It wouldn’t be wrong to say that human resources is one area of an organization that has undergone major changes in the recent past. The past witnessed companies employing a separate division or department looking after labor or industrial relations and ensuring hassle free functioning of the organization. One of its major responsibilities in the way of ensuring smooth running of the organization included dissuading employees from resorting to strikes or any other form of labor activism against the interests of the organization. They also handled appraisal issues and government mandate compliances. With the due passage of time it was realized that employees were more valuable resources than machinery and with this came the realization that it was more important to “manage” employees rather than “wielding control” over them. The human resources manager assumed a role of paramount importance within the organization, with duties which include:
- Searching for and recruiting employees- physically, emotionally and qualitatively able to represent the organization
- Training them to bolster work performance
- Keeping them motivated to stay on track of their goals as professionals of the particular organizations
- Evaluating and Dealing with Problem Areas
One of the crucial responsibilities of HR departments, remains identifying the most common areas of corporate problems and combating them with efficiency.
One of the major concerns faced by emerging or established organizations is the quickly degenerating corporate climate. Employee insecurities, miscommunication, overpowering management bodies can all result in the development of an overall unsavory corporate ambience. Without the lack of proper monitoring, these can become regularity in organizations. The HR can play a huge role in sorting out most of these issues thereby ensuring an overall positive ambience within the organization. The issues of employee insecurities can be duly warded off by holding bi weekly or monthly sessions where they are encouraged to open up about their complaints (both against the management or each other). The HR, however, has little control over how the management works. He can, at least, convey the collective displeasure of employees (with regard to management discourses), to the authorities— when the need arises. It’s also his duty to ensure that the positive climate translates in to better employee morals and performance.
Now, talking about employee performance— only an overall conducive ambience cannot really lead to better results. The organization needs to ensure that employee output is tracked on regular basis in order to judge whether at all it complies with company aspirations and goals or not. Employee monitoring software tools like WorkTime.com and SpectorSoft can turn out to be immensely helpful as they can be explored for tracking down overall performance situation, weaknesses such as internet overuse by employees, insufficient attendance etc.
Tools and Equipments
The dearth of proper of tools and machinery can seriously impact employee productivity. The human resources manager, in a bid, to allay such concerns can visit other companies and find out about the extent of the employee support that exists there. He should make sure that the available equipments are in proper working condition and for that they need to be assessed and updated on a regular basis. The safety conditions should also be duly looked after as well.