There are a lot of buzz words in human resources management that not everyone understands, but decoding a title’s meaning can still leave the actual job duties and its classification a cryptic puzzle for those in the business. HR professionals are trained to think about the best ways to get everyone on the same page, so if they are not clear on what something means, chances are it is not going to be used to its best potential.
Gaining a better understanding of what HR governance is and what it can be used for can help an organization vastly improve the quality of its people management. Treating the individuals in a company as unique people, focusing on their wants and needs, increasing their productivity and smoothing out performance difficulties can be achieved more easily with the right human resources systems and improved governance. We like to think that most companies want to treat people as their biggest asset.
Learning the Basics
In terms of governance, this individual or team of people is meant to increase oversight, reviewing essential processes for accuracy and accountability, providing follow up where needed in order to ensure that tasks are being completed in a satisfactory way and problems are being handled appropriately.
Governance provides and reviews oversight, including rules, guidelines and protocols meant to keep everyone acting in accordance with internal standards, as well as state and federal compliance requirements. It creates a secondary entity performing fact checks and other quality controls so that nothing slips through the cracks. These utilities can help companies make better decisions and afford a higher level of excellence for the whole organization.
One of the main purposes behind governance is to make sure that people are being cared for in such a way that promotes employee engagement and retention. These are very expensive resources to lose, and every time a person quits, the time and money put into filling that gap far outweighs the cost of training or improving the condition of that worker. Additional oversight of the HR process can provide a useful third look into the issues plaguing retention and satisfaction in a company.
Putting it To Use
Having a responsible committee for keeping track of how internal processes are running can be a benefit to accuracy and transparency, but considering that it requires more man hours from those in leadership positions, certain organizations may be tempted to shirk this responsibility and assume their procedures are fine the way they are. On the contrary, skipping the governance process will allow for more errors and a lack of accountability in the workplace.
There are a number of procedures within the business framework that can be improved and adjusted just by introducing HR governance professionals. These services reduce duplicity in file creation, maintenance and destruction, clarify reporting and maintenance processes, create identifiable analytics of business performance and make sure that all departments are operating in accordance with the corporation’s overall purpose.
Creating an entity within the organization whose only responsibilities are to review practices, look for better ways to conduct business and reduce unnecessary expenses can make the investment of human resources much more worthwhile. Most businesses are using practices that are costing them money instead of helping with savings, and a governance policy would quickly root out these problems.
Increasing productivity and accuracy is easy when governance is implemented appropriately. It takes a skilled hand, determination and clear ideas about what the business’ aims are in order to set up guidelines that meet these goals. Monitoring processes once they are in place is a simple task as well, which the HR governance leader or team will manage as best fits their schedules. Optimization is key with these faculties, but it is always best to have an oversight on these individuals as well to ensure they are doing their jobs correctly.
The state of Washington has directed its human resources department to construct and maintain governance offices specifically to meet these ends, but even here employees filling governance titles are subordinate to those in key leadership positions. Increasing transparency on internal accounting procedures and fact checking at every level is key to ensuring that tasks are being completed in accordance with the overall corporate message and standards in mind.
HR governance provides insight and guidance for human resources practices in order to improve on existing functions. These professionals can act as intermediaries, outline changes and provide analytics on what a company is doing well and what needs to be improved, creating a more harmonious workforce with heightened performance metrics.