What is the role of human resources? In other words, Human Resource (HR) departments, professionals, consultants, and advisors may be a big mystery. So, in this blog post we will improve your understanding of HR. In addition, we might dispel some misconceptions.
The human resource department or advisor(s) have three main roles in an organization that encompass all HR functions. First, the role of human resources is to advise and give leadership training to owners, managers, and supervisors. Second, is to support and give soft skills training to employees. Third, is to give feedback and help with strategic development of the organization.
What Do HR Consultants Do?
Naturally, human resource functions are what HR Consultants do. However, these can be varied. Therefore, it’s sometimes easier to examine this from external and internal points of view.
The Role of External HR Consultants
An external HR Consultant will normally be called in to do high level work. Primarily, to help the owner or manager of an organization. So, they’re a brain storming resource to help develop strategy, tactics, policy, and training.
Naturally, smaller organizations that can’t afford a full time HR department can use HR Consultants. Similarly, large organizations going through changes or reorganizations may call in more help.
The Role of Internal or Corporate HR Advisors
Internal HR Advisors do the daily or operational tasks of the organization or corporation. For instance, the tasks could be related to recruitment, performance , policy, benefits, training, data tracking, and advising.
Much of this is administrative related work. However, with a high level of internal customer service interactions with managers, supervisors, and employees. In addition, recruitment work has a high level of external interactions.
What HR Consultants Do Not Do?
The major misconception is that HR Consultants and Advisors are supervisors or leaders of organizations. HR only supervises and leads their own HR department. HR is not the “watch dog” of the organization looking for wrong doers. This gives HR a bad wrap because HR’s primary goal is to help an organization with advising and training.
Human Resources Advises Leaders
HR advises supervisors and managers to be better leaders. Therefore, discipline, performance, and terminations should not be turned over to the HR department. HR does not see how the employees work each day. To that end, supervisors and managers do these leader work tasks but ask HR for help if needed.
Human Resources Track and Analyze
Completed leader work done by the supervisors and managers, is given to HR. Then, HR tracks and saves that information and data; updating any HRIS. Ultimately, HR analyzes this information and data regularly. Most importantly, this data will be used to make strategic and tactical recommendations to management or train employees.
Differences with the Role of Human Resources
Depending on where the HR is practiced there may be some differences, naturally. So, small organizations and large organizations have different needs. For instance, the larger the organization is the more specialized and narrow will an HR advisor’s role be. In addition, there are even differences in legislation from province to province and country to country.
Diagram of the Role of Human Resources
Moving on, here is a diagram or infographic of the role of HR in an organization. In addition, below it we have explained more about the flow and paths for your understanding.
The Path of Learning
The Path of Learning is how an organization keeps all employees and management up to date. Therefore, these could be current industry skills and previous corporate interactions, pivots, and paradigm shifts. Above all, this is the start of the role of human resources in an organization.
Advising for Owners and Managers
The HR department will be the advisors of the owners and managers. Owners and managers are experts in the business of the organization. Although, they may not be experts in people, corporate culture, work environment, and the laws of the land. This advice is confidential. So, supervisors should be given it before action is taken. Unfortunately, advice is often sought when issues become crisis.
Therefore, HR departments are considered separate from the rest of the employees.
Leadership Training for Owners and Managers
Leadership is a different skill set from doing everyday tasks and supervising employees. For instance, leaders work to model the way, inspire a shared vision, challenge the process, enable others to act, and encourage the heart. To learn more we encourage you to read “The Leadership Challenge” by James M. Kouzes and Barry Z. Posner.
Support for Employees
HR departments have a unique dual role. In other words, they must support both management and employees with privacy and respect. Employees have issues that only HR can help them with. For Instance, when it relates to a supervisor or manager. However, there is still a stigma that HR only works for management. In conclusion, organizations are just starting to realize the advantage of this dual role.
Soft Skill Training for Employees
The HR department creates, conducts, or outsources training courses for employees. HR training should centre on soft skills like leadership, sales, networking, customer services, and conflict management. To this end, HR training should be geared to the advancement of employee’s careers.
Leadership for Employees
The true leaders of an organization should be the owners, managers, and supervisors. Therefore, leadership skills learned from HR should be implement and passed down to employees. For instance, a good manager has good leadership skills. Employees should be excited to get constructive criticism from a leader. Similarly, employees should be willing to work hard for a leader.
Hard Skills Training for Employees
Due to every day roles you need hard skills. So, a cashier needs to learn how to use the cash register. Similarly, the accountant needs to learn how to use the accounting software. In addition, an administrative assistant needs to know how to use the phone system, photo copier, and word-pressing program. Your supervisor or manager should initially teach you all these skills.
Path of Feedback
Have you ever been in a meeting when the boss asks for feedback? Then no one speaks? This is bad and means there are all kinds of issues with the organizations work environment and culture.
Feedback from Human Resources
As stated above, HR has a unique dual role of helping management and employees. This allows for the ability to understand both sides of an issue. Therefore, HR may give feedback that can be a compromise or synergy of both sides.
Feedback from Employees
The employees are normally the largest group in an organization. In other words, don’t let all that brain power go to waste. So, use those brains to discover creative ideas and development them.
Employees are also the experts in the day to day tasks and operations. Naturally, they may have simple insights that may lead to savings. After that, they may even revolutionize the organization.
Feedback from Owners and Managers
Owners and managers have insight into the bigger picture and goals of the organization. Therefore, sharing these pictures and goals with employees will help keep brainstorming on track or allow them to evolve as needed.
Path of Growth
Above all, an organization should be collecting feedback and brainstorming as a team. So, this will help to define future needs, goals, and opportunities. After that, make sure these are actioned and pushed out to the team. Moreover, this is how an organization experiments and grows beyond the current standards. Most importantly, this allows an organization to stay viable in the future.
Improve Advising & Leadership Training for Owners and Managers
HR needs to know the direction and goals of the organization. In addition, they need to know how employees react. After that, HR can develop the proper help for owners and managers.
As society changes human interactions are also changing. However, these changes are also being better understood. So, todays leaders need to always be growing. For instance, HR can help with developing the proper training today.
Improve Support & Soft Skills Training for Employees
Properly addressing employee work issues is vital for creating trust and loyalty. Therefore, HR can be a big part of this process. As a result, employees need to learn to trust HR. Similarly, employees need to see that things can change and improve. Above all, HR needs to find out what skills employees really need to advance their careers.
Improve Leadership & Hard Skills Training for Employees
Leaders are the driving force for any organization. They know the roles and they have learned to manage people. Therefore, your best accountant may not be your best manager. For instance, they may not have people or management skills. Above all, find your futures leaders and teach them!
Conclusion to The Role of Human Resources
This whole process of the role of human resources can be summed up in four steps. Although, we like the fancy diagram above better!
Four Steps of the Role of Human Resources Process
- Work, train, and lead by current standards
- Give and get feedback from all levels
- Brainstorm and develop new standards as a team
- Work, train, and lead by the new standards…then repeat!
The Role of Human Resources is Vital
In other words, this may be a slow process. Similarly, your organization may only be working on one area at a time. Above all, it’s important to always be trying to improve the organization. In conclusion, change and experimentation allows an organization to adapt to the future market, industry, or society.
Need More Help with the Role of Human Resources?
Remember you’re not alone; get HR help!