While it’s a job title to aspire to and it may carry some authority within a company, the role of the HR manager is undoubtedly a challenging one. Until you have actually been in a HR position the majority of people have no real idea of what the job actually entails. There are so many strings to a HR manager’s bow that the role is often under-appreciated by others. We have looked at some of the many challenges they face on a day to day basis and expanded on what we, as recruiters believe are the top three.

Retaining and also rewarding the company’s best employees

Employee retention is perhaps the singularly biggest challenge faced by an HR manager in today’s world. Gone are the days when you would get a job at an early age and still be in that role when you retired. We live in a fast paced, cut throat world where ambition reigns supreme and if somebody feels they aren’t making the progress or getting the recognition they deserve they move on. In all honesty you can’t blame them but when you have employees coming and going constantly it’s a HR nightmare, and not just because of the recruitment of a new team member, there is also the morale of the rest of your workforce and your reputation in the marketplace.

From the feedback we gain from candidates searching for a new role there are several key points to note in retaining your staff;

• Keep the promises that were made in the interview.
• Keep a line of communication open so disgruntled employees know they have somewhere to go to air their grievances.
• Make sure all employees always feel appreciated and that their good work is being recognised regardless of their role.
• Implement reward schemes or incentives so there is something for them to aim for and feel part of.  

Developing the next generation of corporate leaders

Another responsibility that lies squarely at the door of the HR team is employee training and progression. As any HR manager knows getting the training wrong, or sending the wrong people on the wrong courses means both time and money are wasted. The key here is long term evaluation for niche training. Work with the whole team rather than just individuals to see who is making their mark and showing real promise to accelerate their career in a certain direction, if they are willing to learn and can add further value to the team or the company you want them to stay, training will incentivise them to do so and allow them to progress their career with your organisation.

A one training programme fits all doesn’t tend to work, for example, not everyone displays leadership qualities and it is a fact that many people are meant to be followers and are happy to do so. Deciphering which category each team member fits into means that the time and effort will be put into the right training and developing every individual who has the potential to make a real difference to your organisation regardless of their role.

Creating a corporate culture which attracts the best employees to your company

You can call it corporate culture or corporate brand, it all boils down to the same thing; you have to make your company somewhere that people want to work. Every vacancy should be swamped with applications. Emails should be constantly coming in from hopeful people hoping to snag an as yet unadvertised position. You have to be at the top of your game in all areas of corporate culture; so how do you achieve this?

First of all speak to your employees, they are your advocates. Compile a short questionnaire asking which elements, if any, of their job role or of the company itself they are unhappy with. This could be things such as doing menial tasks outside of their job remit; guaranteed to get their back up. Not being appreciated for their work. Feeling their potential is going unrecognised.

Your company culture is very much dependent on the people who are part of it. There should be a buzz of enthusiasm in every department, not an air of despair. Word quickly gets around and if you have a high staff turnover or if your current teams are being vocal about the culture within your company you can wave goodbye to the winners and have to settle for those who join for the wrong reasons and jump ship at the first opportunity.