A key component of staff career development programs are employee objectives. Managers and employees can work together to create developmental plans during the annual review based on performance goals and then monitor employee progress throughout the year. For example, an employee would receive additional job responsibilities as part of her objective to move into a […]
In essence, the difference between operational and strategic human resources is outlook. Operational HR focuses on immediate and short-term needs, while strategic HR centers on integration over the long term. Described as separate entities, operational and strategic HR can be quite intertwined. Consider operations as tactical, or the way human resources work proceeds within the […]
Effective human resources leaders balance dual advocacy for the organization and for its employees; however, many employees believe that HR favors management because it’s a member of the leadership team. It’s unfortunate, but in many cases, HR does favor management because the HR leader may feel beholden to prioritize management’s interests instead of the interests […]
Human resources departments interact with department managers in numerous ways. The particular function an HR manager or specialist plays is sometimes contingent upon the department manager’s title. A department manager in accounting, for example, may need more numerical statistics from HR than a customer service manager. Whatever the case, the relationship between HR and various […]
One reason companies don’t invest in creating a dedicated HR department is because they fear too many challenges will render the effort useless and create more problems than it’s worth to have HR professionals on staff. Once identified, HR operational challenges can be minimized and even eliminated. Overcoming HR operational challenges involves looking at all […]
To help ensure success of organizational goals, human resources departments must be business partners at a strategic level. In some cases, company managers may consider HR professionals as a roadblock to get around and not respected as informed decision makers. Therefore, it is increasingly important that HR professionals recognize some of the factors that affect […]
Many large, middle-sized and even small business organizations have a human resources department. The functional roles of an HR department remain the same regardless of the size of your business. As the name indicates, the department exists to manage and assist the human element of the company. Since human capital is the most important asset […]
A regular human resources audit can improve the services your HR department renders to both employees and applicants. It can also determine whether your organization is in compliance with labor and employment laws. Auditing all of your HR practices and functions can take time and resources. Small businesses without enough staff to devote their full-time […]
Human resources professionals have many roles within an organization. They are responsible for formulating strategies that focus on recruiting and retaining top employees as well as overseeing projects that promote company-wide productivity. Most human resources departments control the overall operations of a business, making the department a key component of a company’s success in achieving […]
Companies conduct HR audits for several reasons. Two main focuses of an audit are legal compliance and best practices. HR departments may take this time to recognize weaknesses and strengths in their processes and make necessary changes. One way to ensure that all important areas are included is to develop an HR checklist. Use of […]
