Strengthening HR’s Presence In Your Company
In the best-case scenarios, HR departments are run by ethical professionals who ensure firms are led by principles rather than profit alone. They should also be neutral during any disputes between employer and employee, resolving conflict through objective data on the matter alone.
Unfortunately, HR has long been underutilised. Some business bosses even elect to forego these departments entirely, believing their business fares better without them. It can be a crippling mistake to underestimate what these professionals bring to a firm, from protecting workers’ rights to ensuring compliance procedures are met.
It would help if you endeavoured to have a strong HR presence in your company. Keep reading for some tips on how to ensure that happens.
Approach an HR Consultancy Service
There are firms out there that have entirely dedicated themselves to HR. Moreover, they’re keen to impart their wisdom to firms like yours.
The HR consultancy service from Citation is available 24/7 if you have any questions about your strategies and options. They can help you create crucial documentation, such as staff handbooks, and can help defend you against employment tribunals in certain situations. Moreover, by working with them, you gain access to their cloud-based software, allowing you to better manage employee admin, store data, and track training courses.
As you can see, partnering with specialist consultants can equip you with more than just advice. They can handle much of the day-to-day HR admin. Their guidance and resources are a jumping-off point toward a stronger HR presence in your firm, making it an integral and reliable resource that looks after your workers and monitors their well-being and development. Results are fast, too, so you can eliminate years of internal trial and error
Change the Work Culture
It can be hard to make the most of HR departments when your workers simply aren’t on board. Some may not fully understand their value, while others may be meanspirited and offensive toward passionate professionals in the area that are keen to make a positive difference.
Everyone in your firm needs to want a stronger HR presence in the business. Therefore, before making any concrete plans in terms of logistics, you should discuss the matter with employees. Do they have any reservations? What have they heard elsewhere? Only then can you dismantle the stereotypes surrounding HR.
If you don’t work with a consultancy service and create your department, ensure those you hire are enthusiastic and positive individuals rather than the ‘killjoy’ type characters they’re often presumed to be. Encourage them to have an approachable demeanour and an open-door policy. Create a supportive, kind, and open team atmosphere in the company, and attitudes should soon change.
Monitor Progress
If you haven’t partnered with specialist consultants, performance metrics in your HR department should be regularly reviewed internally. What is the time-to-hire data looking like, along with associated recruitment costs? Is the department using the most effective recruitment channels? Are absences as tightly monitored as they should be?
