4 traps that will doom the Human Resources department

The Human Resources department at a company, no matter the size, is arguably the most important one when it comes to employee performance and commitment.  It is in charge of the most important aspects of the company that don’t include payroll.  Human Resources is responsible for bringing the right people into the company.  They are in charge of a company’s safety standards.  It’s up to them to make sure employees get along at all levels and that there is good report between a company and its union or unions.  And it’s on them to train and develop the staff to guarantee the company is up to date with recent regulations or operating technologies and methods.  To make the company run smoothly, the Human Resources Department must make sure not to fall into some traps that could doom the company in the worst case scenario or disrupt the company environment in a less tragic one.

1 .  Staying in the past

Times are changing in the business world.  New technologies and methods are leading the way.  While some of them may only be a fad or the latest hit, a company cannot afford to assume this.  It must always be aware of what the competition or the influencers are suggesting.  One of the biggest mistakes they can make is not gather consumer information and analyzing it to see where the future of the business is.  A company cannot be set in its ways.  Instead, it should always look to be pioneer in the market or at least at the forefront of what’s going on.

Analytics and business intelligence tools are the way to achieve this in 2016.  There is so much data for a company to gather and analyze to come up with a strategy for the future that it can get pretty hectic.  That’s where analytics software becomes a huge ally.  It will allow a company to get a detailed picture of what’s going on and make decisions based on the company’s abilities and strengths.  Additionally, the analysis will surely show a company where they need to invest a little more in if it wants to be competitive.

2.  Not assessing the workforce and failing to make decisions

A company can analyze all the numbers it wants and it can come up with a sure fire strategy to be successful in the future.  Having the wrong people to lead the strategy will come back to bite the company in the rear.  The HR department has to make sure it is constantly evaluating employee qualifications, skills, and talents.

An organization that has a pool of talented collaborators can only run smoothly if said people are in the right spot.  Human Resources must put into place an assessment strategy that will allow the company to see who is appropriately qualified, who is over qualified, and who is rightly qualified.  This will help a company determine who has potential and who needs to get a little training.  Then it needs look at the information and see whether more people are needed because too many employees are really doing more than one job.

human resources

Image courtesy of Bureau of IIP at Flickr.com

3.  Not developing employees to their fullest potential

Employees often claim that companies don’t care about them enough to help them climb the corporate ladder.  Sometimes it’s true but mostly it’s not.  All companies would benefit from its internal staff rising within the company instead of looking elsewhere. Let’s face it, whether an employee leaves or a company hires someone from the outside, company culture will take a hit no matter what.  Organizations need to detect who their strongest employees are and give them every opportunity to grow.

One of the best ways to do this is through training and development programs.  It shows the staff that the company cares about its own people and that it wants to help them grow inside it.

4.  Ignoring regulations.

No matter how small or big a company is or whether it has just come into the market or been in it for the last 20 years, regulations must be followed.  More often than not it’s human error or not knowing about certain laws that are there to protect the employees and guarantee they work under fair conditions.  Concentrating on the bottom line and making as much of a profit as possible is crucial to a company’s growth.  However, this does not give them cart blanche to do as it pleases when it comes to the rules.  That’s where one of the biggest responsibilities of the Human Resources department lies.  It must be sure that the people in charge are running an ethical company that follows all the regulations established and enforced.

Conclusion

A company won’t be successful unless the Human Resources department is functioning to the top of its abilities.  Doing that requires not falling into the four traps we have just mentioned.

 

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