To help ensure success of organizational goals, human resources departments must be business partners at a strategic level. In some cases, company managers may consider HR professionals as a roadblock to get around and not respected as informed decision makers. Therefore, it is increasingly important that HR professionals recognize some of the factors that affect their ability to contribute effectively.
Technology
Although there are many advantages to modern technology, one major factor to consider for HR is the work-life conflict for technical employees. With the advent of pagers, cellphones, tablets and laptops, employees could be on the job even if they are away from the office. It is incumbent upon HR departments to develop practices that encourage a healthy balance between work and social life.
Budge
Viewing HR as a non-revenue generating department can lead to a low budget allocation for HR activities. However, with little money for training and recruiting, retaining good employees may be more difficult. Companies also may choose to outsource certain functions, such as payroll, resulting in a loss of direct control of the payroll process.
Employee Loyalty
An August 2011 study conducted by Cornell University’s Center for Advanced Human Resource Studies reports that appreciated employees, recognized for performance, provided challenging assignments and obtaining promotions based on contribution and performance may be more likely to remain loyal to the company. HR practices encouraging open-door policies, candid communication, morale building activities and problem-solving solutions represent a commitment to employee satisfaction.
Senior Leadership
HR departments may set policies based on senior management input, but if senior managers believe that HR professionals are not educated in certain areas such as finance, budgets and operations issues, HR can be the last to know about implemented policies. Attempts from HR for involvement in the decisions affecting policies and procedures sometimes can be ignored, leaving HR to enforce policies that may negatively affect employee morale.
