Despite their crucial responsibilities, HR professionals often face challenges in gaining recognition for their contributions. That’s why many HR practitioners say that HR is a Thankless job. One reason for this is that people tend to appreciate things that work and add value to their goals. When HR systems fail to deliver on their promises or create hurdles for employees, it can lead to frustration and a lack of appreciation for their work.
- Slow recruitment process: Lengthy recruitment procedures can result in delays in filling vacancies, affecting team productivity and performance. Candidates may lose interest or accept other offers while waiting for a response. This frustration can create negative perceptions of the HR department. To Change this situation, HR needs to look at how it can make improvements in the whole process to deliver the right talents at the right time.
- Unfair performance appraisal system: If the performance appraisal system lacks transparency, objectivity, and fairness, employees may feel demotivated and undervalued. HR must ensure that appraisal processes are clear and unbiased, and promote employee development. To change this, HR needs to learn about best practices in managing employee performance. There are a lot of new practices around the world that help managers and employees track results that matter, provide timely and accurate feedback, that makes performance appraisals more on-point and valuable basis for determining growth, readiness for bigger roles, and rewards.
- Employment policies that don’t make sense: Inconsistent or illogical policies can create confusion and dissatisfaction among employees. When HR fails to address such issues promptly, employees may question the department’s ability to understand their needs. This is an important issue at this time when the new generation of workers enters the workplace. HR needs to review the relevance of existing policies and make changes that are more adaptive to the new situations in the company.
- Slow service: HR departments that are unresponsive or take a long time to address employee inquiries or requests can leave individuals feeling unsupported and undervalued. Efficient and timely service is crucial for building trust and appreciation. A lot of new technology in Human Resource Information Management has become available from the simplest to the most robust. HR needs to explore this so that they may be able to take care of the employees’ immediate needs as they pursue more strategic goals and objectives.
Creating Value for the Organization
To prove their relevance and value to the organization, HR professionals must focus on creating systems and initiatives that align with the company’s goals and positively impact the workforce. Here are two key areas where HR can make a significant impact:
- Talent development: HR plays a crucial role in fostering a culture of learning and growth within an organization. By implementing comprehensive training and development programs, HR can empower employees to enhance their skills, contribute to organizational success, and feel valued. For example, organizing workshops, mentoring programs, and career development initiatives can have a lasting positive impact on employee morale.
- Culture building: HR professionals are responsible for cultivating a positive work culture that aligns with the organization’s values and promotes employee engagement. By designing employee recognition programs, organizing team-building activities, and promoting work-life balance, HR can create an environment where employees feel appreciated and motivated. When HR initiatives focus on improving employee well-being and job satisfaction, they are more likely to be appreciated by both management and employees.
HR Creates value for the organization when they develop strategies and create systems that enable the company members to add or create value for the organization. This goes in the form of facilitating the hiring of the right talents, developing people’s capability to perform and rise on the organizational ladder, and having a system that allows people to recognize how their work impact on the organization and help them address issues that hinder their performance. One of the most important values that HR can create for the organization is in facilitating the development of high-performance and engaging leaders that drive organizational success. For this to happen, HR practitioners need to develop themselves as leaders and voracious learners.
