20 Reasons Why HR Is Beneficial to Your Business

Human Resource (HR) professionals bring a wide range of benefits to organisations whether it is for small start-up businesses or fast-growing enterprises. [People professionals play a crucial role in the management and development of employees within the organisation](https://www.breathehr.com/en-gb/blog/topic/business-process/why-is-human-resources-important#:~:text=HR plays a key role,business culture covered by HR.). For businesses to successfully grow, business owners and senior leaders must ensure that their people strategy aligns with their day-to-day operational strategy. Therefore, consistent collaboration and communication between senior management teams are key to achieving overall goals and success.

Without rigorous HR infrastructure, businesses simply cannot scale up properly, there needs to be a central hub that deals with the employee’s welfare and concerns, outside of their duties and responsibilities in the role. Here, we’ve attempted to widen the view of HR to showcase just how many facets of a business it touches. From hiring and headhunting to budgets and benefits, it really is an all-encompassing part of a business that ensures team members can focus on doing their job properly.

If you’re a business that is interested in HR, there is a good chance you’ll want a strong digital presence too. If that is the case, why not get in touch with us? We have a fantastic HR team which allows our digital marketing experts to deliver award-winning campaigns for all manner of businesses. Give us a call at 0161 327 2635 or email us at info@embryodigital.co.uk.

In the meantime, let’s take a look at some of the top reasons why HR is beneficial to your business!

20 Ways HR Benefits Your Business

1. Recruiting new talent – HR leaders will spend time assessing the employer brand and how the organisation positions itself in the industry versus their competitors and begin developing a strategy to attract potential candidates.
2. Hiring new employees – Once the applications start to build up, HR professionals can coordinate with hiring managers to ensure the correct screening process is carried out. This could be checking credentials or references. Specific interview stages can then be developed to assess the skills and suitability of each candidate for the desired roles.
3. Budget control – Some organisations may have specific budgets allocated toward recruitment fees, training and development, employee benefit packages, and more which need to be managed effectively to ensure all areas of the organisation are successfully developing and not being over or under-budgeted.
4. Employee engagement – As organisations go through periods of growth and change, it’s important to recognise that its people also go through the same process (be it personally or professionally). Conducting an engagement survey throughout the year can be a great indicator of what motivates employees, whether they are aware of the company’s vision, KPIs, and what likes/dislikes they have about the organisation. HR can then evaluate this data and implement positive changes.
5. Employee benefits & wellbeing – Looking at what motivates employees can play a huge factor in developing an employee benefits package to suit the needs of the team. Survey data has shown that financial benefits are no longer the priority for employees and things such as counselling have become one of the most desired reward trends for 2023. HR leaders will be key drivers in the implementation of such packages.
6. Training and development – For organisations to successfully grow as the competition enters the market, and industry regulations change, its people need to ensure that they remain educated and promote thought leadership within their departments. Some employees may also need management support; HR can act as a guide to help support employees with the day-to-day team management challenges.
7. Inductions – the first week of employment for new employees is vital for them to feel comfortably integrated into the team with all of the necessary information for them to be able to get stuck into their new role. HR will ensure that all of the correct onboarding processes are followed, which in turn, will help increase retention rates and employee satisfaction.
8. Employment law – employment law can change on an annual basis, and ensuring that your organisation is compliant with this is essential. The HR support function will allow businesses to be kept up to date with such changes and ensure all of the internal policies and documentation reflect this.
9. Conflict resolution – Sometimes disagreements can occur in the workplace, HR is there to help facilitate professional conflict resolution and support employees with how to communicate effectively whilst being assertive in order to navigate through any issues that arise.
10. Performance management – There may be times when employees begin to underperform throughout their job role. This could be due to a number of reasons (personal or professional). When this happens, it may be that the line managers need support in managing a performance improvement plan and looking at ways to set SMART goals to help the employee perform at the required level.
11. Exit Interviews – When employees decide to part ways with organisations, it’s really important for the HR function to gather as much information and feedback from them to understand the reasons why they have decided to leave. This can help improve certain aspects of the organisation and prevent other employees from leaving.
12. People data – Assessing your people data can help business leaders to set KPIs in place to improve year on year. Key data like attrition versus retention rates and splitting this out with voluntary vs involuntary data can be really valuable when it comes to identifying any potential problems the organisation may have with employee wellbeing or onboarding.
13. Policy implementation – Having the right policy documents in place is key for enforcing any rules and regulations your employees should adhere to. An employee handbook is also really important for all employees to have visibility on their first day so that they can understand what the organisation expects from them. HR will be able to regularly update the handbook when required and ensure all employees adhere to them.
14. Payroll – The management of payroll in a large organisation can be incredibly time-consuming for business owners to carry out. HR professionals will need to ensure that all employee expenses, commissions, salary increases, leavers, new staff, and any statutory payments have been authorised.
15. Reward Management – When assessing targets for the year ahead, HR can be there to support senior leaders in designing ways to incentivise employees to achieve their goals. This, in turn, will contribute towards the overall business’s financial performance. Different team members may be incentivised in different areas to suit the needs of the business, this could be generating new business, or progressing to longer-term contracts so that the organisation can forecast correctly.
16. Employee support – There may be times when employees feel unable to go to their line manager for support, HR can provide an impartial support network to employees who need advice or someone to open up to who can listen to their concerns.
17. Risk Assessment – As organisations experienced during COVID-19 assessing risk in the workplace from a health & safety perspective is extremely important, especially for expecting mothers in the organisation. HR will also be there to advise business owners on the best course of action that will be relatively low-risk to the company.
18. Annual leave – Holiday entitlement will run within different timeframes for different organisations and some may have certain allowances for rolling any annual leave not taken into a new holiday year. This can be very difficult to manage in larger organisations. HR can set up specific tools (such as Breathe HR) to help keep this process streamlined and easy to manage.
19. Sickness and absence – Sickness policies can vary in different organisations, some may only pay statutory sick pay (SSP) and others may pay company sick pay in addition to SSP. Tracking sickness and absence is really important for organisations to be able to identify any absence trends with certain employees and also to ensure the correct payments are processed with accounts. Return-to-work meetings must be carried out to ensure the employee is in fact fit to return to work and carry out their duties.
20. Succession planning – Succession planning focuses on identifying and growing talent to fill leadership and business-critical positions in the future. HR will liaise with the senior leadership team to ensure the skills needed for the business to progress are either developed internally or recruited from outside of the organisation. This is key for successful organisational development.

Want Great Digital Marketing to Go Alongside Your HR? Get in Touch with Embryo!

HR professionals provide a wide variety of benefits to all organisations and put in place at the right time can be a huge contributing factor to the success of an organisation, by allowing business owners to focus on the business rather than ‘in the business’. Working with people can be extremely rewarding but also challenging, so having the right team in place to provide this support function is really important.

As we mentioned, our fantastic HR processes allow our digital marketing experts to help grow your business’s online presence. So if you’re interested in paid and organic marketing channels, as well as HR, then be sure to get in touch with us! You can email us at info@embryo.com or call us on 0161 327 3625.