Careers Succeeding at Work Why Human Resources Management Is So Important Share PINTEREST Email Print Portra Images/Digital Vision/Getty Images Succeeding at Work Human Resources Management Careers Job Search Resources Hiring Best Practices Glossary Employment Law Employee Motivation Employee Management Management & Leadership Employee Benefits By Susan M. Heathfield Susan M. Heathfield Susan Heathfield is an HR and management consultant with an MS degree. She has decades of experience writing about human resources. Learn about our Editorial Process Updated on 07/29/20 Debates about the importance of Human Resources Management occur daily in workplaces. Some employees regard Human Resource (HR) as the policing, traumatizing, systematizing arm of executive management. These employees see HR staff as gatekeepers, people who hold little interest in employee concerns. Such employees also see HR staff as supporting managers, not regular employees, sometimes attributing nefarious goals and motives to HR staff or even talking about why they hate HR. Part of the problem is that HR has to balance the interests of five different stakeholders, so employees can feel their interests are ignored. 2:07 Watch Now: Why HR Matters Now More Than Ever Why HR Is Important A good HR department is critical to an employee-oriented, productive workplace in which employees are energized and engaged. Below are a few key reasons why: HR monitors the culture. Some organizations say that HR owns the culture, but as in all other employee relations matters, we recommend that the ownership is spread across all employees. HR owns the overall talent management processes. In conjunction with other managers, HR leads the way in management development, performance management, succession planning, career paths, and other aspects of talent management. HR can't do it alone and relies heavily on managers and executive staff to help plan and execute the strategies. However, HR has to bring new ideas and effective practices into the organization. HR is responsible for the overall recruiting of a superior workforce. Once again, HR cannot do it alone but must provide support to hiring managers who are also responsible for recruiting a superior workforce. HR must provide leadership, training, scheduling assistance, a systematic hiring process, recruitment planning processes, interview expertise, selection monitoring, and more. HR recommends market-based salaries and develops an overall strategic compensation plan. HR provides guidance to managers as they determine the salary ranges within their organizations. HR researches, recommends and implements employee benefits programs that attract and retain your best employees. HR is also responsible for controlling costs and considering various options before recommending adoption. HR is responsible for recommending and instituting strategies for people and the organization that further the attainment of the organization's strategic goals. If your organization is changing direction, developing new products, changing mission, vision, or goals, HR must lead the way with employee programs and processes. HR makes sure that workplace activities, events, celebrations, ceremonies, field trips, and team building opportunities are occurring. Other employees plan and implement the activities with or without HR's help, but the HR leader is generally responsible for monitoring the budget and providing committee oversight. HR advocates for employees who have issues or conflict with management and coaches managers and executives who seek a more effective approach to working with particular employees. Not everyone loves each other but they need to develop effective working relationships with contributions and productivity. HR can help by knowing the players and taking on the necessary role of advocate, coach and/or mediator. The importance of HR is easily overlooked in the busy day-to-day in the workplace, but without contributions in each of these areas, the organization would be less successful.