Your Customer Is the Individual Employee

The role of the HR professional is changing. In the past, HR managers were often viewed as the systematizing, policing arm of executive management. Their role was more closely aligned with personnel and administration functions that were viewed by the organization as paperwork.

When you consider that the initial HR function, in many companies, comes out of the administration or finance department because hiring employees, paying employees, and dealing with benefits were the organization's first HR needs, this is not surprising

HR contributes not only to the development of but also the accomplishment of the organization-wide business plan and objectives. The HR business objectives are established to support the attainment of the overall strategic business plan and objectives. Our HR team is knowledgeable about the design of work systems in which people succeed and contribute. This strategic partnership impacts HR services such as the design of work positions; hiring; reward, recognition and strategic pay; performance development and appraisal systems; career and succession planning; and employee development

As an employee sponsor or advocate, the HR team plays an integral role in organizational success via their expertise in how to create a work environment in which people will choose to be motivated, contributing, and happy. Fostering effective methods of goal setting, communication and empowerment through responsibility, are some of the techniques adopted to establish the organizational culture and climate in which people have the competency, concern and commitment to serve customers well.

The constant evaluation of the effectiveness of the organization results in the need for the HR team to frequently champion change. HR needs to constantly assess the effectiveness of the HR function.