HR or Human resource department in every company is generalized as a “cost center”. Much to the contrary, HR performs so many key functions in every company such as recruitment, record keeping, benefits and compensation, career development, etc. An HR department is the face of an organization. It abides, first and foremost, to the rules of its company’s integrity. The goal of HR should be to develop the actual people within the organization and protect the company’s reputation by hiring people who enhance the culture of the organization and terminate those individuals who compromise the organization’s image. Human Resources should serve and protect the company, the employees, and ultimately, the community in which it resides.

Human Resources ambit of responsibility may increase as a company grows. At one point or another, every employee from CEO down to the janitor, has been trained, compensated or consulted by HR. But companies still do not view the HR department as a profit center under their business model. A company cannot generate revenue from itself; however, it can offset expenses. It is important to note that revenue and profit can come from external sources. So, being internal, HR does not turn a profit. That’s because the HR doesn’t generate income and profit, it doesn’t mean it’s not an integral part of the company. HR can offset expenses and focus more on expense reduction which can help the company keep clear of any potential financial pot hole.

Another part of HR’s role is to get clear agreement and support from everyone companywide. They set the expectation at the leadership level and get input and feedback about what the employees’ needs are and finalize and enact the strategy that will eventually lead to success.

HR teaches by example by insisting on looking back to go forward: they teach how the problems were fixed and not on what’s been done wrong. Looking back on past problems and evaluating the solutions employed is one of HR’s most notable functions. For example, rather than showing who is not performing, they should focus on who is performing. HR tells the stories of great achievements to senior leaders who may then bring the information back to the managers so they might adjust their approaches and become more successful. These success stories will help leaders to act intelligently and be able to make changes perspicaciously. Business culture will be vibrant in proportion to the positive outcomes the current problem solving and forward thinking are achieving. HR helps the CEO and other leaders identify their professional definitions of success. They can then commit to support others in achieving their personal definitions of success.

What if Human Resource “charged” their internal clients for their use of training courses offered? Those may include: Recruiting and outsourcing, succession planning, conflict resolutions, coaching services, compensation analysis, and employee surveys. Maybe companies would be able to place more value on the services they receive. It is valuable to point out that the use of social media on recruitment can reduce cost. Using Facebook, Twitter and LinkedIn to connect with candidates, HR eliminates spending excessive time and money administering the process of providing candidates with a less than satisfactory recruitment experience.