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HR works as a back-end supporter for a business as it plays a crucial role of more than just the management of employees’ data and payroll. An efficiently run human resources department provides an organization with structure and the ability to meet industry needs by managing the company’s most valuable resources,i.e.,its employees. The HR needs to appreciate the dedication of the staff, which is inevitable for the organisation to be successful and witness growth. Thus for the HR department, retaining the contributing staff and upgrading the skills of the staff is the major responsibility they need to look into. Talent management is one important part towards achieving the organisational goals, regardless of whether the goals are focused on a business aspect or a human aspect. Managing different departments at the same time may be very much different. One has to be versatile enough to stand in different shoes and see different perspectives and priorities.

The HR department customises the leadership approach, keeping in mind the style followed by the management to motivate each individual employee. The

most effective method is to manage every team member, according to their own motivation levels. Every organisation has employees who consistently go above & beyond their capacity and are always looking for the next challenge, which will be handed over to them. And on the other hand, there are employees who do a good job, but only when they’re encouraged, reminded and guided every step of the way. That’s not to say that low performers are bad employees - they simply need a different type of mentorship. Various methods are being implemented by the Human Resources to ensure that the employees at work stay motivated and are more productive and happy with every work assigned to them.

"Along with the HR department, it is the employee, the organisation, and also the team who must do whatever is in their power to keep the people of the organisation focused and happy"

It is important to not formulate assumptions regarding why an employee is under performing. A good HR must understand the barriers faced by the employee and communicate the same with the manager/mentor to further understand where they are, where they need to be, and how they are going to get there. The work environment of an organisation also counts, because it wouldn’t make sense to encourage communication in an environment where people are intimidated by superiors. The organisation should follow a work culture that allows employees to voice their opinion and reinforce that their opinions are also heard. Creating a healthy & happy work environment will foster better results for the organisation, as well as the employee. There is no doubt that an employee will be more likely to contribute their good ideas and hard work to an organisation that wants to hear them. Every employee who lacks both competence and confidence needs training, and the HR needs to enable the same by taking internal & external help as needed. The HR and manager must collectively ensure and advise on having a one-on-one conversation with the employees to discover more about how each one needs to be managed.

High performers are many times ignored, as they don’t need the same level of attention that a low performer does. These employees are often self-motivated and set measurable goals for themselves. But the company should understand what motivates the higher performer and accordingly create opportunities for them to grow in their careers. For the HR department finding and hiring great people is tough, but retaining them is even tougher. Along with the HR department, it is the employee, the organisation, and also the team who must do whatever is in their power to keep the people of the organisation focused and happy.