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The Importance of People 53

Employees have always been evolving. Each new adaptation introduces a new way that employees can be managed in order to keep them happy. Human Resources should be adapting by turning their teams into an ever more people centric departments.

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With so many different aspects to manage, HR has become a segmented department with sections devoted to specific areas of employee interest.

Sourcing of candidates still remains the basis of HR (without the recruiters skills in finding a great match for the company, the business would remain stagnant with no new talent to pull from).

Because of this, a lot of energy and a lot of time is put into building up the company in a way that is appealing to potential employees (employer branding). HR works with the rest of the departments, whilst the company itself introduces competitive offers that can be used to bring in the best of the best.

In conjunction with benefits and compensation, issues will inevitably arise merely from the fact that so many individuals from so many different backgrounds must work together within an enclosed area. Because of this, each employees’ issues must be listened to with the utmost attention.

A people centric environment  focuses on employees and making them the number one priority, the HR department becomes more than just an admin department. They become the mediators and the voices of the people. They are the face of the company to employees and by showing respect and generosity toward every individual, a community is established that inevitably leads to higher retention rates.

With the social shifts turning ever more toward the individual, HR must be sensitive to this and have the will to change to better adapting companies.

(c) New To HR.

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Nicole Le Maire
People are important, whether you like it or not. That is where I come in, it is my work and passion to improve your business, people and... bottom-line. My job is to help you and offer people insights in a transparent and understandable way. My diverse international (35+ countries) management and HR experience spans from start-ups to established organisations advising them through their stages of creation, growth, and stabilisation. I have extensive hands-on experience leading business and HR initiatives, including instructional design (online courses), organisational development and design, policy (re-)design, compensation and benefits, performance management, recruiting, HRIS implementations, HR workflow development.

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