The modern employers are aware that technical gadgets and the quality of the product are not enough for the company to achieve success. There is no doubt that well-developed technology and modern devices are fundamental for the improvement of any project or organization; however, it should be stressed that the human factor is one of the most significant elements that can contribute to the progress.
The human resources department deals with the selection of the needed employees that can fit into the organization, appreciate values and beliefs of the company, and be able to direct the vision towards overall success, progress, and prosperity. It should be highlighted that the ability to choose employees who will consequently contribute to the accomplishments of the objectives seems to be the most important part of the work of every company. The development of the HR department provides the manager with the positive results as workers will obtain the skills and abilities needed for the specific project.
The question regarding motivation remains one of the most discussed. The increased motivation contributes to the better work of the employees. There is no recipe how to motivate all the employees; however, it is the responsibility of the HR department to discover approaches and ways of motivation. Respect and trust can give employees a sense of accomplishment and increase their motivational level.
The pivotal objective of the HR department is to cultivate a team of like-minded people. Loyalty is believed to be one of the tools that help to achieve this aim. To reach the goal, the members of the HR department usually create the culture of the company and try to widespread the values and beliefs of the company within the team. The HR department supports the organization in meeting the objectives. It should be stressed that the HR department contributes to successful recruitment, to provide the workers with safety in the workplace. One of the most significant goals of the HR department is to create a prolific environment to establish positive relationships between the workers.
The employer should pay attention to the success of the employees and provide them with the necessary training to master the skills and abilities needed for the positive performing of tasks. It should be pointed out that the HR department usually provides certain leadership training that is rather beneficial for professional development. The system of rewards and motivation is the responsibility of the HR department. The success of the company or project is rather dependent on these aspects, and that is, should be strictly controlled and performed.
Aside from the stated above tasks of the HR department, they are also responsible for the support of line managers as they are interested in the success of the company and have the same objective (Gilbert, Winne, and Sels 1618). The great majority of the line managers view managing people like the addition to their day job. However, it should be stressed that it is not the addition; it is their everyday responsibility. The engagement of the employees is dependent on the work of the line managers. If the company aims to become successful, the role of the HR department and their cooperation with the line managers should receive the priority.
Not every line manager has a natural skill to communicate, influence, or motivate the staff in a proper way. The line manager can have the needed technical skills and a lack of leadership skills. The goal of the HR department is to provide coaching and give a hand to contribute to the progress. Due to the advances in the IT-sphere, the programs can do the work immediately, whereas it would take hours for the human. However, one should not forget that technologies cannot replace people, discussions, and emotional aspects. The HR department and line managers can use technologies for better cooperation. The HR and line managers should collaborate on a regular basis as it helps to evaluate the skills of the workers and provide a deeper understanding of the needed strategy.
The decisions regarding recruitment are commonly made with the help of line managers. The development of the strategy involves the works of both HR and line managers. The questions concerning promotion or recruiting of the employees should be taken into consideration from both sides as the working together will allow saving spending on the hiring of the candidates (Kazmi, Hasnu, and Jamil 48). Managers should work together to ensure the organization provides the needed conditions for the work and to estimate the job satisfaction level. Conflicts cannot be omitted when there are people from different cultures, religions, and lifestyles work together. When there is a conflict, the line managers usually look for help in the HR department. The conflict solving process is significant, and that is, line and HR managers should collaborate to ease or even eliminate the consequences of the conflicts.
HR professionals deal with the support of the staff. The manager should use every skill of the employee to perform the task successfully. Sometimes, however, managers lack the understanding that positive attitude and respect are the guiding elements for the positive outcome. In this case, the HR department usually supports the staff and provides them with a better understanding of the needed direction. HR managers help to solve conflicts and problems with the particular employee and give valuable guidance. The staff is usually provided with the appropriate training to increase working capability. HR plays a significant role while restructuring the system of the organizational process and understands the importance of the reward and motivation of the staff.
HR best practices are considered to be activities and strategies that aim to improve the performance of the tasks made by the employees. The best practices provide information regarding the successful approaches that can be implemented in the working process to improve the overall work of the company. The following practices are believed to impact the outcome successfully, namely the selection and recruitment of the employees, relationships between the workers, the system of rewards and benefits.
In conclusion, it should be stated that the HR department is significant for the success of every company, and that is, should not be reduced in size. The positive experience of well-known companies shows the importance of the ability to choose employees, motivate them, and to use appropriate methods of communication and influence to improve the working environment of the organization. To advance the working conditions within the company, the HR best practices should be implemented in the working process. Although the highly-developed technologies impact the working process, one should not forget that gadgets cannot replace people, and that is, the HR department should receive the priority while the company’s prosperity and success are highly dependent on the ability to choose employees who will do their best to fulfill the company’s objectives.
Works Cited
Gilbert, Caroline, Sophie Winne, and Luc Sels. “The Influence of Line Managers and HR Department on Employees’ Affective Commitment.” International Journal of Human Resource Management 22.8 (2011): 1618-637. Print.
Kazmi, Sibtain, Saf Hasnu, and Raja Jamil. “Creating a Link between HR Department and Budgeting: What Do HR Managers Think?” American Journal of Economics and Business Administration 7.1 (2015): 48-59. Print.