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Why You Need to Move from HR to People Management

The staggering cost of finding and hiring top employees today, not to mention the millions of dollars’ worth of productivity that can be left unrealized when a company’s employees aren’t engaged with their jobs – highlights the need to devote time and resources to develop and manage that most valuable resource of all – workforce talent. 

The field of human capital management where helping major companies to select, retain, and educate their cadre is known as Human Resources (Management).

One could say that this prosperous profession of helping others to become prosperous as well is maybe a dream job but the bitter truth is that companies are, in fact, showing little true commitment to developing and leveraging those people’s abilities.

So, what is the true position of HR, and what it means to actually manage the people?

Ultimate Mash-up

Being an HR professional means that you have to be a psychologist, behaviorist, and a financer. This mash-up also means that you have a tone of responsibility at decision making, because, at the bottom line, your reliability lies with the company’s lead.

Most of the times as an HR you need to own or be able to juggle:

  • Communication skills 
  • Administrative expert 
  • Educational background and expertise
  • Proactivity
  • Advising
  • Coaching
  • Recruitment and selection
  • Language skills
  • Intercultural sensitivity 
  • Analytic orientation 
  • Teamwork

Although HR means recruiting and providing mobility, wellness, work-life balance, and other areas designed to get the right people in the right seats and to help them be as productive as possible, there is a crucial difference between it and people management, as the future of HR is moving more towards the maximizing its business impacts rather than current administrative/compliance model.

Is There a Difference?

Most certainly there is. People management covers all aspects of how people work, behave, engage and grow at work while HR’s goal is to manage the company’s human resources so they provide and all activities are aligned with business goals and essential to the success of those goals.

People management is focused much more on the human side of the working relationships within the company than the recruitment and allocation activities of this personnel.

For example, every manager, regardless of their area – financial, commercial, production, marketing – needs to manage people, on a daily basis. This involves:

  • Maintaining team harmony and dealing with conflict situations
  • Identifying the potential of each employee 
  • Strengthen team communication
  • Empowering employees
  • Active listening
  • Conflict-resolution
  • Applying flexibility and organization 
  • Building patience and trust 

Luckily, nowadays it is a lot easier and transparent to connect and maintain the people within the team. By using social and online networks, or an HR software, as you can see at enablehr.com.au, it would not only make you manage your team well, but it will also make your job process much easier. The great opportunity that platforms like this offer is not just showing you what you can do with the platform, but the provided resources can easily help you to become educated and more artistry in people management skills.

Why You Need to Move from HR to People Management

How It Works

The relationship between HR and people management is, in the best way possible, cooperative and complementary. This intertwining can be noticed in hiring, in the development of talents, promoting employees, increased engagement and motivation, in the restructuring of the company.

Conveniently, it can at best be seen in case of promotion – HR could not make that choice, because it is usually farther away from the team but the manager, during the management of people, is close enough to observe and determine which employee met the criteria set by the HR within the career plan for each position in the company. 

As a personal manager, you can also identify cases, on the individual level, of unmotivated or low-paid employees that only perform the bare minimum – which HR, taking the company as a whole into consideration, has a task of coming up with a strategy that will increase motivation and engagement, through a flexible benefits program or an incentive travel policy or other option that meets the expectations of most employees. 

Therefore, these two positions ensure that the company can get the best performance from its employees. And this is a highly relevant job.

Luckily, people management skills can be learned and if you express your people management skills, you can become a more tenacious candidate for future guiding roles.

Although the management processes remain dominated by the goals, concerns, interests, and strategies of the company, when employees are generally heard and understood and are considered partners rather than mere laborers, then they can provide change, improvement, and innovation in their work and to the company.

Written by George K.

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