When we take a look at a typical organization, we can find the following: a group of people distributed among different departments inside the organization. These departments could differ according to the type of organization and the working environment inside.
However, there are important questions that need to be asked: on what basis do these people exist in these departments? Do they fit well in their positions? Are they happy with the work they do? Do they know what is required from them? Do they work in accordance with the general vision of their organization? Do they feel satisfied with what they’ve achieved? Can they achieve more at their work? Do they feel secure?
All these questions should have answers, but who is responsible for finding the best answers for these questions?
We all know that the ones responsible for all human-related issues in any organization is the HR team. However, in order for HR members to function properly, they should receive clear messages from the management regarding the vision of the organization and its main objectives. Vague messages prevent HR people from achieving their main task, which is acting as a link between an organization and its people.
The fact that most organizations don’t notice, or that which they are not willing to deal with, is that HR departments differ in nature from any other department inside the organization, as they deal with human beings. Their performance and plans can’t be measured in monetary values or numbers like other departments, such as financial, marketing, sales… etc. Measuring the success of an HR department is complicated as it involves dealing with people inside the organization, and achieving its goals regarding fitting people in their right positions, assessing their satisfaction or dissatisfaction inside the organization… etc.
The lack of clear and consistent communication between management and HR department inside the organization results in damaging the main link between the organization and its employees. You just can’t ask an HR member to find the right candidate for a position without a clear description, based on the required job duties and responsibilities of this position.
On the other hand, it’s not all about getting people, making interviews, filling vacancies, and that’s it. Dealing with people is a kind of art that people should be well prepared for by understanding all the details about the organization’s structure, and the work environment, since each place has its own unique culture and environment. Therefore, the big deal is finding the people who match this unique environment and not just finding a candidate with good skills and experience.
We can reach a conclusion that in order to get the optimal output from HR members: they should get the appropriate support and clear messages from the organization’s management. On the other end, HR people should consider the best ways for getting this input into their implementation plan, the unique culture and work environment of the workplace, and by closely monitoring and following up the organization’s members.
By: Nancy Wahid
Photography: Mohamed Sherif El Dib
Instagram: @mohamedeldib
EDITORS: Sarah Shalaby & Nada Adel Sobhi