Most HR Managers today face the challenge of managing multiple priorities, each  requiring a different approach and method. For e.g., the HR  department is responsible today for a variety of objectives from workplace hygiene to conflict management, meeting the productivity level demands of the management, and ensuring a healthy work  load for the staff. The activities for each of these areas have a distinct pattern and approach. All this is in the backdrop of continuous recruitment to fill existing vacancies or meet new role requirements.

Isn’t this a huge ask from the HR team that is mostly a small group or team when compared to the overall employee strength? This is a a huge expectation challenge from the top management. 

HR needs a clear plan and strategy to perform its primary tasks – facilitating  various team activities, internal communications, and ensuring continuous engagement with employees with the purpose of nurturing people in their professional journey. This entails  continuous learning and upgradation of skills and size to help reinforce and empower HR teams  so they are equipped  to serve better to reach the overall objecives of the organisation. 

If people in an organisation learn and grow, the organisation is bound to grow. 

In large organisations, the human resources department may have multiple specialists who perform specific tasks that relate to recruitment, employment interviews, job placement, payroll and benefits, learning and development, compliance to labor laws and so on. As a small-business owner, there could be one human resources specialist who handles a wide range of tasks. It is always important for the leadership to make sure that the HR processes are monitored and adhered so as to have a highly effective workforce that can take on business opportunities and manage client relationships to their fullest capabilities. 

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