In the age of digital workplaces, those who work in HR are often left wondering how their roles may change.
HR- or human resources- is a business division focusing on recruiting and training new employees, administering employee benefits, processing payroll, maintaining records, and supporting employees. This includes conducting disciplinary actions if a rule is broken and an employee feels unsafe or uncomfortable at work.
So how does this role change when work is mainly conducted online, and employees aren’t physically working together in the office daily? How do workplaces support employees when personal and professional lives collide, and lines are blurred? What is the role of HR in this era of remote workers?
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If you’re considering a master of human resource management, don’t worry- this career isn’t becoming obsolete- it’s more necessary now than ever before. Those working in HR have several core functions and responsibilities, and each of these transfers to a remote workplace. These responsibilities include:
- employee recruitment
- payroll
- benefits administration
- internal relations
- employee training
- compliance and safety
In fact, there are many HR places hiring in Tucson with a variety of open positions available both remotely and on-site.
Recruitment, onboarding, and communication
Hiring new employees and introducing them to their new roles has always been important, but the role is no longer limited by geography and thus has expanded. Job opportunities are now open to a wider range of people, and hiring the right person no longer includes relocation costs or parking spaces. Interviews can be conducted through video chat or even by telephone. There are a larger number of candidates to sift through too.
Once the ideal employee is officially hired, the HR professional must help the person find their feet in their new role. Training can be done online via video chatting and virtually shadowing a more experienced worker. Virtual meetings and team-building activities are a great way to help newcomers engage and connect with their coworkers.
The beginning is a crucial stage of the employee life cycle, and it must be done right. But it’s important to keep up morale and communication at every stage. Though happy with the freedom to work from home, some remote employees felt their work was undervalued. Others felt isolated and unmotivated. The solution to these problems is simple: communication. Including remote workers in projects and decisions, holding regular video conferences, keeping everyone up to date, and doing performance reviews are all methods of boosting communication- and holding accountability.
HR is often known as the “bridge” between employees and management. Similarly, as companies transition to remote work, HR leaders can be the bridge between in-person and online work and help employees manage this change.
Internal relationships
People worked alongside each other in physical offices, and conversations were free-flowing. They often ate lunch together and worked on projects together. Now, employees can still connect and communicate with virtual tools for instant messaging and video conferencing.
Employee engagement and satisfaction are directly linked to productivity and business success. Communication between employees can increase the feeling of community and camaraderie, making them feel more connected to the company. But it is important to set boundaries. What happens when the lines between professional and personal relationships aren’t clearly defined?
One of the more controversial parts of Human Resources is performing disciplinary actions, but this is in place to protect employees. People deserve to work without fear of being discriminated against by management or other employees.
The downside of virtual communication is that someone may feel more comfortable harassing or bullying a coworker when separated by a screen and geographical distance. When they aren’t seeing the person face-to-face, they can forget the human being behind the computer. The upside of this is that there is proof of the exchange. Gone are the days of proving that a coworker did something inappropriate.
HR professionals can also advocate for employees who aren’t necessarily being treated fairly. If an employee is struggling in the workplace, rather than unnecessarily firing them and then dealing with the cost of firing someone and recruiting a replacement, HR might be able to work with the aforementioned employee to find the root of the problem. Then they can hopefully address this problem properly. Not only does it save money, but it also helps a valued employee and creates a learning opportunity for all involved.
If dealing with the root of the problem isn’t an option and the employee needs to be let go, an educated HR leader will know what needs to be done and how to go about this the right way.
A compassionate HR leader understands that work isn’t the only thing going on in an employee’s life. They may be weathering trauma, mental or physical health issues, a change in life circumstances, and various other things. It’s also important to give people time to adjust. As recently as 2019, remote working was relatively rare. Transitioning to working from home has been a tremendous change, and many people are still figuring out the technology aspect, not to mention the balance between work and home life.
Information and Data
HR needs to keep track of important information, not only about the company but about each employee. This can include the employee’s address, birth date, work hours, salary, job title, benefits, sick days, proof of eligibility, absences, complaints, and more. That’s a lot of information! And obviously, all that information needs to be digitized. It also needs to be secure so nobody can access it unless authorized.
The entire business process has been automated. In many ways, the job of an HR professional has become streamlined. It leaves more time for those working in HR to focus on ensuring the business is running smoothly, with each employee satisfied and doing their job to the best of their ability.
A Human Resource manager’s job is never fully done. There will never be a time when every single employee and manager is happy and there is no conflict or issue within the company. But connecting with employees, helping with any problems, adding a personal touch, and showing true compassion will certainly improve the working life of many.
