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The primary function of the human resources (HR) department is to establish, develop, maintain, and communicate personnel policies to the entire company and the staff must respect HR executives as their leader, and the best way for HR executives to gain that respect is to earn it. In dealing with people —whether they are employees, customers, or the public in general—it is often the so-called little things that cause the biggest problems. As with most procedures that work, many are the result of trial and error, successes and failures, until the right solution is found. While the following guidelines do not apply to every company's individual circumstances they may nevertheless apply to a future situation. They concern the relationship between HR executives and the HR management staff: • No employee, whether manager or operative, always makes the right decision, and there is no such thing as an employee who never makes a mistake. Regardless of these truths, however, one of the first principles to be observed between HR executives and the management staff is that HR executives must back them up and support their decisions to anyone outside the department. This does not imply that they can never be wrong, nor that HR executives openly support them when they are wrong, but it does require that HR executives not condemn their action or concede that they were wrong until they have had the opportunity to discuss the matter with them first. If their decision was wrong or even questionable, the matter can then be corrected without embarrassment, and the human resources management staff will admire and respect the stand of the HR director and will undoubtedly make every effort to prevent a repeat situation. • In any human resources operation, regardless of the size of the company, a great variety of events, problems, situations, and opportunities will occur, primarily because the function of human resources is to deal with people. The challenges are literally endless; therefore, HR executives will want to keep in daily contact with their managers. To have detailed knowledge, HR executives should hold weekly or biweekly staff meetings with them, as well as require written, but brief, weekly status reports from them covering their current and anticipated projects. Many chief executives and some managers dislike meetings of any kind and characterize meetings as events where minutes are kept and hours wasted. Nevertheless, a well-con- ducted, stick-to-the subject session will prove a highly effective communication tool for all participants, and especially for HR executives. Staff meetings do not have to be dull or boring; the more interesting and lively they are, the more the management staff will look forward to them and will participate and contribute productively. A bit of genial and genuine humor from time to time can further enhance staff meetings. the HR director personally enjoys association with them in a business context. Classof1.com offers Human Resource Management Assignment Help
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