Co Author Chantal Endemann (Head of Human Resources at The Entertainer) LinkedIn Article
In the arena of increased artificial intelligence and automation of processes we may feel we are more controlled and at less risk of inappropriate behaviour having a negative effect on our business. This maybe true but we will always need individuals and human beings to do some of the processes within our business and research has shown that one of the biggest risks to a business is the Human Capital employed by the business.
As the Human Resources function are the main team involved in implementing the human related elements of corporate governance it is important to recognise the crucial role the function plays in the process. Human Resources professionals carry a substantial burden of responsibility to ensure they implement the right policies, procedures and practices across the organisation to protect the organisation form the risks associated with human capital and human behaviour.
Some of the roles and responsibilities the Human Resources team bear include:
- Review of all legislation, regulations and directives from all legislative authorities within the regions where the organisation operates, recruits or travels too. These requirements need to be identified and then translated to policies.
- Advise the management on the human capital related elements of the strategy including the requirements to implement internal and local best practice while maintaining good governance.
- Identification and implementation of internal policies that protect all employees from situations including;
- Harassment and abuse
- Discrimination (racially, gender, sexuality, religion, age, education, compensation)
- Child Labour
- Unsafe working practices or locations
- Design and implement fair compensation and benefits polices including;
- Grading structures
- Clearly defined compensation systems
- Payroll processes
- Job evaluations
- Market rate assessment and strategies
- Pay for performance including performance management structure that eliminate any bias or favouritism
- Development of recruitment policies, practices and systems to ensure the right person for the job gets the job regardless of any bias the recruiter may have.
- Develop practices, policies and procedures for employee welfare to ensure there is a fair and suitable working environment for the employees to perform the tasks allocated to them.
- Develop and clearly communicate ensuring understanding of the desired culture and code of conduct expected from all employees while working with the organisation.
- Design and implement employee relations and engagement strategies to assist in identification of the “pulse” of the workforce to ensure there is no disruptions to business operations.
- Design and implement policies for all human capital related activities
- Ensure the implementation of a robust communication system for all employees to be aware of policies and procedures including verifying understanding to facilitate compliance. Policies available on an intranet is not communication or ensuring understanding.
- Creation of grievance and disciplinary policies and practices to ensure employees have the information needed to raise concerns and underperforming employees are developed or removed from the organisation.
In summary the Human Resources team have a number of roles which maybe perceived as conflicting i.e. are they on the side of the business or the side of the employee. This is where clarity and transparency is needed as part of the corporate governance structure and all communication. The role of the Human Resources function is to manage the human capital related activities for the business therefore to make sure the employee has everything needed to do his job well and to implement best practices in human capital management but to represent the organisation by ensuring the strategy is achieved. Learn More