Maximizing Support from your Human Resource Department

I was a 3rd form student at Tucville Secondary School when Ms. Mc Curdy (God rest her soul), my then Office Procedures teacher, introduced the topic ‘The Human Resource Department’ to me and my classmates. She was preparing us for the Caribbean Secondary Examination Council examinations to be taken in the 5th form. Having selected the business stream, I needed passes in all my business subjects to prove my competency to either work in an office atmosphere or continue studying business. In my teenage – cocky fashion, I did my best to cram the definition of the HR team. I recited “The Human Resources Department is responsible for recruiting, screening, interviewing and placing workers. They may also handle employee relations, payroll, benefits, and training. Human resources managers plan, direct and coordinate the administrative functions of an organization. They consult with executives on strategic planning and link a company's management with its employees.” to myself so many times, that I had eventually made it into my little rap song. When it was finally time for the CSEC Office Procedure exam, the topic of the HR team never did come up, but I had recited it so many times that I never forgot it! In December 2004, when I got my first office job, I was excited to see the Human Resource Department functions come alive and Demerara Mutual Life Assurance Society did not disappoint me one bit. Sixteen years later, after leading in several capacities, I still do my little rap song when I think about how I can leverage the HR team for success in any new initiative. 

The above said each company has its own unique culture (See my article about Workplace Culture https://www.dhirubhai.net/pulse/building-sustaining-strong-healthy-workplace-cultures-roberts) that encompasses the values, visions, ideals and working knowledge of a group who works together. Despite varying work cultures, a good Human Resource team should develop and manage their company’s culture. As a leader, if you understand the purpose of the HR team and know how to leverage/or involve your HR Officer in plans the results can be very favorable. As an Operations leader, I got my HR team involved in daily huddles, team building activities, Gemba walks, KPI improvement and sustenance plans and recruitment strategies. Keeping the department in the loop, kept them abreast of what support I needed and brought to light any developmental opportunities for myself and my team. My bi-weekly meetings with my HR Manager were very easy because of this we were able to use our time to constructively explore new ways to develop people, opposed to spending time bringing each other up to speed on activities in HR and Ops. 

With Guyana’s discovery of oil and the promise of the booming industry in this sector, companies will want to ensure they are doing the most to recruit and retain good employees. According to Glassdoor Jobs, the number of years the average professional stays with an employer is just over 3 years. Despite that number remaining fairly steady over the past decade, many organizations are feeling the pinch of a tight labor market and watching some tenured employees being lured away by seemingly better opportunities. Having a robust HR team with attention to recruitment and retention strategies requires having an attentive HR department. Whether you have an HR department of one, a staff of many, or even if someone has simply taken on the HR responsibilities in addition to a different full-time role, here are some tips I’ve researched that you can use to ensure you are maximizing the support from your HR team:

Communicate and Foster a Strong Culture 

You don’t have to necessarily offer the highest pay to retain loyal, productive employees. Some experts argue that job seekers care more about the culture and working environment they’ll be a part of every day than they do about the details written on a job offer. When recruiting, it’s crucial to communicate the values, beliefs, behaviors, and experiences that define your organization. Even more important is that those characteristics are authentically lived out among every employee — it’s one thing to talk about good culture and another to have one. Leveraging your HR team to be the expert in creating the right work atmosphere and promoting what HR represents in a good light will empower the team to do more. Creating an engaging culture won’t happen overnight, but with HR's involvement in on-boarding New Hires, they get to be the 'Gate Keepers of Culture'. As a leader, meet with your HR leader at least twice a month to get unbiased feedback on what needs improvement, based on employees feedback.

Review Compensation and Benefits 

Work through your HR team to benchmark with other companies in your region and industry. This may not always be an easy task, but keeping a pulse on the salaries and perks that your competitors offer is a strategic and crucial part of attracting recruits and keeping your existing employees happy. Benefits packages, often a major influence in a person’s decision to accept a position, also need to be reviewed. Your HR team can ensure the company is offering good health insurance and retirement package, where ever applicable and the team can help look for ways to get creative that can set you apart from others in your industry. 

Develop Talent from Within 

Companies that struggle to find skilled labor often overlook the potential within their own walls. Developing talent from within can help fill difficult positions and increase retention efforts. Target employees who have leadership potential and give them a vision for how they can contribute to the company and boost their personal career goals. Your HR team can help monitor your employees' tenure, skill set, interests and professional ambitions. This information can be shared with you to determine what leadership development initiatives ae the right fit for employees. You can provide mentors, career coaches, and training opportunities to learn new skills. In your recruitment strategy, this information can be shared with candidates which can be a key aspect when considering a new career with your company. 

Implement Wellness Initiatives 

Your HR team can help with promoting wellness among your employees for their personal health, as it plays a critical role in the financial health of your organization. Healthcare costs continue to rise, and implementing a holistic wellness program is a strategic approach to prevent employee escalations. Promoting wellness initiatives to potential recruits communicates once again that you care about their well-being in addition to their professional performance, and it can be a deciding factor for those weighing their options between you and another employer. 

Ensure Compliance 

Compliance with the multiple regulations for employers can feel like a full-time job itself. Potential changes to the NIS and GRA payments, determining the exemption status of employees, knowing the rules for workers’ compensation and more can overwhelm even seasoned HR professionals. While compliance may seem like a back-office function at first glance, it plays a major role in recruiting and retaining employees. Your HR team can take control of maintaining accurate and secure employee records, handle complaints and harassment claims properly, and follow best practices for maintaining an employee workbook. When employees and recruits see a commitment to compliance, they feel more confident knowing they will be treated fairly and that any concerns will be taken seriously.

Embrace Technology and Analytics 

Enable your HR team to assess and manage a wide range of experiences for your team by leveraging a Human Capital Management (HCM) system. Many HR departments use software to manage payroll, but those platforms are often inadequate for managing tax forms, employee records, and other information. A robust HCM automates many functions and integrates with payroll. It also provides a secure portal where employees can manage time-off requests and other criteria, and have visibility into their personal information. 

Understand Your Organization’s Strategic Goals 

Today’s HR professionals are responsible for more than employees; they also need to understand and help drive the strategic direction and economic environment of an organization. By becoming more financially fluent and knowing what makes your organization successful, your HR department can anticipate necessary workforce changes that may be required and implement an action plan to meet your company’s needs. 

Remember, every department’s goal should ultimately be to help grow the business and people. Knowing how to get the most support form varying teams could be the edge you are seeing for sustained performance. It will now take me a while before I stop rapping - “The Human Resources Department is responsible for recruiting, screening, interviewing and placing workers. They may also handle employee relations, payroll, benefits, and training. Human resources managers plan, direct and coordinate the administrative functions of an organization. They consult with executives on strategic planning, and link a company's management with its employees.” Maybe I can replace it with ‘Baby Shark’ ??