In brief: Working effectively with the HR department means treating HR as a strategic partner rather than only a compliance function. Managers can keep HR informed about team goals, involve HR early in workforce planning and talent decisions, draw on its expertise in employment law and engagement, collaborate on training and mentorship, and work together on digital tools. Recognition matters too: Gallup (2016) reports employees who feel inadequately recognised are twice as likely to say they will quit within the year.
In the ever evolving business environment, cultivating a robust relationship with your Human Resources (HR) department is crucial for achieving organisational success. The HR team is not merely a compliance entity but a strategic ally, significantly contributing to business growth and employee well being.
1. Communication Is Key
Establishing open communication channels is vital for successful collaboration. Regular interactions with HR professionals ensure they are informed about your team's objectives, challenges, and aspirations. Whether through one-on-one meetings or team updates, keeping HR aware of the organisational pulse is essential.
2. Proactive Problem Solving
Involve HR proactively in discussions, not just when issues arise. Seek their insights on employee management, talent sourcing, development, engagement, and workforce planning. This collaborative approach empowers HR to provide valuable input, aligning efforts with the overall business strategy (Armstrong, 2020).
3. Leverage HR Expertise
HR professionals possess extensive knowledge in employment laws, talent acquisition, leadership, and employee engagement. They can develop effective people policies and procedures. They are adept in using HR resources and tools such as psychometric testing, talent assessments, and online training. Involve HR in decision making processes to capitalise on this expertise (Guest, 1997).
4. Employee Development Initiatives
Collaborate with HR to design and implement employee development programs. This fosters a culture of continuous learning and demonstrates commitment to team growth. HR can facilitate training sessions and mentorship programs to enhance workforce skills (Taylor, 2022).
5. Recognise and Reward
Acknowledge the efforts of your HR team who are constantly working on recognising the efforts of workers and leaders. Recognition fosters a positive work environment and reinforces a culture of teamwork; Gallup reports that recognition boosts engagement and that employees who do not feel adequately recognised are twice as likely to say they will quit within the year (Gallup, 2016). Whether through formal appreciation programs or simple gratitude expressions, recognising HR's contributions is crucial.
6. Embrace Technology
Stay informed about HR technologies that streamline processes and enhance workforce management efficiency. Collaborate with HR to implement digital solutions that simplify administrative tasks, allowing a focus on strategic initiatives (Ulrich et al., 2012).
A symbiotic relationship with your HR department is instrumental in achieving organisational goals. It can help you be a better leader and achieve more together with employees.
By fostering open communication, recognising their contributions, and leveraging their expertise, you pave the way for a collaborative and successful partnership.
Linq HR are Australian Employment and Workplace Specialists assisting organisations and employees be their best at work. Ph 1300 234 566.
Further reading:Embracing AI in HR: A Strategic Opportunity and Ways to Outsource HR Functions and Their Benefits.
References
Armstrong, M., 2020. Armstrong’s Handbook of Strategic Human Resource Management. 7th ed. London: Kogan Page.
Gallup, 2016. The importance of employee recognition: low cost, high impact. [online] Gallup. Available at: https://www.gallup.com/workplace/236441/employee-recognition-low-cost-high-impact.aspx
Guest, D.E., 1997. Human resource management and performance: a review and research agenda. The International Journal of Human Resource Management, 8(3), pp.263–276. https://doi.org/10.1080/095851997341630
Guest, D.E., 1997. Human resource management and performance: a review and research agenda. The International Journal of Human Resource Management, 8(3), pp.263–276. https://doi.org/10.1080/095851997341630
Taylor, S., 2022. Resourcing and Talent Management: The Theory and Practice of Recruiting and Developing a Workforce. 8th ed. London: Kogan Page.
Ulrich, D., Younger, J., Brockbank, W. and Ulrich, M., 2012. HR from the Outside In: Six Competencies for the Future of Human Resources. New York: McGraw-Hill.
This is an update on a similar blog published by Linq HR on 16 Feb 2024.
