The Top Workplace Trends for 2015’ the skills gap is actually widening rather than closing. Author Dan Schwabel says, “The Bureau of Labor Statistics shows that there were 4.7 million job openings in June and more than half of employers say that they can’t find qualified candidates. This issue will progress until the college curriculum aligns with the current job marketplace.”
Discrimination, Diversity & Discipline – Okay, these are three things – but they are all inter-related – at least at times. Companies committed to a diverse workforce and that become openly less tolerant to discrimination; may experience an uptick in discipline issues, at least in the short term, as the workforce stabilizes and new policies become effective. Firms openly adopting diversity initiatives, especially those with clients in the public sector, will have to demonstrate their commitment at times with hard facts and demographics. And, it is important for HR and managers to clearly and comprehensively record any incidents of workplace discrimination.
Strategic Role/Responsibilities – Human resources has evolved over the past few decades from an administrative forms-based role, into one of strategic importance for the company. HR must be cognizant of how the effects of their function and responsibilities play into the overall role of their company’s operations, strategy and growth plans. The group must look closely at productivity of the workforce as well to ensure the smooth operation of the organization.
Today’s human resources departments need to wear more hats than ever – playing a multitude of both tactical and strategic roles every day. Balancing the needs of the company and the needs of the people employed can be daunting at times – but when well orchestrated – the results are like music to the ears.