Why Human Resources Important
Why Human Resources Is Important
HR is typically thought of as a cost center that does not contribute to the bottom line even though they are responsible for hiring and protecting your company’s most important asset-people. Without strong, satisfied and motivated people in place your business will not grow to its potential. The Management Team often view HR as a team of paper pushers who take care of benefits and policies, or are a necessary evil-here to protect the company and limit issues like harassment, lawsuits and push compliance in terms of treatment and policies. The most significant reason this reality exists is because overall industry continues to see HR as a compliance issue. It is a discipline that “asks” to be at the table rather demanding it. It is a discipline that should not spend the time with benefits, payroll and benefits but rather with strategic opportunities.
Human Resources has grown as an industry to include experts in the field of Organizational Development, Change Management, Continuous Process Improvement, as well as those who gain impressive training and enjoy significant tenure in Benefits Administration, Recruiting, Policy Analysis, and Training. Yet more often than not we look for managers with degrees in business administration or MBA’s with a sub specialty in HR or promote people with no experience or background in management at all. The subtle thinking here is that HR continues to be a small subset of core competencies needed to run a company. Our business and the people who drive them are too complex to continue to rely on managers who have simply been promoted within non-management disciplines with employee management tacked on. As industry, all industries, continue to compete for talent, the skills HR professionals bring to the table will represent strategic core competencies, historically known as skills. We have evolved and the language associated with our skills has evolved along with us.
HR is the partner in your
HR is typically thought of as a cost center that does not contribute to the bottom line even though they are responsible for hiring and protecting your company’s most important asset-people. Without strong, satisfied and motivated people in place your business will not grow to its potential. The Management Team often view HR as a team of paper pushers who take care of benefits and policies, or are a necessary evil-here to protect the company and limit issues like harassment, lawsuits and push compliance in terms of treatment and policies. The most significant reason this reality exists is because overall industry continues to see HR as a compliance issue. It is a discipline that “asks” to be at the table rather demanding it. It is a discipline that should not spend the time with benefits, payroll and benefits but rather with strategic opportunities.
Human Resources has grown as an industry to include experts in the field of Organizational Development, Change Management, Continuous Process Improvement, as well as those who gain impressive training and enjoy significant tenure in Benefits Administration, Recruiting, Policy Analysis, and Training. Yet more often than not we look for managers with degrees in business administration or MBA’s with a sub specialty in HR or promote people with no experience or background in management at all. The subtle thinking here is that HR continues to be a small subset of core competencies needed to run a company. Our business and the people who drive them are too complex to continue to rely on managers who have simply been promoted within non-management disciplines with employee management tacked on. As industry, all industries, continue to compete for talent, the skills HR professionals bring to the table will represent strategic core competencies, historically known as skills. We have evolved and the language associated with our skills has evolved along with us.
HR is the partner in your