Question

Why is the human resources function of any organization the most important corporate function or department in the company?

You must give me at least THREE specific reasons why you believe this is the case. (Do not just list them, but give us some explanation why you feel this way, and why it would actually benefit the company…)

Make sure you separate these reasons into 3 different bullets or paragraphs so they are easily identifiable. Don’t forget to include citations supporting your opinions.

Answer 1

Human currency is the most significant resource a company has. The most successful companies have realized this as a fact and are continually working towards creating a better outlook for their employees to stay engaged, learn and grow and therefore, the primary function that a company's HRM plays in the process are:

BETTER RECRUITMENT PROCESSES SAVE INVESTMENT LATER DOWN THE ROAD

The method of job analysis, job description, as well as job development, are the first steps a company’s HRM performs to create the necessary understanding of the positional requirement. While most of the candidates would find it preferable to work for a company where their qualifications matches their job, the fact that the company selects the best employees based on the position and their future potential saves the company a large sum of capital investment in training them, so that they can add value to the company as soon as they are hired.

COMPENSATION AND BENEFIT PLANS TO ATTRACT THE BEST TALENT IN THE INDUSTRY
Salary and benefits are the sole reason for the best talents in the industry would want to work for a company. Put, the HRM makes critical decisions regarding the company’s compensation and benefits plans to suit the employees while also keeping in mind the bottom line value of the company.

JOB ENGAGEMENT, APPRAISAL AND TURNOVER REDUCTION
HRM adds value to the company's functions by creating what we call job encirclement and engagement for the employees. They make use of training, job rotation, mentoring, and career management as the basis for reducing employee turnover, which is the most significant risk to the company’s ROI. Appraisals also allow them the ability to add another layer of value to their functions by reviewing how an employee performed, helping them with feedback, and by promoting individuals based on their commitment work performance.