As companies reevaluate every line item on their financial sheets, even the budget of the Human Resources department may experience cutbacks. How can the Human Resources department help the employer do well in such a business environment?
Hidden in the current crisis are opportunities for new HR strategies. Traditional functions of the Human Resources department have focused more on employee hiring, firing, training, and the administering of employee benefits. Today's fast-changing world presents fresh avenues for the HR department to become a stronger strategic partner for the company or the employer. Some of these strategies have been adopted by large companies with proven success. Some of these methods are in the experimental stage with promising results.
To make a significant contribution to the company's stability and success, the Human Resources team must seek ways to address existing or potential needs of the employees beyond their professional development. Visionary companies know good employees are their most valuable asset. It is the HR department's top priority to provide strong support to the personal and family needs of the employees in the corporate setting.
When employers help their employees lead a balanced life between work and family, they become more productive for the employer and stay with the same company much longer. Strategically the HR department can guide the company with creative and well-Implemented solutions that will enhance the reputation of the company in the workplace. The following examples illustrate how some of these proactive strategies can generate visible results for the employer:
Coordinate A Flextime Work Schedule
The Human Resources department can coordinate a predetermined flextime work schedule for employees who wish to take classes or take care of personal responsibilities during normal office hours. The employer can benefit from this practice by extending the hours of customer service without paying overtime. Part-time workers will also find such an arrangement attractive since it allows them more flexibility in work scheduling. It is up to the HR team to ensure that such a plan is executed smoothly between different departments of the company.
Provide On-Site Child Care for Employees
According to the Lake County Human Resources Director of Abbott Laboratories in northern Illinois, the company's top quality on-site child care center is part of the company's child care strategy designed to help employees balance their personal and professional lives. The HR department of smaller companies can utilize the expertise of outside child-care enterprises to assist in such a worthy initiative. Key employees can function as supervisors in the process.
Offer On-Site Medical Clinics
Companies and factories with more than 1,000 employees have already seen cost savings in health insurance outlays for their employees through on-site medical clinics. The Human Resources department of small business owners can use this model to design a similar strategy. Starting with a part-time doctor and a nurse practitioner can offer employees the convenience of on-site preventive care and reduce their need to visit the emergency room. It can also result in higher productivity for the company.
To safeguard the privacy of the employees' medical records, the employers must abide by privacy rules. The Human Resources department can also hire an outside provider to run the clinic.
With these win-win strategies, the Human Resources department will serve the employer well while doing good to the employees.
