The HR should have parental skills

There is a soap making company that used to run a regular advert on TV claiming that their soap lasted longer just like a mother’s love. Of course it is almost undeniable that mothers are sources of enduring love.
  Allan Brian Ssenyonga
Allan Brian Ssenyonga

There is a soap making company that used to run a regular advert on TV claiming that their soap lasted longer just like a mother’s love. Of course it is almost undeniable that mothers are sources of enduring love.

Mothers are known to love their children unconditionally whether they are born normal or with defects. They continue to offer this love even when the children do not become enviable doctors or business persons in the future. In short a mother’s love is something every child can bank on as long as they are alive.

In many organisations today, there is a position for the human resource manager commonly referred to as the HR. The holders of this office bear great responsibility in a company or organisation since the fate of many employees lies in their hands.

Human resource managers are directly involved in the recruitment processes of most companies which means they must be very conversant with the company’s labour needs. Secondly they are involved in the training of existing staff again this means he/she ought to know what skills the company needs and the kind of training that is needed to meet this objective.

More importantly the human resource manager ought to serve as the parent or the mother in the company. The HR office should be the source of the legendary motherly love that lasts longer and longer. And by love I do not mean he/she should shower the staff members with salary increases and holidays but a listening ear.

Companies or organisations tend to have a similar structure with families. You have the elders and the young ones (junior staff and new staff). The dynamics involved in keeping the staff working effectively as a team are something that the HR should concern himself or herself with.

Many times you will have clashing egos or dissatisfied people in an organisation and all this will affect the productivity levels of these people. In order to handle this well, the HR ought to have an ear on the ground and to counsel staff members to ensure that productivity levels are kept high.

A person in this position should not just concern themselves with salaries and job descriptions but also listen objectively to any problem at work or outside work that may make the life of an employee difficult and thus affect their work rate.

When salient issues affecting the welfare of employees are ignored, some will be compelled to vote with their feet. An exodus of staff is a clear sign that the HR is not doing his/her job. Why would several members of staff choose to leave without the HR finding out why and devising a solution to ensure they rather stay and work?

That said, anyone occupying the HR office must be of approachable character and also make it easy for the staff to get in touch almost at any time. It may not be helpful to paste strict ‘visiting’ hours on your door because you may never know when one will have a burning issue to talk about.

If staff members cannot run to HR for a listening ear then something is essentially wrong with that company or organisation. Staff members should not be made to feel orphaned in this new family they work with.

 

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