Clear Job Expectations. Clear job expectations are necessary for staff well-being so that each staff person can be confident that they are doing what is expected of them. Some instruments we use to provide this are PRDs and SMART Goals. HR staff are a support to supervisors in this task.
Performance feed-back. Regular check-ins and an annual performance review (APR) with the staff person’s supervisor are important for staff to remain motivated and on track. HR staff help remind supervisors about these expectations, especially about the APR.
Care and well-being. This applies to staff (and their families for those outside of their home country). SIL staff often work in difficult places and under stressful conditions. Being able to talk to someone is often what gives staff the hope and courage to persevere in challenging situations. HR has specific staff available to coach, counsel, debrief, consult with, offer team building, spiritual direction, family care, educational care, etc. You should learn what the working relationship in your OU is between HR and Staff Care, especially if they are in different departments. How much Staff Care is within your responsibility? How do HR and Staff Care support each other?
Professional Development. An important part of a staff person’s job satisfaction is the availability of development opportunities. Therefore the person’s personal and professional development goals need to be part of each APR. HR will support the supervisor and provide resources.
Crises. HR involvement is crucial when a crisis occurs. Together with the OU Director and those identified as responsible for crisis management, HR will work to ensure that people are brought to safety, their physical needs are met, and that they receive emotional care and help, e.g. through a debrief after the incident.
Conflicts. Conflicts in teams are sometimes inevitable for many reasons - cultural differences, miscommunication, differing expectations, etc. HR is often asked to help support leadership and teams resolve these in a good way. Sometimes HR even hears about conflict before leadership does. (P.S.: Did you know that conflicts are a major reason why people leave their assignments and possibly SIL? HR can make a difference here!)
Accountability. Sometimes staff are not compliant to SIL policies or are not meeting performance expectations. In addition to documenting these instances, HR will make sure that measures of discipline, if needed, are graciously, consistently, and fairly administered, always with the goal of growth and restoration in mind.