The role of human resources has been divided between myself and my two business partners over...

 

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The role of human resources has been divided between myself and my two business partners over the years. In 2017, we started retaining the help of a fractional HR professional on an annual basis however she mostly keeps us up to date with major federal and state policy changes and consults with us when we have a delicate HR issue to resolve such as difficult termination. While we have been able to manage over the years, our lack of dedicated HR support became incredibly stressful during the start of the COVID-19 pandemic and remains a glaring point of weakness in the organization today. With 30 full-time team members, it is time we make the investment necessary to take better care of our employees and our organization. According to the U.S. Bureau of Labor Statistics, HR professionals oversee employee recruiting, and staff onboarding, manage employee benefit programs, mediate staffing issues, and serve as the vital link between company management and its employees. In addition, HR managers often administer employee-related services such as payroll and training (U.S. Bureau of Labor Statistics, 2019). We could certainly use more help managing all things related to human resources at my organization. I can see how having more powerful help in this regard could benefit all internal stakeholders. For staff, I assess having a dedicated person to help with onboarding, paperwork, and staff disputes would be a nice resource to have. For company shareholders, having a strategic human resource professional on staff would help us keep our paperwork up to date, save time on recruiting, and help us with retention efforts. What would you conclude from the above? Explain. The role of human resources has been divided between myself and my two business partners over the years. In 2017, we started retaining the help of a fractional HR professional on an annual basis however she mostly keeps us up to date with major federal and state policy changes and consults with us when we have a delicate HR issue to resolve such as difficult termination. While we have been able to manage over the years, our lack of dedicated HR support became incredibly stressful during the start of the COVID-19 pandemic and remains a glaring point of weakness in the organization today. With 30 full-time team members, it is time we make the investment necessary to take better care of our employees and our organization. According to the U.S. Bureau of Labor Statistics, HR professionals oversee employee recruiting, and staff onboarding, manage employee benefit programs, mediate staffing issues, and serve as the vital link between company management and its employees. In addition, HR managers often administer employee-related services such as payroll and training (U.S. Bureau of Labor Statistics, 2019). We could certainly use more help managing all things related to human resources at my organization. I can see how having more powerful help in this regard could benefit all internal stakeholders. For staff, I assess having a dedicated person to help with onboarding, paperwork, and staff disputes would be a nice resource to have. For company shareholders, having a strategic human resource professional on staff would help us keep our paperwork up to date, save time on recruiting, and help us with retention efforts. What would you conclude from the above? Explain.

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