Awesome content, even better software. Just think what our technology could do for you.
7 Myths About Human Resources
What do the Loch Ness monster, Bigfoot, and HR managers all have in common? Many myths exist about each of them. Myths by definition are widely held but false beliefs or ideas. Over the years, several myths have sprouted up about HR. While we can’t give you a definitive answer about Nessie or Sasquatch, we are going to dispel 7 myths about human resources and shed some light on the truth.
Six things to consider in your search
An automated payroll system should help solve challenges you’re currently facing. Remember, the solution is supposed to be a company asset, not an unnecessary expense. Once you’ve decided to change providers, consider these six factors when you are searching for an automated payroll solution:
Myth #1: HR Departments Are Too Busy Dealing With Daily Problems To Be Strategic
Myth #2: HR Managers Just Hire Employees
The Truth: By definition, an HR manager wears many hats. They handle the entire employee lifecycle from hire to retire. But they don’t just hire employees. HR managers have to think strategically about how a job role will impact the company, find the right candidate for that role, and make sure to properly onboard each new hire. In essence, they are the dreamers of dreams for their company.
Myth # 3: It’s HR’s Job to Train Employees
The Truth: It depends. Some organizations roll employee training, or Talent Development, into the HR department, while others treat it as a separate department. Either way, HR managers probably have their hands in employee development to some degree. Whether they are working with the head of Talent Development or have their hands directly in employee training, it’s by no means their sole job.
Myth #4: All HR Departments Operate the Same Way
The Truth: Every HR department has its own unique identity. This identity is determined by the size of the organization, company culture, and strategic goals. Some HR departments may emphasize customer satisfaction and employee engagement while others may focus more on ROI. What works for some HR departments may not work for others. So it’s important to understand the processes and strategies that work across departments in order for HR to perform successfully.
Myth #5: HR Doesn’t Have to Do Everything By the Book
The Truth: EVERYTHING must be done by the book…in other words, legally. It is crucial that HR managers follow regulations and guidelines for everything from hiring processes to record keeping and reporting. Acting illegally or unethically will not only have a negative impact on an HR professional, it can also be catastrophic and costly to a company’s well-being.
Myth #6: HR is a Lone Wolf
The Truth: HR cannot be expected to operate alone. HR managers need to be part of the decision-making process and should receive support from upper management when they are the ones making decisions. HR managers can play a key role in promoting employee engagement, reducing turnover, and increasing organizational growth.
Myth #7: HR Managers Can Do It All On Their Own
The Truth: Yes and no. HR managers have many responsibilities on their plates, but they can manage it all with the help of the right HR solution.
When researching HR solution, it’s important to look for platforms that will give you the ability to:
Grow and scale your organization.
Provide full ownership of your data.
Simplify your payroll and HR processes.
Provide full security protocols including SSAE 16 SOC 1 compliance, encrypted data transmission, data centers that run on redundant power, and multi-level security controls to protect your data.
Provide the authority for you to define access privileges on a user by user basis.
Offer comprehensive benefits administration for streamlined open enrollment and benefits management.
Integrations with benefit providers for automated syncing of benefits paperwork to reduce errors and paper forms.
Top-rated support to help you when you have additional questions.
As you can see, there are several myths circulating around regarding Human Resources. Hopefully, we have demystified HR enough to show you the truth. If you’re ever faced with these myths again, just remember:
- HR managers need to play a strategic role within their organization to help drive company growth and meet goals.
2. HR personnel do more than just hire staff - they help shape the talent of their organizations to achieve productivity and efficiency.
3. HR is involved with talent development to some extent, depending on the structure of their organization.
4. Every HR department is unique and must develop its own mix of processes and strategies to run smoothly.
5. HR managers have to be diligent with managing risk and compliance by making sure their processes are legal and ethical.
6. HR cannot operate alone and needs support from upper management to ensure sound decision making.
7. HR managers are a fierce bunch, but can be even fiercer with the right HR solution to help them along the way.
How APS can help
The APS Core HR solution provides several features that are designed to make life easier for HR managers all over the country:
Business Administrator, Christ’s Church
The support for onboarding is excellent and their customer service is top notch. APS worked to get all of our needs met, and they continue to be problem solvers for us. Initially, I needed help navigating the system and they worked with me until I was comfortable and confident using the system.
Check out more great articles from the APS Blog covering HR, payroll, and everything in between.
We are discussing how to manage payroll and HR compliance during COVID-19 with the ever-changing government landscape.
We’ve compiled a list of our most frequently asked questions for employers navigating Coronavirus into a convenient resource for you.
In this article, we are discussing how to avoid COVID-19 phishing scams, including email, phone, and text.
In this article, we discuss how to pay employees during COVID-19 pandemic so you can reassure your workers during this challenging time.
The Families First Coronavirus Response Act was signed into law on March 18, 2020. Here’s what we know so far.