How many departments a company should have or which are the most essential. Above all, if we have just started a business project or a small company. In these cases, the scarcity of time and financial resources will likely cause one person to take on multiple responsibilities. However, there will come a time when, naturally, we will need to assign specific activities to other people.
Precisely, that will make possible the creation of the so-called departments. To organize them and have a clearer vision of the whole that makes up a company, it is helpful to rely on an organization chart where the objectives of each area are defined, the people who will integrate it, and their specific functions.
The role of Human Resources (HR) in a company is central since they are the ones who choose the people who will work in the company, with the help of a meticulous and studied method. And their selection – the employees – could be decisive for the success or failure of the organization. Today, some professionals prefer to call this department “Personnel Management,” “People Department,” “People,” “People & Happiness,” or even “Happiness department” to get away from the outdated image that evokes the current name.
Among the main functions of the Human Resources department is that of “signing” new members for the teams. The first step is to start the recruitment process, which is characterized by writing the job offer and publishing it on various portals, both their own and those of others. Afterward, the way to find the ideal candidate is to continue selecting personnel, where the phase of interviews and psychological or psycho technical tests would take place.
In addition to working to find talent, another of its most important functions is to manage the human resources that the company already has correctly. For example, if a person, for whatever reason, does not feel comfortable in their job, this department is in charge of facilitating a relocation. Also, ensuring employee benefits and guaranteeing fluid communication between the entire staff to increase performance is part of their job.
The digitization of legal procedures such as dismissals, sick leave, Management of absences, payroll or contracts, and many others has a positive impact on the department itself, despite all predictions. By automating these tasks, Human Resources departments can spend more time focusing on people: something that requires empathy, which, at the moment, is beyond the reach of a machine.
Studies show that a company increases its productivity by 31% of its employees are happy. Hence the importance of taking note of the employees’ personal and professional worries and concerns. One solution to increase motivation is to offer non-financial rewards or emotional salaries, such as a flexible schedule, training, a good work environment, maternity or paternity leave, rest or game rooms with free snacks, etc. Depending on the worker, preferences vary.
When it comes to employee health care, you have to differentiate between prevention and treatment. According to the World Health Organization (WHO) calculations, investing in the recovery of a worker is less profitable for a company than managing a protection and risk prevention plan. The problem is that not many companies are willing to put up the money to make it happen. And that is a mistake because if a company cares about its employees, it is indirectly also safeguarding its survival since, without healthy employees, the company cannot function properly.