Top 3 Challenges That Human Resources Face in Recruiting & Employee Engagement

In simpler terms, the Human Resources (HR) department is a team that is charged with administering employee benefits and managing the human resource life cycle (i.e., hiring, screening, onboarding, training, placement, and benefits). Its role is to identify qualified candidates, refer them to companies that need their services, and facilitate the whole hiring process for employers. The HR department manages employment procedures, collects payments from employers for workers’ compensation, and creates and implements compensatory or benefit plans for workers and their representatives. Additionally, the department facilitates the transfer of employees between companies and assists with job interviewing. In fact, many organizations and businesses consider the HR department as the human resource wing of the organization.

To be precise, the HR department in most companies is the organizing arm of the entire company. Without it, companies would not be able to recruit, hire, promote, train, and motivate. For this reason, the human resource department must perform in-depth research on each of the prospective candidates. By doing this, the hiring managers are able to carefully select those who would best complement the company’s business model, as well as those who could contribute most to the growth and development of the business.

Recruitment – Because of the tight competition among companies for qualified employees, human resources departments conduct a series of recruitment drives to increase the number of employees hired. These recruitment drives require HR staff to actively participate in job interviews, job fairs, recruitment programs, career fairs, and other such activities. In order for HR departments to be effective, they must be able to identify the most promising and eligible candidates, and then actively promote them to management and higher-ups. They also have to ensure that the people who are hired have proper records and backgrounds, as well as a decent work record and past accomplishments.

Training and Development – The number of employees in any department always depends on the number of new employees who are brought in and the need of that department. An HR department should therefore consider training its new employees. By doing so, they will be able to enhance the skills and talents of the new employees. The HR department should also train its HR professionals in the different career options open to the company, in line with the different needs and desires of its employees. This way, the department can effectively respond to the needs of the company and provide the right kind of guidance to the employees in terms of their career goals.

Benefits Administration – One of the most important responsibilities of any HR person is the handling of the company’s payroll and benefits program. In some countries, it is the responsibility of an HR person to handle all the payroll functions, from collecting information on new hires to processing retirement benefit claims, social security, and workers’ compensation claims. This includes processing benefit applications, benefit assessments, benefit payment procedures, and benefit distribution.

Employee Relations and Leadership Training – The HR departments should also invest in employee relations and leadership training. This will help in creating a good working environment and motivate the people belonging to the department. Through this program, they can learn how to handle themselves and their coworkers in the workplace. The employees can also learn how to build strong relationships with each other and how to build loyalty among each other. This will be beneficial in the department’s growth and success.

Payroll Procedures and Employee Records Management – Another aspect that is often neglected by many companies is the record-keeping of their employees. This is because the benefits section only considers performance when it comes to paying and salaries. But the truth is, the benefits and the payroll records are very important for the human resource department. By having well-maintained records, the human resource department can efficiently locate an employee’s eligibility for any future benefits that he may want to avail. They can also detect any discrepancies that may arise in the future, which could be crucial to the company’s continued success. Hence, having well-maintained payroll procedures and employee records management is very important to the human resource department.

An organized and functional human resources department will enable the company to maximize the productive output of its employees. Employees will have more fun and happiness in the workplace and will be more dedicated to doing their tasks. This will then lead to more profit and positive employee engagement levels. All of these things will then have an effect on the bottom line.

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