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In order to maximize the human resource capital of the company, an organization must conduct a regular Human Resources Audit (HR Audit).

An HR Audit is a comprehensive process that will be conducted to review the different HR policies, procedures and systems. The results of the human resources audit program can help the company in the following ways:

• Identify which among the theories, methods, and operations needs to be improved
• Provide suggestions for the identified concerns
• Identify the organization’s best practices and maintain it
• Assess whether the systems in place are still compliant with the rules and regulations of the state

Some of the sections that will be reviewed during the following include the following:

• Hiring Process
• Benefits and Compensation
• Performance Evaluation Mechanism
• Termination Process
• Review of Different Admin Forms
• Personnel File Review

Why should companies conduct an HR Audit?

An HR Audit must be taken seriously by organizations as this will be a big help in determining the effectivity of its human resource management. The company’s human resource capital is very vital as they are the lifeblood of the company.

If the HR processes are not evaluated from time to time, then the human resource department might not be able to foresee looming problems that can bring more significant damage to the organization.

Once these problems are identified, it will be easier to address them so as not to cause more significant damage.

Below are the different purposes of conducting an HR audit.

1.    Effective management of human resource capital

Through the HR Audit, the organization will be able to check whether their human resource management system is indeed an efficient one. They will be able to check if there are enough people to serve the different functions needed by the organization. At the same time, they can also check whether some features are redundant.

2.    Ensure different legal compliances

Laws change from time to time. There can be new laws or revised laws that need to be incorporated into the HR policies. Thus, the results of the audit can show whether the company is still compliant with state laws and regulations.

Once the auditors recommend some adjustments to your policies in compliance with the law, then your company can avoid penalties.

3.    Improve confidence of management and human resource function

Knowing that the HR policies and systems in place are efficient, it can instil an increased sense of confidence for the management. The management will be at peace knowing that they have optimized one of their most important resource – their human resource capital.

4.    Establishing guidelines for future audits

Auditing is a very complex and complicated process. Regular audits can help the organization by determining audit points. It will be easier to pick up where the auditors left of if audits are regularly conducted.

Issues and Challenges in HR Audit

However, the HR Audit process does not come without problems and challenges. A human resource audit is a painstaking process that would last for a period of time in order to ensure that everything that needs to be audited will be covered.

Outlined below are some of the issues and challenges in HR Audit:

1.    Auditing Independence

Auditing independence is one of the significant issues in a human resource audit. The firm or the auditor/s that companies work with must have the independence to do their job. Companies must work with a reputable auditing firm to make sure that the outcome is genuinely reflective of what your organization need.

The audit result must have credibility. It must be a product of an independent and unbiased review. After all, even if some lapses will be seen, it will serve as an improvement point for the company.

Also, companies must not think that self-assessment and audit are the same. An audit must be done by a third-party organization.

2.    The Scope and Audit Method

No two companies are the same. Therefore, different auditing methods would apply. These auditing methods must be tailored-fit based on the company’s organizational characteristics.

Also, both parties must agree with regards to the scope of the audit. For big corporations, it would really take time to conduct the audit so there must be a well-arranged schedule to avoid hampering the operations.

3.    Auditor/s Capacity

The auditor/s that you will hire must be capable enough to do the auditing process. They must have enough expertise and experience to be able to impart significant recommendations based on the results.

A capable auditor can be of great help in pinpointing processes that can be improved. They can also provide valuable recommendations to address the identified problems.

As mentioned earlier, a human resources audit is a painstaking process. However, companies must see the significance of HR audit because ensuring efficient management of the organizations’ human resource capital is a significant factor in the success of the company.

 

Harassment in the workplace is a serious issue. Any victim of workplace harassment would feel unsafe and uncomfortable in his/her working environment resulting in lower productivity and possibly, mental health problems. It must be noted that workplace harassment has long-term effects. Thus, companies can be assured of the benefits of anti-harassment policies once these policies are in place. These policies can help prevent harassment in the workplace or if harassment happened to any employee, handling the case properly can help alleviate the effects it has on the victim.

 

Assembly Bill 1825: Sexual Harassment: Training and Education

 

California is one of the three states in the United States who mandates workplace harassment training. AB 1825 outlines the requirements that companies need to follow to satisfy the anti-harassment training required by the law.

 

Below are some of the information about AB 1825:

• Companies having 50 or more employees must conduct two-hour training and education regarding sexual harassment to all supervisory employees. The number of employees includes both regular and temporary employees.
• The sexual harassment training and education must be conducted with supervisory employees every two years.

The training and education should include the following:

• Information and practical guidance about the provisions of the law about the prohibition, prevention and correction of sexual harassment

 

The remedies for the victims include:

• Practical examples specifically about the prevention of harassment, discrimination, and retaliation,
• The training can be face to face or through online courses. In a face to face training, the company must get the services of a qualified trainer, so he/she can give interactive training to the employees. Companies can also choose an online harassment training program.
• The training shall be incorporated into the 80 hours of mandatory training for supervisors
• If companies do not comply with this requirement, an order will be issued requiring for their compliance.
• The number of hours set by AB 1825 should not limit the employers should they want to have more frequent or elaborate training about the topic.

 

Senate Bill No. 396: Employment: gender identity, gender expression, and sexual orientation

 

Harassment training requirements in California has expanded after the Senate Bill No. 396 was approved. SB 396 took effect last January 1, 2018. Under the Senate Bill, employers are required to include training and education about how to identify and prevent harassment based on sexual orientation, gender identity and gender expression.

 

This new topic must be incorporated in the two hours training mandated under AB 1825. With the expansion of the harassment prevention training in California, here are some of the things that employers must take note in reference to this training expansion:

• The California Fair Employment and Housing Act (FEHA) requires all companies to post a poster created by the Department of Fair Employment and Housing about the rights of transgenders. The posters must be posted in places or locations accessible in the workplace.
• Employers must have gender-neutral restrooms in the workplace. Employees must also be given the right to use the restroom based on their gender identity.
• Employers must not deny employees their right to dress in accordance with their gender identity.
• Employers must respect the employee’s name preference unless there are legal issues involved.
• Employers cannot ask for documents pertaining to the sex, gender, gender identity and gender expression and set this as a condition before someone will be employed.
• Employers should not ask questions for the purpose of knowing a person’s sexual orientation or gender identity.

 

Other Related Requirements

1. Creation of a policy and procedure. Employers are also mandated to create their own policy and procedures with regards to harassment in the workplace.
2. Post posters developed by the Department of Fair Employment and Housing. Employers will be given a copy of the posters, and it must be posted in strategic locations in the company.
3. Distribute educational materials. Employers must make sure that each employee will be given The Facts About Sexual Harassment pamphlet. Employers are given the freedom to choose the method of distribution as long as all employees will be given a copy of the booklet.
4. Modes of training. The State of California will allow the following methods of training as long as it is effective interactive training: (a) face to face classroom training, (b) e-learning or online courses, or (c) webinars.
5. Training Documentation. Companies must have an organized tracking of the anti-harassment training of their employees. This tracker must include the employee’s name, date of training, type of training and the trainer’s name.
6. New Businesses. New businesses must comply with the training requirements within six months and every two years thereafter.

 

Trying to do preventive measure with regards to harassment in the workplace can go a long way for the companies. The prevention of harassment can create a working environment where employees can feel safe, comfortable and productive.

 

It can also spare the company from the stress, and monetary expenses of a lawsuit should a harassment case occur in the company. The saying “prevention is better than cure” does not only apply to prevent diseases but in this situation as well. Conducting the training as mandated by the law can go a long way for each of them to be knowledgeable about the effects of harassment and possible ways to prevent it.

Human capital is a very crucial aspect of every organization. People whose skills and experience are fit for the job can propel the organization towards its goals. With the right people, a company can maximize its growth and potential as an organization.

With this on hand, the human resource department place a critical role in your organization. The department is primarily responsible in looking for people who can deliver the roles and responsibilities of a specific position. However, this is not the only thing they do and can do, especially the human resource manager.

Roles of a Human Resource Manager

We commonly think that the role of a human resource department is limited to the hiring processes, training and onboarding of employees. However, their role also includes different departmental practices.

For the human resource manager, being the head of the saud department, the manager oversees the functions performed by the HR department including the following functions:

• Strategic Management

The human resource manager participates in the decision making process in terms of company’s decision in staffing and workforce projection. The ability to strategically manage the workforce also means being able to address the demand in both the operational and administrative aspect of the company.

• Wage and Salaries

The human resource department is also responsible for a wage and salary survey within the industry. The process enables them to offer competitive compensation to employees and applicants which are on par or better than industry standards.

The ability to create competitive compensation packages is also be helpful in cases where companies go after certain individuals to join their team. Offering an attractive and realistic compensation package must also be reasonably within the means and capabilities of the company, which is another factor that human resource managers should study and consider.

• Benefits

The benefits of the employees are another facet that the HR Department handles and focuses. The department is the one responsible in creating benefit packages that best suits the stakeholders of the firm.

The human resource manager, together with his or her team, is capable of handling and negotiating the group benefit packages while taking into consideration the budget of the company and the changing economic conditions.

It must be noted that benefit packages are one of the factors that employees consider. Employees use this to factor in their loyalty to the company which also translates to a lower turnover rate.

• Training and Development

Ensuring that the employees are equipped with the right skill in performing their role is necessary to maximize productivity. Therefore, they must be trained to possess the right attitude and must be equipped in carrying out their roles. However, skills can be learned, but without the right attitude, things can be problematic. Therefore, these two things must come hand in hand.

The development of the employee is another aspect that the HR handles. Employees must not be stagnant, especially in the face of the changing times. Investing in employees’ development can prove to be a good investment especially when if they are taught to be dynamic in their role in the company.

• Employee Satisfaction

A fast turnover of employees can be very problematic in an organization. You’d have to re-hire, re-orient and re-train a new set of people every time someone resigns. This can take time and may negatively affect the organization day to day activities of the firm.

Therefore, an organization must also consider their employee’s satisfaction. They must not be treated as a mere individual to do the job but a human being who is capable of emotions and learning.

These roles are just some of the things that will be looked into in determining how to become a human resources manager that is effective and efficient.

The Human Resource Management Process

There are different Human Resource Management Processes in the organization that the HR department needs to do:

1.    Human Resource Planning

Human Resource planning is the process of recruiting, selecting, hiring, training, evaluating, promoting or laying off employees.

• Recruitment. The HR Department would look for potential candidates for a vacant position.
• Selection. They will then select or filter the applicants and interview those who will be shortlisted.
• Hiring. They will choose the applicant who is the best match for the job.
• Training. They will then train the applicant to align them with the company’s mission and vision.
• Evaluation. An evaluation mechanism can be in place to serve as a gauge of the employee’s performance
• Promotion and Lay Off. For employees who have been performing well, HR would consider them for a promotion. However, for employees who had poor performance, there is a possibility that they will be laid off.

2.    Employee Compensation and Benefits

Since one of the roles of the HR Department is to do a salary and wages survey, the result of such survey will be the guiding information of this process.

3.    Performance Management

Managing the performance of the employees through training, motivating and rewarding them can significantly contribute to the achievement of the goals of the organization.

4.    Employee Relations

In a highly competitive industry, an organization might find itself experiencing the consequences of fast employee turnovers. Thus, a good and healthy relationship between the management and its people can help improve employee retention.

 

From the human resource manager job description, it can be construed that it is definitely a tough job given the things you need to consider and balance. You might always catch yourself in between the interest of the company and the employees, but a good HR Manager is someone skilled enough to handle both.

Human resource management is a systematic process of managing the human capital of a business or an organization. The hr department is responsible for ensuring that the goals of the employees and the organization are aligned in order to reach the purposes of the firm sustainably. Primarily, the role of HR management Was to attract, hire, and retain people within the organization and ensure that they contribute with the goals and help create solutions.

However, in the current times, hr management has evolved. New roles have been developed and are being catered by the hr department of any organizations, from small to multinational firms. Recently, human resource management also includes, but is not limited to, the following functions but is not

 

Carry Out Administrative and Executive Function

HR managers and their department are now involved in the administrative aspect of the firm. In this function, they provide the firm aid in their daily operations by, for example, comply with different laws and policies governing the activities of the organization.

With this on hand, it is the responsibility of the HR management to ensure that the firm adheres to the laws involved in managing the human capital of the company. In California, HR professionals are encouraged to get their HR consulting certification as the training consists in updating their knowledge of the current employment relations law.

The law mandates that HR professionals and firms must adhere with, for example, the California Equal Pay Act, how to work with independent contractors, lactation accommodations in the workplaces, and other similar laws that govern employee relations. Therefore, human resource management also has a role in the administrative aspect and operation of the company.

 

Directs the Learning Process

Managing the human capital of the firm also equates to ensure that the individuals who propel the growth of the company also grows along the way. It is essential that the company must be dynamic and should always be eager to learn.

In order to do this, the HR department must develop individuals in different key areas and encourage them to improve their current knowledge and skills. For this to be successful, it is vital to create a development plan as the planning cycle of the firm is also being developed. The role of the HR consultants is to identify employees and endorse them to different learning environments where they can learn and integrate these lessons on their methods.

Therefore, everyone must be provided with the opportunity to learn by any means possible and necessary. However, these learnings must also be assessed in order to ensure that the learning processes are effective and beneficial for both the employee and the company.

 

Identify Employment Trends in the Marketplace

HR certification program in California encourages practitioners to be innovators in the industry. Industries are dynamic ecosystems where everyone has a role. As such, it is essential for HR managers to identify the trends in the marketplace, specifically the current salary expectations of talents, track records, forecast necessary skill sets needed for different roles, and other similar patterns.

The ability to identify these trends, and other related patterns, is an essential role in human resource management, in order not to pass along talented individuals in and outside the firm.

For example, there is a change in the current labor force. Statistics show that older people want to work and be involved in different industries. Older people are willing and eager to learn how companies operate with existing and upcoming technologies. With this on hand, human resource management is also expected to redefine the term retirement by providing older people with a second career. It can be that they can work for the company as part-time or work temporarily on projects.

 

What Does This Mean for HR Practitioners?

Businesses may now start searching for “HR consultants near me” and may have found thousands of results. However, in order to stand out from the crowd, as an HR professional, you must also ensure that you are qualified for the ever-evolving job of an HR consultant.

With this on hand, it can be construed that a human resource management certificate worth it. The ability to learn and to adapt to new roles in the field of human resource management is essential for your career.

Remember that you are one of the catalysts for change in the organization. Therefore, it is your responsibility to be able to provide the dynamic needs of the organization. As such, you can start by learning and upgrade your knowledge in your field.

HR certifications also require specific training wherein you will learn the trends and how to identify trends in the industry. Data and technology are the critical sources of information which you will be using and will help you master the new roles and responsibilities of an HR consultant.

 

The Takeaway for Organizations

Always work with expert consultants when it comes to human resource management. Remember that your employees are the bloodline of your business. Therefore, do not let them down. Create the best and sustainable policies, adhere to laws and certification requirements, and take care of your people with the right and the best HR consultant that fits your industry.

The primary job of a manager is to help people become productive. Being a manager means that you are on the middle ground between the management and your people. You have to balance the interests of both parties in order to yield the most favorable results. As such, the role of a manager in a company is not easy. You must deal with a lot of different personalities, guide your team, serve many bosses and beat a lot of deadlines.

Indeed, a managerial position in a company entails more responsibilities. You have to handle different roles and, at the same time, you also have to deliver results as expected by the company.

10 Roles of a Manager in a Company

It is essential to identify the roles performed by managers, regardless of your position in the company. Specifically, here are some:

Hiring People

Some managers forego this role because they rely heavily on Human Resources to look for people to work with them. With the numerous responsibilities, a manager has, taking an active part in hiring people who you will work in the future is certainly something you cannot just set aside.

Even if this is the role of the HR in the company, taking an active part in the hiring process can give good implications in the long run. More than skills, you must also have a glimpse of the applicant’s attitude. After all, it will be you who will work together with the applicant once they get hired.

Performance Management

One of the most daunting but fulfilling tasks of being a manager is handling your people. Trying to manage different personalities can be very challenging. However, a good manager would know how to adjust with each of these personalities in order to bring out the best on each one of them.

As the manager, you must be able to set expectations and goals for your people, train them, monitor their work progress, address problems with their performance, give feedback and recognize their efforts.

Ensure the Growth of the Team

As the manager, you must be mindful of the growth of your team members as employees yearn for personal and professional growth. An employee who feels growth and improvement in his/her career is more likely to be more productive and more active in contributing to the achievement of the team’s goals compared to an employee who feels stuck.

Setting Overall Direction

One of the roles performed by managers is to be able to set the overall direction of the team. He/She must disseminate the goals of the organization so that every team member will have a guide on where they will direct their efforts to. Setting a direction can help the team focus on the things that can contribute to the team’s goal.

A Team Player

One of the mistakes most managers commit is making their subordinates feel that they are mere people working for the company. Some managers act like a boss – delegating unbelievable tasks to their team members, expect them to deliver the task without even guiding them, get angry if something went wrong and guise it as a way of “training them.”

This can demoralize your team members. It can also make them lose their respect for you. As a leader, you must take the role of a team player. You must show them that you can do what you asked them to do. You must also teach them the proper dynamics of teamwork.

Show Your Expertise

Respect is earned. You must show your team members that you deserve your position. You must be someone that they’ll look up to. You can do this by showing them that you are knowledgeable enough about your field and that they will learn a lot from you.

Manage Resources

You must look into the resources your team have. You must be able to determine whether these resources are enough to aide the team in delivering the goals you’ve set. You must also be careful that you are not overspending or wasting money.

Streamline Processes

As the manager, you have the authority to improve processes that you think can make the team more productive. It will help if you ask suggestions from your team as well.

Self-Development

Despite the many load on your shoulders, you must not forget yourself in the process. Always remember that you are a person who is also in need of professional and career growth.

Don’t stop learning. Attend training, ask for feedback and continue to explore the realm of leadership and discipline.

Communicate Information

Your role is more than just to disseminate information. A manager must relay information to your team members in such a way that they will grasp the principles behind what you are trying to communicate.

Also, communication must not be exclusive to a top-down flow. You must also take inputs from down-up (from your people), so your team members will feel that you value their contributions.

What does it mean to be a successful manager?

Once the ten roles stated above are performed well by managers, does that already make them a successful manager? What does it mean to be a successful manager?

A successful manager is:

•    Someone who has gained their team’s respect
•    Someone who produces leaders
•    Someone who inspires the team
•    Someone whom the team is looking up to
•    Someone who brings out the best in each of their team members
•    Someone who can balance the company’s deliverables vis-à-vis humane treatment to their people

Being a successful manager is not just measured by the numbers or the outputs. The true measure of a successful manager is determined by how he/she was able to make the team work together to achieve those metrics.

If you are a kind of manager who managed to deliver results by casting fear over your people, then you are not to be considered successful. However, if you are the manager who provided the outputs because you were able to inspire and bring out the best in your team members, then you are a successful one.

Your success as a manager is a reflection on how your people have grown under your watch – they are the output that would best measure your success as a leader.