The Functions 0f A Growth-Oriented Human Resources Department

As we all know, the capacity to develop a company's profit is tied to its ability:

  • To attract the right kind of individuals.
  • To seek new competitive advantages.
  • To be inventive.

We can now identify that being inventive is synonymous with being competitive since many aspects of innovation influence our competitiveness.

An HR department's primary job is to recruit the most qualified and skilled personnel. With their participation, the company's competitiveness will be increased, and profit will be secured. Of course, a leader is required for this!

Leaders are few! There are a few bright people as well, but they are all already employed!

How should you proceed?

You should use the resources you have to address the de-facto situation. You must take the following aspects into consideration while doing so:

  • What is your firm's strategy?
  • Who are your company's core customers, and who are you targeting?
  • What are your rivals' names?

Do HR personnel have the answers to these questions? Are they familiar with these questions? Or do you believe that this is a duty for a salesperson or marketer rather than an HR manager?

How will you then find suitable people? How will you recruit specialists and talents if the personnel in charge of staff search, attraction, retention, motivation, and inspiration lack the necessary knowledge?

It's like knowing how to drive a vehicle but not knowing where you're going. Which direction is it? Where are we going to end up? You're correct: nowhere. As a result, many businesses rely on personnel from several departments attempting to work in unison, but there is no mechanism in place. The technology enables massive outcomes with little effort.

How can the HR department's performance be measured? Ask three straightforward questions:

  1. Who are the company's primary clients?
  2. Who are the firm's competitors?
  3. What is the firm's strategy?

Quick responses to these questions will reveal your degree of business knowledge. Can we speak about employing good people if we don't understand the business?

You may pose similar inquiries to the marketing and sales departments, but keep in mind that everything starts with HR.

Why were you successful despite the fact that your firm was small? You were the leader because you were the Human Resources Director. You possessed a strong, maybe intuitive, awareness of a company's strategy, clientele, and competition. However, once you transferred this responsibility to a hired employee, you no longer had the option to recruit great employees.

The Human Resource Department Manager is critical to the success of the company! If your company develops as a result of hiring the appropriate people, which is usually the case, do not leave it to a social worker whose job it is to speak to people. You need someone who is business-oriented. You need a Human Resources Management leader!

Find a CEO and urge him to create an HR department focused on the company's financial outcomes rather than bureaucracy and corporate events.

Of course, everyone knows these concepts in theory, but in reality, everything appears completely different! This is because it is simpler to live quietly in the corporate structure as a social worker than it is to be a leader who pushes for change and outcomes.

What should you change if you want to develop an HR department in your firm that is focused on the company's growth and innovations?

1. Plan

2. Company organizational structure The human resources department is not a back-office function. This is an active unit of your organization that is crucial to profit development. You do not sell anything. You look for, employ, encourage, and retain individuals who must sell a lot!

3. The HR department's functions and incentives

Begin with these three steps, and you will get an unrivaled competitive edge for your business. You will create a system that will be scaled and expanded as a result of training and company spirit!


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