How executives view HR’s role within the company can have a huge impact on how effective HR managers are at their job, as well as the resources made available to them. Most companies make the mistake of not truly understanding the significance an HR department has to the company and will overlook those within that department as well as the department’s needs.
Those companies that know the value of their HR department know that some of their duties include, but are not limited to:
- Job training
- Instituting programs for retention and growth of employees
- Establishing tools and guidance for management reviews
- Reviewing and selecting technology to support HR functions
HR must act as both stabilizer and champion in the midst of the storms of change. The rest of the organization looks to HR to provide needed structures, processes and approaches to support change management. In this downsized, outsourced world with resources stretched thin and performance expectations high, the Human Resources function must exert leadership to prove its worth as a business partner and show that it can provide incalculable value to the organization.
HR can prove its worth by concentrating on two main objectives: a principle-based approach to change which simultaneously promotes stability and the management of the organization’s many facets. Some ways HR can manage this:
- Accelerate the pace of sustainable change
- Increase commitment to needed changes
- Develop greater capacity for future change in the organization
Many change efforts follow a predictable pattern likely to lead organizations down paths filled with frustration, resistance, and ultimately preservation of the status quo. After compelling arguments are developed as to why change is needed, a plan for getting from “where you are now” to “where you want to be” is viewed as the solution, with implementing the strategy seen as the last step.