3 Key Areas of Focus for all Human Resource Departments

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3 Key Areas of Focus for all Human Resource
Departments
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With businesses rapidly transforming ways in
which they operate, the challenges and solutions
needing to be identified and addressed by human
resource managers and executives continue to keep
coming at quite a pace. While transactional
processes such as recruitment, training and
compliance have been common elements of HR
activity requiring regular attention and
resourcing, with the changing business
environment comes a need for HR to focus on other
areas to support and enable the business needs of
the future.
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Retention
Long gone are the days when the roles and
responsibilities of human resources were limited
to sourcing, hiring and training new talent.
Today, it not just important to employ capable
professionals but to also to retain existing
them, especially when they are in key roles with
long developmental timelines or have skills that
are scarce in the market. Without a plan to
retain key capabilities, all businesses, small or
large, will struggle to maximise results and
minimise risk.
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Workplace Diversity
Attention needs to be given to ensuring that the
makeup of the workforce supports the operations
of the business and relationships that it needs
to foster and maintain among stakeholders and
customers. Consideration in workforce planning
and recruitment programs needs to be given to
ensuring the right mix of gender, age, education
and other diversity factors are considered,
understood and acted on in building and
sustaining the workforce.
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Productivity
One of the most essential HRM practices and goals
is ensuring that HR is contributing to, not
negatively impacting on the productivity of the
business and its employees. Unfortunately, for
some HR professionals, productivity enhancement
isnt always front and centre in their planning
and operational actions. For a business to
operate efficiently and increase profits, the HR
team must be continually looking for ways to
ensure that employees are operating at their most
productive levels. In this regard, it should
establish business centred HR policies and
procedures and understand how these policies such
as rewards and recognition, performance-based
appraisals and the timely management of
underperformance can be most efficiently and
effectively conducted and supported to encourage
and reward employees to perform at their best and
support managers in implementing them
consistently.
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The Bottom Line
While there are many other factors besides the
three mentioned above for HR professionals to
think about and act on to support business
improvement and change, its a starting point and
provides food for thought. Outsourcing to a
reliable as required human resources
consultancy where specialist internal resources
arent available can help businesses manage their
HRM operations better and boost the performance
of the company.
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Contact Us
Office 29 Somerville St
SPENCE ACT 2615 Post PO
Box 6262, O'CONNOR ACT 2602 Telephone
02 6247 4490
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