Role of HR in Organizational Success


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The workforce is the lifeblood of any business; they are the ones that drive the performance and profits of an organization. So, it is always important to pay heed to employ the right workforce that suits a company’s objectives. This is basically where HR enters the scene. However, they aren’t restricted to just that.

Human resources (HR) is a part of an organization that sets its tone and ambiance and plays a major role in developing its work culture. HR deals with all the activities related to the employees of an organization. They are a vital part of any corporation as they bridge the gap between management and employees.

They not only manage aspects of recruitment, training, and appraisals but also are crucial in developing an organization’s workforce internally. They also oversee all tenets of communication and compliance. HR is no longer just an optional cadre that’s treated as a luxury. Rather, it is vital in seamless employee management and effective business planning.

HR is made up of top-notch experts in their respective fields. They are experienced, knowledgeable, and have deep business insights. They possess a foresight for trends and a knack for spotting talent and potential.

HR managements have many responsibilities in the corporate sphere, and each one directly impacts the performance of an organization. Let us explore how HRM positively affects a business and its workforce.

HR Responsibilities

HR managers are involved in every part of the employee lifecycle in an organization. This enables them to strategically align the workforce with the company’s goals. With a well-implemented HR strategy, a business can improve cost savings and exercise effective budget control.


This is the most basic function of an HR professional. Putting the right guy in the right seat is more difficult than it might seem. Improper recruitment can cause huge disruptions in the workforce and clutter negativity in the workplace.

It is in the power of the HR manager to pick the right candidate who has the qualities that are of value for the company right now and also exudes potential that can be vital for the future. They effectively find the middle ground between over qualification and under qualification.

Also, the candidate must match the vision and the mission of the organization. Like this, HR managers contribute to building a strong workforce that is tailor-made for a particular organization.


Onboarding is the process of inducting a recruited employee into the organization. This is a critical step as it sets the context of what is expected of the employee.

This is an underestimated yet highly important task. Since this is where a fresh recruit gets to experience the company and its culture, it is necessary to ensure that the process follows through smoothly.

Proper onboarding is also a decisive factor in higher employee retention rates. If the employee doesn’t feel belonged, the company might lose a potent employee.

Training & Development

This is the phase where managers encourage professional development within the employees, which will help them develop their skills and equip them with a future career path inside the organization.

HR managers play a vital role in opening up avenues for the personal and professional growth of an employee. This refers to training internal to the organization and also exposing an employee to the external dynamics in the industry.

Investing in the career development of an employee helps in grooming them to suit the organizational standards while furthering the efficiency and expertise of the entire workforce. To achieve this, HR managers tend to have a keen eye for future trends; in order to dispense training in that direction.


This is what most established companies strive for. Managers concentrate their efforts on retaining the best personnel and ensuring that they are pleased and challenged in their position within the company. The lesser the employee turnover, the greater the company’s performance.

Accentuating an employee’s pay with the right kind of perks and benefits usually serves as a motivator to perform efficiently. Appreciation and recognition are the unsung heroes of high retention rates in an organization.

Also, it is necessary to inculcate a culture of healthy competition and a challenging atmosphere among the workforce to satiate productivity and employee satisfaction.


This is the final stage of the lifecycle where the employee’s time at a company is reaching its conclusion; there could be various reasons like retirement, new employment, or personal reasons.

Offboarding is as important as onboarding. Losing a member of the team impacts the whole team, so an HR manager ensures that the employee exits in a way that doesn’t cause any major disruption.

Legal & Regulatory Compliance

This is something that falls under the technical purview of HRM. Any glitch in this area can be an expensive mistake for a business. This expertise of HR managers not only saves companies from the doom of wrong business, ethical, or federal practices but also protects their employees from the blues of the workplace.

Like this, HR imbibes best practices into a company’s activities. They fulfill the requirements of the management and at the same time deal with any matters concerning the employees. Functioning with underrated qualities like empathy, being appreciative, dispensing value and a sense of belonging, HR is undeniably the humane side of businesses.

They promote harmony among the workforce in an organization and also among businesses in the corporate scene. Going forward, considering the diversity of employee groups and shifting work regimes (remote and hybrid), HR will become more relevant and come to play a significant role in organizational success.

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