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Goals and Assignments of HR department
Task and Objectives
I often wonder what the purpose of human resources is and how HR professionals can serve both the interests of the company and the interests of the employees.
First, let us explore the tasks and objectives of this department.
According to common belief, the objectives are recruitment, employee onboarding, performance management, employee development, engagement and retention, compensation and benefits, employee relations, policy compliance, data analysis, strategic planning.
While the most common assignments can be summarized as follows: job postings, interviews, onboarding programs, performance evaluations, training, surveys, recognition programs, conflict resolution, policy development, compliance monitoring, data management, strategic alignment.
It is undeniable that those who work in human resources may face conflicts of interest or ethical challenges.
HR professionals can manage conflicts and ethical challenges by following some of these approaches:
- Transparency treating all parties involved with equal consideration.
- Clear policies and guidelines such as ISO Standards that address potential conflicts of interest and ethical issues, providing employees with a framework to navigate such situations.
- Respect confidentiality and privacy when handling sensitive information.
- Foster open communication channels to encourage employees to voice their concerns or conflicts.
- Utilize mediation techniques to facilitate dialogue.
- Provide regular training sessions and workshops to educate employees about ethical standard and promote ethical behaviour.
- Strive for impartiality in decision making.
- Seek guidance from an ethics committee or legal advisors when complex conflicts of interest or ethical dilemmas arise.
- Regularly review and assess HR practices and procedures.
Real world
Is it easy to adhere to simple rules of conduct?
We are bombarded with messages and people compiling decalogues of perfect behaviour, telling us how to act in every situation, defining the ideal manager, the most just leader.
I appreciate the advice, I appreciate those who put themselves out there, I appreciate those who strive for improvement. But it is not always easy to follow them. Our personal vision, our goals, our beliefs, the things we hold dear cannot be set aside by a decalogue or someone else’s thinking. Because often, we are not fair, we are not perfect, we are not impartial.
Personally, I try to manage people with impartiality and strive to praise those who perform well and support colleagues in their daily lives. However, it is not always the case. Sometimes, I talk too much, place trust in those who do not deserve it, and naively interact with cunning individuals. Therefore, I do not believe there is a perfect manager, and I do not believe there is an infallible human resources department. The majority does their best to minimize dissatisfaction, but it is impossible to please everyone. Sometimes the economic aspect prevails, while other times the human aspect takes precedence.
The difference between a good human resources department and a bad one lies solely in the effort they put into doing their best in creating a positive and balanced work environment.
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