Employees are the main gears that turn any business. This is especially true in large industries. Managers and business owners recognize this fact so they work with different agendas and programs in a conscious effort to make their employees happy so that they will continue to work well in the company. Without proper guidance, those upstairs may turn to personal biases and favor those employees whom they think deserve these benefits. In this regard, there is a special department in companies who handles the different issues, concerns and responsibilities to this sensitive resource.
The Role of HR
The Human Relations Department, or commonly called as HR, is responsible for the role of the bridge between the corporate heads and the workforce in the company. This department handles all concerns such as payroll, compensation, and benefits. This department is tasked to make sure that the employees receive the right compensation for what they work for and that the company receives significant work done for what they pay for.
This is also one of the main reasons for turnovers within the company. It is often the unjust assessment of the work delivered which directly affects compensation. If the turnovers are more often within a period of time within particular departments for this particular reason, the assessment program may be at fault.
HR departments usually have a unilateral system for the performance evaluation of its employees. This is commonly adopted so that the assessment will be done in an orderly and systematic manner. The process is considerably faster to accomplish but leaves a lot of evaluation problems. For example, a Salesperson can be quantitatively assessed for performance based on actual successful transactions made. On the other hand, a marketing representative is also assessed for the increase in sales in particular projects or propagandas. If a campaign takes a significant amount of time to finish, a marketing rep’s performance evaluation will only reflect a number of advertisements accomplished and the effects of the work done may not materialize immediately in the form of sales.
The Difference of Then and Now
This is certainly unfair for the departments whose role in the company where a quantitative assessment cannot wholly represent their individual performances and contributions to the company. The quantitative type of reasoning adheres to the previous generation, the industrial age, but seems to lack the capability to comprehend and acknowledge today’s information age.
Industrial age workers are usually paid by the hour or per production unit. This is because the merchandise produced is tangible or can be immediately given quantity and quality. That is why the large industries hold equipment, buildings and facilities, and possessions to materialize their net worth. Unlike the previous age, the information age does not necessarily rely on tangible assets to build the true worth of companies. Like in the case of the business giant Facebook, the company’s material assets do not comprise most of its true net worth. The value of Facebook lies in its wide user data and network.
It is near impossible to find a universal formula for assessing the performances of the different departments and discipline within a company. One program may suit a particular group, but another may fail to justly assess the employees’ performances. A proper recall and study of the company’s vision and mission will help in the development of effective assessment programs for specific workgroups. Although the process may take quite some time to complete, investing in this important re-structure will bear more fruit in the long run. Doing so will create a better working ambiance within the company, ensuring the growth and satisfaction of the employees and at the same time the future of the institution.