“Why do I even need Human Resources? HR is not a revenue generating department and I already have a tight budget. All HR does is tell me that I can’t do what I want to do.”
Sound familiar? Sadly, many organizations view Human Resources professionals as road blocks and they do not see the value HR contributes to an organization. Realistically, these statements couldn’t be more false. HR is a key driver to the flow and balance of an organization. Many of today’s HR 2.0 professionals are highly trained individuals that are able to balance the delicate relationship between strategy, management, and staff (remote or in-house).
While HR may not generate revenue in the traditional sense (i.e. direct sales), HR exists within an entity to anticipate and solve issues before they become problems. This mitigation of issues stops possible monetary damages and fines, which we all know helps a business move towards success. The responsibility of the HR professional is to stay informed on labor laws and changes to those laws that effect business decisions and practices as well as provide any required training to management and staff. How many business owners have the time to ensure every policy and procedure is up to date and legally compliant? How many have time to make those required changes once the need for a policy or procedure change is determined? Ignoring updated laws can lead to costly fines and lawsuits. For example, violating an OSHA standard can result in fines of $7,000 for serious violations and up to $70,000 for willful violations.
Turn over managers
As a business owner, minimizing employee turnover can reduce operational costs. Turnover costs include things like: down time during the recruitment process, loss in productivity – on-boarding, training costs related to new job functions, increased salary requirements, and miscellaneous costs of recruitment – online advertisement’s and recruiters. These costs add up quickly and your HR professional is there to mitigate the costs associated with turnover by developing initiatives to lower turnover rates and provide an efficient recruitment program including the complete onboarding process.
Trained HR professionals know how to hire adaptable employees that require little training thus allowing your staff to change with the environment. HR professionals can also identify the changing needs of the organization and train employees appropriately so employees have the skills necessary to continue to grow and be successful in their role. Successful on-boarding from a HR 2.0 professional make it more likely that a new hire will stay with the organization over a longer period of time helping organizational growth. A recent study published in November 2012 conducted by the Center for American Progress found that turnover costs could equal more than 20% of an employee’s annual salary at $50,000/annually…that’s $10,000 to replace one employee!
It is time to start looking at your HR 2.0 professional as a strategic business partner instead of viewing him or her as a road block. Let HR remove the compliance burdens off your shoulders and work with you to make your business successful.