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Should you Hire an HR manager? Here are the Pros and Cons

Making the decision to hire an HR Manager involves many considerations and requires careful analysis. Learn about the arguments both “for” and “against” in order to make the right choice.

Who is an HR Manager?

HR Manager, HR Manager, or Human Resources Manager – the terminology may vary, but it refers to the same person responsible for the proper functioning of the HR department and all processes related to human resource management in a company. Solo entrepreneurs and micro-businesses rarely utilize their services, but as a company grows, more tasks require the coordination of a specialist. That’s when an HR Manager comes into play, working in collaboration with the company’s management to organize the HR department’s work and strive to achieve the set business goals.

Effective personnel management, facilitated in part by the use of modern HR software, has a significant impact on the company’s efficiency and employee satisfaction, making the HR Manager a key figure in any organization. If you’re looking to enhance your HR processes, streamline employee data management, and improve overall HR operations, it’s important to find HR software that aligns with your organization’s needs and goals.

Is it worth hiring an HR Manager? – Arguments “against”

However, is it really necessary to hire an HR Manager in a company? There are quite a few arguments against this decision. The list includes:

  • Costly recruitment process – Finding a good HR specialist can be time-consuming and expensive, and the cost of recruitment may only pay off after a long time.
  • Cost generation – Hiring a competent HR Manager can be associated with significant expenses (salary + position-related bonuses, etc.), which can be overwhelming, especially for young companies.
  • Lack of specialization – While an HR Manager’s general knowledge allows them to oversee many processes, it does not mean they are an expert in every aspect. Sometimes, a company needs support in a very specific area, and the lack of specialization can make it difficult to accomplish the task.
  • Limited perspective or lack of innovation – There is a risk that a new HR Manager may not fully understand the company’s strategic goals and fail to align HR policies accordingly. They may also resist innovation and stick to familiar methods of work without attempting to change or modernize them.
  • Insufficient experience – A new HR Manager may lack relevant industry-specific experience, making it challenging for them to effectively manage HR processes.
  • Training requirements – Before an HR Manager can operate effectively, they need to undergo various internal and external training, which represents an additional cost for the employer. The HR Manager also needs to stay up to date with changes in labor laws and employment trends, which may require paid learning opportunities.
  • Potential communication issues – A new HR Manager may lack adequate communication skills, leading to misunderstandings and conflicts within the team.

It’s important to consider these arguments against hiring an HR Manager and weigh them against the potential benefits and needs of the company.

Is it worth hiring an HR Manager? – Arguments “for”

The list of arguments against hiring an HR Manager may be long, but for each “no,” there is a solid “yes.” Here are the reasons why it’s worth taking the risk and hiring an HR Manager in a company:

  • Increased HR department efficiency – An HR Manager, with their knowledge and experience, can properly plan and control the HR processes, leading to improved efficiency in the HR department.
  • Cultivation of organizational culture – An HR Manager can assist in creating and maintaining a positive organizational culture, which increases employee morale and engagement, ultimately strengthening the employer’s brand (Employer Branding).
  • Employee development – An experienced HR Manager can effectively assess employees and guide their development paths through mentoring, coaching, or other forms of support. This helps bridge competency gaps within the team and accelerates the overall growth of the company.
  • Improved team morale – An HR Manager takes care of team relationships by tailoring benefits and training offerings to the team’s needs. This can have a positive impact on team morale, work atmosphere, and the strengthening of relationships among employees, as well as the knowledge of how to manage toxic employees.
  • Reduced staff turnover rate – Effective human resource management implemented by an HR Manager increases employee motivation, minimizes turnover, and enhances the company’s stability.
  • Adherence to ethical standards and compliance with labor laws – An HR Manager enforces ethical behavior and compliance with labor laws within the team. They resolve conflicts and help the company avoid issues that could result in financial penalties or harm its reputation.
  • Effective recruitment – Utilizing their HR knowledge, an HR Manager optimizes the recruitment process and helps the company attract top talents.

It’s important to consider these reasons in favor of hiring an HR Manager and evaluate how they align with the specific needs and goals of the company.

How to support the HR Manager’s efforts to work more efficiently?

If a company decides to hire an HR Manager, it should also provide adequate support to enable them to work in the most effective manner. Here are a few ways to show this support:

Creating a positive organizational culture:

The company’s values should include respect and a friendly attitude toward colleagues.

Endorsing Recruiters and Hiring Manager’s decisions by the management and other department heads:

Starting a new job is not easy, especially when working in a prominent position. If the management and other department heads express their support for the HR Manager, it will help the rest of the team to accept them more quickly and not question their authority.

Providing development opportunities:

The desire for continuous improvement is a key trait of a good HR Manager, so the company should provide opportunities for them to participate in HR-related training, conferences, and courses that enhance their soft skills.

Regular evaluation of HR’s effectiveness:

If the new HR Manager proposes changes in HR processes, it is important to not only implement them but also regularly evaluate their effectiveness. This will help identify any shortcomings and determine whether the changes contribute to the company’s business goals. Important note: Evaluating effectiveness is not a tool for oppression or to embarrass the HR Manager by catching them in mistakes. Its purpose is to assist them in assessing whether the proposed actions are appropriate before the company incurs significant losses (such as increased employee turnover, decreased productivity or team motivation, etc.).

By providing these forms of support, the company can create an environment that enables the HR Managers to excel in their role and contribute effectively to the company’s overall success.

Providing the necessary work tools:

An HR Manager will work more effectively when equipped with the appropriate tools. The “must-have” set should include:

  • An Applicant Tracking System (ATS) optimizes the recruitment process and facilitates finding the best candidates quickly.
  • Time management tools, such as a Time and Attendance system (RCP) or any other effective tool for tracking task completion time in projects.
  • Training management system, such as an e-learning platform, where materials for employees or a knowledge base in an HRM system can be placed.
  • Talent management system or employee performance evaluation system, enabling the HR Manager to identify employees with potential and facilitate their development (such a module is available, for example, in PeopleForce’s HRM system).
  • Survey and polling tools for measuring employee satisfaction or assessing training effectiveness allow the HR Manager to gather employee feedback more efficiently and improve their experience in the company.
  • Project management tools that enable efficient coordination of work.
  • Data analysis tools, such as HR analytics platforms, can assist the HR Manager in identifying trends and making data-driven business decisions.
  • Documentation management tools, such as electronic document storage systems or archiving systems, help the HR Manager process and store documents more efficiently and securely.
  • Time and attendance tracking and payroll calculation system, such as payroll systems allow the HR Manager to accurately calculate employee compensation.

And finally, the most important tool, which is always a worthwhile investment, is an HRM system. How does a Human Resource Management system work? It centralizes many HR functions within a single platform, enabling the HR Manager to save time and company resources.

By providing these tools, the company ensures that the HR Manager can work efficiently and effectively in their role, streamlining HR processes and contributing to the overall success of the organization.

HR Manager: Conclusion

Employing any new team member requires a careful analysis of the company’s needs, and the same applies to an HR Manager. When they join the team, they can help increase the efficiency of the HR department, optimize processes, standardize procedures, and ensure compliance. They will oversee recruitment performance and take action to attract the best talents to the company. While there may be arguments against hiring an HR Manager, the list of potential benefits resulting from their employment is much longer.

The answer to the question of whether it is worth hiring an HR Manager is unequivocal – definitely worth it!