40 years ago, a human resources manager was a dead end job. The department did not produce any revenue to a company but wasted resources with its operation. People were pushed to be HR specialists if they were incapable of doing some more serious job. Maintaining a record of current employees was an annoying paperwork irrelevant to anyone for most of the time. This state of events changed with the introduction of digital technology in the workplace.
In the 21st century, HR department became nothing less than the productivity center of the organizations. HR specialists work to enhance the performance of employees regulating working conditions and making the schedule comfortable for everyone. An HR manager facilitates the interaction between workers and other managers who may have overlooked the needs of their employees. What shall be changed to improve person’s performance? Do people need extra education or training to achieve new heights? All corporate issues associated with current employees are now the business of HR specialists.
Besides productivity of their workers, HR managers also deal with the job satisfaction, turnover, and absenteeism in the workplace. People are not computers, and they often require more than resources and salary to be satisfied with their place. If one’s direct manager is too busy to bother with the employee’s complaints, they come straight to the HR manager who tries to make a compromise. When too many people are dissatisfied with their jobs, the turnover increases, and the task of an HR specialist is to control the number of people leaving the organization. Hiring is a constant process in every company, but the productivity of everyone inevitably drops if there is plenty of new staff. That is why a present-day HR manager covers a broad range of diverse issues that strengthen companies from within.