10 Ways HR Support Can Positively Impact Your Business

Numerous companies continue to face challenges without an HR Manager or any HR support, despite the continuous evolution of employment law. However, having effective HR support can provide immense value to business owners, particularly in areas such as people management, fostering a high-performance organisational culture, and enhancing overall business results. In this article, I have curated a compilation of ten justifications for companies to consider seeking HR support. If you are instead an HR professional who’s looking for your next job, consider an HR advisors recruitment agency.

Improving Business Performance & Staff Productivity 

Human Resources (HR) plays a crucial role in enhancing business performance and boosting staff productivity. This can be accomplished through the implementation of a comprehensive performance management system, such as a company-wide appraisal process, which promotes career development and job satisfaction. By adopting a top-down approach and securing the commitment of senior managers, all employees are aligned towards a shared objective of improving long-term business performance by successfully achieving their individual goals. 

Performance management in a general context also encompasses the recognition and handling of subpar performance. This can be achieved through a capability process, which involves providing support for poor performers to enhance their skills or effectively managing their exit from the organisation. In the latter case, capability serves as a valid reason for dismissal. Human resources (HR) professionals collaborate with management to ensure the proper implementation of either of these procedures.

HR Has the Potential to Generate Cost Savings

This can be achieved by implementing HR strategies that align with business objectives, thus enhancing the efficiency of operations through effective utilisation of human resources. Additionally, introducing controls for managing employee sickness absence can significantly reduce the financial impact of prolonged absences, which can be a substantial burden on businesses if not properly managed.

Employee Engagement & Motivation

Employee engagement and motivation refer to creating a conducive environment in the workplace that encourages employees to perform at their highest level, exceed expectations, and demonstrate discretionary effort. When employees are not engaged, they are less likely to be motivated, work diligently, or meet the required standards, resulting in increased errors that can negatively impact both customers and overall business performance. Disengaged employees often actively seek new job opportunities, leading to higher employee turnover rates.

A potential starting point could involve conducting an employee engagement survey facilitated by the HR department, but with involvement and accountability shared by all leadership members. Once the findings and insights from the survey are obtained, it becomes possible to formulate a comprehensive HR strategy that specifically targets the areas within the organisation that require enhancement and development.

Employee Wellbeing & Job Satisfaction

Employee well-being and job satisfaction are crucial aspects of retaining employees. It is essential to reward employees fairly to prevent them from leaving the organisation. While financial compensation is important to many individuals, it should not be the sole focus of their motivation to work.

Non-monetary incentives hold equal significance in employee compensation, such as job contentment and professional growth. Human Resources can collaborate with managers to acknowledge this vital aspect of rewarding employees. Apart from salary, additional perks contribute to the comprehensive approach of employee compensation, such as vacation time, bonuses, and company-provided vehicles.

Staff Training & Development

Staff Training and development plays a crucial role in the success and expansion of any organisation. HR departments can aid in the implementation of training and development programs by conducting a comprehensive skills assessment to identify the existing skills within the company and evaluate them against the present and future requirements.

The analysis of skills will provide information that will be used to create a training plan aimed at filling gaps and aiding employee retention within the business. HR can assist in implementing this plan by conducting workshops or engaging external training consultants when necessary. Collaborating with management, HR can ensure that the training and development efforts are efficient in terms of cost and time, while also emphasising the value that training brings.

Guidelines and Compliance for Employment Legislation 

The field of employment legislation is subject to frequent changes, making it challenging to stay updated on the government’s evolving requirements. However, it is the responsibility of the Human Resources (HR) department to remain informed in order to offer reliable and practical guidance to the individuals they assist. HR should prioritise the regular review and communication of internal HR policies and employee handbooks, as well as provide comprehensive training to managers on their implementation.

Familiarising Yourself with the Regulations of Employment Tribunals

Human Resources (HR) plays a crucial role in safeguarding companies, providing valuable guidance on employment law to prevent them from facing employment tribunals. It is imperative to adhere to HR procedures consistently and maintain thorough documentation of processes. In instances where a situation becomes challenging, HR can offer assistance in diffusing tensions or even step in as a mediator. If HR professionals lack mediation skills, they typically have access to specialised contacts who can offer expert assistance in this field.

Handling Change 

Change is a common occurrence in both personal and professional life. Companies must also adapt and evolve to keep up with the ever-changing business landscape. In this process, HR plays a crucial role in supporting change management initiatives. For instance, during a company reorganisation aimed at enhancing efficiency, HR can collaborate with senior management to create a revised reporting structure and updated job descriptions, which will serve as strategic support. Additionally, HR can actively engage in discussions with employees who may be impacted by the reorganisation, providing necessary guidance and consultation. They can also offer expert advice on matters related to redundancies and TUPE (Transfer of Undertakings Protection of Employment) implications, when applicable.

HR departments are equipped to handle minor workplace changes, including modifications to terms and conditions that necessitate employee consultation and agreement. By collaborating with managers, HR ensures that the appropriate legal procedures are followed. Moreover, HR can provide the necessary documentation to facilitate the process.

Attracting and Hiring New Employees 

A business relies on having a competent workforce, and the HR department can assist in the recruitment process while ensuring compliance with equal employment opportunities legislation. To initiate this process, it is essential to gather important insights from departing employees through exit interviews.

Human resources (HR) professionals have the ability to collaborate with managers in various tasks related to recruitment and hiring. This includes creating job advertisements, selecting suitable advertising platforms, crafting job descriptions, conducting initial screenings of applicants, designing interview procedures and questions, coordinating assessment days and skill tests, as well as participating in interviews. In addition, HR can also offer the necessary administrative documentation and paperwork to support these processes.

Treating Staff Fairly

Sometimes, managers may struggle to acknowledge the importance of treating their staff fairly when there are tasks that need to be completed. However, with the guidance of HR, they can realise their responsibility in this regard. A skilled manager will strive to maximise the potential of their employees and foster a high level of engagement.

When a manager is facing difficulties with a specific employee issue, HR can offer valuable assistance. The existing HR procedures within the company offer necessary guidance, and HR can provide interpretation to mitigate the potential risks associated with expensive claims related to unfair dismissal or discrimination.