Employees are the backbone of the organization.
Without them, the organization would fall.
If all employees are not aligned with the vision, mission, and goals of the organization, which is what the organization was built upon, the foundation becomes weak.
When employees are being poorly managed, the structure begins to wobble.
But, just whose responsibility is it to ensure the organization does not collapse? Although responsibility is a collaboration of all efforts, the main responsibility lies in the Human Resources (HR) function of the organization.
Think of HR as being the permanent glue that holds the entire organization together.
However, all too often, HR does not completely understand its role and responsibilities other than recruitment and retention, benefits and compensation, and regular sexual harassment training.
Therefore, what is supposed to be permanent glue holding the organization together becomes watered down paste that eventually begins to unstick.
As the role of HR has evolved, the function of HR has become more than administrative.
HR is now thought of as strategic business partners to help carry out the business plan and objectives of the organization.
In addition to administrative knowledge and HR practices, HR must also have knowledge of the business.
Some of the new strategic functions of HR are as follows:
They should think of employees as being the backbone of the organization that holds it up and HR as being the super glue of the organization that holds it together.
Without them, the organization would fall.
If all employees are not aligned with the vision, mission, and goals of the organization, which is what the organization was built upon, the foundation becomes weak.
When employees are being poorly managed, the structure begins to wobble.
But, just whose responsibility is it to ensure the organization does not collapse? Although responsibility is a collaboration of all efforts, the main responsibility lies in the Human Resources (HR) function of the organization.
Think of HR as being the permanent glue that holds the entire organization together.
However, all too often, HR does not completely understand its role and responsibilities other than recruitment and retention, benefits and compensation, and regular sexual harassment training.
Therefore, what is supposed to be permanent glue holding the organization together becomes watered down paste that eventually begins to unstick.
As the role of HR has evolved, the function of HR has become more than administrative.
HR is now thought of as strategic business partners to help carry out the business plan and objectives of the organization.
In addition to administrative knowledge and HR practices, HR must also have knowledge of the business.
Some of the new strategic functions of HR are as follows:
- Works collaboratively with executive management to assist in carrying out business strategies
- Helps to ensure all employees are aligned with the vision, mission, goals, policies and procedures of the organization
- Helps to transform the organizational culture into one that values integrity, ethics, employees, diversity, learning, respect, technology, and the environment
- Provides continuous training and development opportunities to both management and staff to ensure they are meeting their full potential and are prepared for future roles in the organization.
Continuous training and develop will also help with succession planning, another function of HR.
They should think of employees as being the backbone of the organization that holds it up and HR as being the super glue of the organization that holds it together.