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...specialist (such recruitment, compensation, training) and generalist HR professionals at different levels of seniority and experience. Smaller organisations are less likely to have this variation, and indeed, in the smallest companies, HR is likely to be function carried out by a manager with other responsibilities. There is also a growing trend towards outsourcing HR functions. This checklist assumes a dedicated, in-house HR function, but the guidelines can be adapted to suit other situations.
Benefits of working with your HR department
You should gain:
* a more effective service, as your HR function will be better able to gauge and meet your needs
* a more efficient service, especially in terms of accuracy and timeliness
* support and help in recruiting, retaining, managing and developing your team in order to achieve your objectives
* early warning of potential 'people' and organisation problems, which might otherwise cause you disruption and cost
* a guide to the legal minefield of employment issues
* a sounding-board for your plans and ideas
* support for your own development.
Drawbacks of working with your HR department
Using your HR function well will undoubtedly take up more of your time than ignoring them! However, it is certainly less costly and time-consuming than sorting out problems which HR might have helped you avoid.
Action checklist
1. Consider what you want from your HR department
HR spans a number of functions:
* transaction processor--the classic nuts and bolts service
* technical expert--in employment and management 'best practice'
* employee advocate--helping you take account of the employee's perspective
* strategic partner--an integral part of, and contributor to, your management team.
2. Make the most of HR as transaction processor...
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