[Guest Post] What Key Factors Make Up A Great HR Function?

The most complex – and arguably the most important – way in which companies can realize success is through its human capital. It’s one of the most valuable components of a company because the competition can’t replicate it. More and more, companies are offering comparable products and services every day – what differentiates them are their people. Regarding human resources, this question arises:

What are the main tasks of a human resources function, and what is it responsible for regarding company employees?

According to the Oxford Dictionaries, a manager is “a person responsible for controlling or administering an organization or group of staff.” Therefore, the manager must effectively and efficiently manage all company resources to achieve the firm’s goal. Human resource management, on the other hand, requires more specific experience and knowledge. The main task of human resources managers is to employ quality employees and motivate and incentivize them to upgrade their knowledge. Often, managers are expected to know how to manage, by default. However, they need constant upgrading and motivation too. Every day we see valuable and intelligent workers with excellent knowledge in their field who are dissatisfied or unfulfilled by their work. HR professionals can help by building trust and quality relationships with all employees.

Knowledge And Expertise

One of the main tasks of an HR manager is the selection of candidates for a particular role. When selecting the appropriate candidate, the HR manager must see whether the candidate’s qualifications meet the requirements needed for the role. In the hiring process, some firms leverage psychological tests to determine the personal and moral values of candidates, their ability to work under pressure and their level of intelligence.

Within the expertise of HR managers is monitoring the performance of employees. Performance management involves determining the terms of the employment contract, performance criteria and goals that need to be achieved. Giving feedback and evaluation alongside other managers, are also part of monitoring the performance of employees. And, of course, working with hiring managers to determine their salary – which can be a huge motivation for some employees and one of the most effective methods to influence their behavior.

Effective Communication

Formal communication is crucial for sharing information. For this communication style to be effective, the information must have a free flow to all the organization’s branches. In a modern environment, managers need to be effective communicators. For the information to be successfully transmitted, communication must not be one-way; it must be transferred to both the lowest and the uppermost layers of the organization. Secondly, there must be a horizontal flow of information among employees for companies to achieve the best possible results.

To have good formal communication, HR managers should be aware of employees’ communication requirements. Namely, some people need to hear the information, others need to read it, and others need to experience it to comprehend it. Quality communication will increase the productivity of employees and the firm while creating a positive atmosphere and a pleasant work environment.

Time Management And Self-Discipline

A manager must think clearly and work for the right reasons. Self-discipline is the key to this type of behavior. It is born as a result of the habit of doing your work correctly. Self-discipline means you do what needs to be done regardless of subjective feelings. Among HR managers, it implies an awareness of one’s skills. This includes the ability to clearly describe the workplace, relax the interviewer and actively listen to everything that is said, as well as ask questions, give feedback and stay in the frames of the planned conversation.

Time management, on the other hand, represents specific capital that requires rationality and special management skills. Time is a factor and a measure of the productivity of the employees. Time management involves creating a plan and making a priority list for performing tasks that can lead to less stressful situations. With adequate time management, the HR manager has greater control over effective task completion and can strengthen the sense of self-control.

Trustworthiness

Confidentiality is the main factor in interpersonal relationships. It’s no wonder that the same thing plays a significant role in the relationships within an organization. The characteristic of open-source communication defines trustworthy HR functions. The ability of employees to speak freely and openly about their attitudes creates a safe environment in which challenges can be discussed. HR managers who respect confidentiality create an opportunity for the free flow of information that likely works to improve the productivity and motivations of employees and increases trust and loyalty in the organization.

Attractive, Fixed Salary

Тhe system of rewards includes two parts: material and non-material. The material part consists of a fixed salary as well as any potential employee bonuses. Bonuses as a reward depend solely on the personal achievements of employees that HR managers follow on the basis of the employees’ work performance. Salary is the value of the labor of the individual. Although high wages do not always represent a significant motive, some studies suggest that money affects employee productivity. A 2012 study indicated that employees who felt unfairly paid also experienced a reduction in motivation and were considering a job change as a result. The non-material part includes benefits such as flex-time schedules, gym membership discounts, paid parking or transit pass, educational and training opportunities, work opportunities in multiple locations, company parties, trips or team-building events, etc.

Good Relationships With Colleagues

Interpersonal relations are essential for every part of our lives, especially within organizations. Good collegial relationships can be achieved with a few simple tips:

• Remember coworkers’ names – through personal addressing and individualize messages
• Be caring and responsible
• Commend the work of employees
• Follow and evaluate employees’ work to increase the motivation and productivity of people in the workplace

It’s important to show gratitude as well as offer help when possible. An excellent HR function is aware of the support it can offer to its people and exercises this ability whenever possible.