HR Policies: Organizational Responsibilities
When you are a part of the Human Resources team, you will need to keep in mind that you are doing more than just helping with team agendas; you have larger responsibilities to the organization. You have to be responsible to the management team, the staff, and the overall organization.
With this larger breadth of responsibility, you will need to adjust your focus accordingly to ensure the long-term success of everyone involved.
Responsible to Management
In supporting management, you are going to be the professional or the team of professionals that will help collect information for the management team. Since you are entrusted to create recommendations for organizational success, you will need to be the one who finds the data for managers.
For example, you might complete a few needs assessments in different situations, helping to guide the management team to a certain result. You might conduct surveys and questionnaires to amass enough information to show management that something needs to be changed.
You might provide ongoing research into the market to show management how hiring strategies may need to be adjusted or how compensation and benefits need to shift.
Your responsibility to the management team includes:
- Showing management what is and isn't working
- Providing proof of strategic alignment and outcomes
- Being active in identifying areas of improvement for the organization
The way in which you support management might be different, depending on how management wants you to interact, but there is one consistency: You are the one that will help management make decisions.
Find out what they need in order to make decisions and ensure you have that information ready at all times.
Responsible to the Team
In addition, you have a responsibility to the team at the organization. You are the one who acts as the intermediary between the staff and management, so you need to know what the staff wants from you.
You can do this by being in constant communication with staff members, helping to maintain the overall lines of information sharing, which will ensure you are alert to necessary ideas that need to be brought to management.
At the same time, you also need to keep up-to-date on HR policies and guidelines, so you can communicate these to the team members.
Your responsibilities include:
- Sharing information about programs, policies, rules, etc.
- Listening to concerns from team members
- Bringing information to the management team from the staff
- Providing resources for benefits information, compensation packages, etc.
While you're not technically in a supervisory position for the staff (or you might be, depending on your organization), you need to be the one who oversees the relationship of compensation and benefits and the staff members.
This often looks like holding workshops and seminars for the staff to share new information and to update old information. In addition, you will be the one who talks with new hires to explain to them their new benefits and their compensation package.
In addition, some HR teams will create a website or a blog that will help to compile information from the staff to show to management, or for management to share with staff. Then you will be the one who can explain the situation and field any questions that may have arisen.
To support the staff, new and old, you will need to be absolutely clear about the guidelines as they are set up. You need to be the person who will be able to answer any question, and who will be able to provide the resources necessary. The more you can memorize the facts, the more others will be able to come to you for support.
(And the more support you will be able to offer.)
In addition, you will need to have an ongoing relationship with the benefits companies and any staff members who are part of the compensation discussion. You will need to know who the people are at the benefits companies who can help you, and who you may need to help out in order to have them return the favor in the future.
You need to understand the decisions of the benefits companies, as well as how to explain these decisions to staff members, as required.
Responsible to the Organization
In the end, you are responsible for the entire organization and helping it succeed. While you might not be the person making all of the compensation and benefits decisions, you may be the one who is helping to influence these decisions.
By having the information available, by doing the research, and by listening to the needs of management and the staff, you are the one who helps develop the organization and who helps bring it to its long-term goals.
Your responsibilities to the organization include:
- Finding the best benefits programs and prices
- Controlling cost concerns
- Identifying areas of need, improvement, and adjustment
- Knowing the current market strategies and innovations
The more you know about compensation and benefits, the more you can help the organization thrive. It's not just about having the most benefits, or the best costs for these benefits; you need to be the person who understands how the decisions you make today will influence how the company works tomorrow.
You need to be the person who understands the bigger vision, and who also understands what the supporting pieces are. By being able to hold all of this, you are not only the intermediary for management and the staff, but you're also the person who coordinates everyone in service to the company, as a whole.
- HR Benefits of a Needs Assessment
- HR Policies: Compensation and Benefits
- Practicing HR Regulations
- The Importance of Education and Training in Building A Psychologically Healthy Workforce
- The Role Retaliation Plays in Workplace Harassment
- Understanding Procurement Management?
- Advantages of Teamwork in Problem Solving Strategies
- How to Avoid Workplace Violence with a Readiness and Response Overview
- The Channels of Nonverbal Communication
- Strategic Planning: Process Design and Action Guidelines
- The Basics of Workplace Safety, Health and Inspection
- Critical Thinking Skills: Sparking Ideas and Solving Problems
- The Need for A Termination Checklist for Lawful Employee Termination