At its simplest definition, human resources is the management of employee relations. Oftentimes, however, the function of a company’s human resources department goes way beyond what initially was only managing recruitment, payroll, benefits, etc. HR professionals are also responsible for (and this is not limited to): short- and long-term strategizing, handling consequences in the event of legal action by employees, maintaining the company’s organizational culture, and much more.
Because the responsibilities of the HR department can be quite extensive, a company’s in-house team may not be equipped to take care of it all. This, therefore, would lead to a decision to supplement the department with experts who will be able to provide guidance and support for the in-house team. Getting assistance when it is needed is always a company’s best move. This will ensure efficiency and high-quality performance with every feature within HR.
Every company workplace is different. Managers would examine the areas needing the extra assistance and then hire HR specialists accordingly to provide services within those particular areas. Let us look at some reasons companies may want to supplement their human resources department.
RECRUITMENT AND RETAINING
When building upon an existing team, it is important for HR managers to be aware of the skills in top-performing employees. Based on these skills, managers should have a clear idea of what they want in new team members and then proceed to seek out like-minded candidates. Companies can supplement HR with recruitment specialists who would be able to effectively hire new employees based on what the manager requests.
With those currently employed in a particular workplace, it is a priority of HR to retain higher-quality talent for as long as possible. This may require outsourcing of wellness specialists to ensure that employees are satisfied with their jobs and work environment.
In addition, with retaining talent, this not only applies to other employees of the company, but also members of the HR team. A company needs to be aware of the key elements needed to maintain high accreditation among its HR department. They may need to supplement training and development experts in this case to ensure that the in-house team gets appropriate training to gain expertise and maintain high performance levels with different functions within HR.
UNIONIZED VERSUS NON-UNIONIZED ENVIRONMENTS
Work environments differ based on whether a company is unionized as opposed to non-unionized. Unionized environments are understood to be more structured. For this reason, compliance with workplace laws and regulations would be strictly adhered to.
In the event of a legal matter in the workplace (e.g., repercussions from a lay-off), every human resources department has advisors it can rely on for advice. To manage such issues, the company can supplement the department with specialists who would be hired to support the in-house team with risk management as well as compensation and benefits.
Differing from unionized work environment, non-unionized environments are known to be more fast-paced. Some may not have a fully functional HR department either. As a result, management in these environments might have the freedom to exercise discretion with their employees. This does not indicate a lack of compliance with employment laws, but employee relations can be a little less structured.
Referring back to the example of laying off an employee, this act can be highly disruptive to the workplace in various capacities. In-house HR managers are sometimes ill-equipped to properly manage such problems, thus requiring HR consultants.
SHORT- AND LONG-TERM STRATEGIES: COMPENSATION
At the mention of compensation and benefits, this would be an indication of a company’s short- or long-term strategies. A compensation strategy would be on a long-term basis and is relevant to the retaining of talent. Compensation experts would be beneficial to supplement HR for appropriate guidance.
Felicia is the manager of human capital solutions at AugmentHR. With over six years of recruitment experience coupled with multi-faceted HR roles, Felicia is an expert in matching people with the right role and environment. She has worked in many different industries, including investment banking, HR consulting firms, medical, and commercial. Understanding people is one of her strengths, and she has recruited at every level, from directors, project managers, and engineers to operators and general labourers. Her ability to network and develop relationships has been a key tool to her success. With approximately two years of experience managing people and creating a positive work environment, Felicia’s diverse skill set makes her a well-rounded individual. Her business education and background help her identify different business needs and human capital solutions.