Customers of Human Resources

The Human Resources Department is responsible for a variety of services that support the employees of a company. These services includes things like recruitment, training, and employee relations.

In addition, the Human Resources Department also serves as a resource for managers and supervisors, providing guidance and support on issues like performance management and employee discipline.

By serving as a resource for both employees and managers, the Human Resources Department plays an essential role in ensuring that the company runs smoothly. In essence, the Human Resources Department serves as an internal customer service department, working to resolve issues and ensure that everyone is satisfied with their job.

Customer-Centric Human Resources Function

Customer-centric human resources is a term used to describe the approach of the Human Resources Department in which the focus is on the customers, or employees, of the department. By focusing on the needs of the employees, customer-centric Human Resources helps to create a positive work environment and improve employee satisfaction. This, in turn, can lead to improved productivity and a reduction in turnover.

There are many ways to create a customer-centric human resources department, but some of the most important methods include:

  1. Listening to employees: One of the most important things that the Human Resources Department can do is to listen to employees. By taking the time to understand the needs of employees, the Human Resources Department can create a more customer-centric approach. This, in turn, can lead to a more positive work environment and improved employee satisfaction.

  2. Focusing on employee satisfaction: Another key way to make the Human Resources Department customer-centric is by focusing on employee satisfaction. This means creating an environment where employees feel comfortable voicing their concerns and suggestions. The Human Resources Department should be open to feedback from employees, and willing to make changes based on what they hear. Additionally, the department should be proactive in addressing any issues that may arise, and work to resolve them quickly.

A full list of Human Resources Customers is:

  • Shareholders
  • Leadership Team
  • Line Management
  • Employees
  • Business Customers
  • Contractors
  • External Communities
  • Local and State Authorities

Human Resources and Shareholders

Human resources play a critical role in any organization, but they are especially important to shareholders. After all, shareholders are the owners of the company and have a vested interest in its success.

By developing the know-how and expertise of employees, human resources helps to ensure that the company is able to achieve its goals and maximize profits. In addition, human resources helps to promote sustainability by ensuring that the company has the workforce it needs to stay competitive in the long term.

As such, human resources serves shareholders by helping to develop the workforce and promoting sustainable growth.

Human Resources and Leadership Team

Human Resources is charged with many responsibilities, but one of the most important is serving the leadership team. The leadership team sets the vision and direction for the company, and it is HR’s job to ensure that the team has the talent and resources it needs to succeed.

This includes identifying and developing high-potential employees, managing succession planning, and providing leadership development opportunities. By partnering with the leadership team, HR can help ensure that the company has the talent and resources it needs to achieve its strategic goals.

Human Resources and Line Management

Human Resources serves Line Management in a variety of ways. perhaps most importantly, HR is responsible for performance management. This includes conducting performance reviews, setting goals and objectives, and providing feedback. Additionally, HR is responsible for ensuring that employees are properly trained and developed.

This helps to ensure that employees are able to meet the demands of their position and contribute to the overall success of the organization. Finally, HR also plays a role in hiring and retention.

By attracting and retaining top talent, HR helps to ensure that Line Management has the personnel necessary to achieve organizational goals. In summary, Human Resources serves Line Management in a number of critical ways.

Human Resources and Employees

As the department responsible for managing employee relations, Human Resources plays a vital role in ensuring that employees are satisfied with their work.

We work to create a fair and equitable internal environment, where employees feel they are being treated fairly and have opportunities for career growth. We also administer benefits and programs that help employees maintain a healthy work-life balance.

By working to serve the needs of our employees, we help create a productive and positive workplace environment.

How HR influences business customers

Human Resources plays an important role in influencing business customers. By ensuring employee satisfaction and improving the customer experience, HR can build strong relationships with business customers.

By developing a deep understanding of customer needs and providing exceptional customer service, HR can create a positive customer experience that leads to repeat business. In addition, HR can use its influence to positively impact the bottom line by reducing Employee Turnover and improving productivity.

Ultimately, HR plays a critical role in influencing business customers and shaping the success of the organization.

Contractors as Internal Customers

In any organization, it is crucial to have a clear and concise process for hiring contractors. Not only does this ensure that the organization is getting the best possible talent, but it also helps to avoid any legal or financial problems down the line.

Human Resources plays a vital role in managing contractors. They are responsible for ensuring that all of the necessary paperwork is in order and that the contractor understands their rights and responsibilities. They also need to keep track of the organization’s internal equity - making sure that all employees are being treated fairly.

Finally, they must also ensure that the contractor is compliant with all relevant regulations. By working closely with HR, organizations can be sure that their contracted workers are properly managed and that they are meeting all of their obligations.

External Communities

Human Resources is often thought of as an internal function, focused on managing employee relations and ensuring compliance with employment laws. However, HR can also play an important role in serving external communities.

By partnering with local organizations and supporting employee volunteer efforts, HR can help to build good will and positive relationships with the community.

This can in turn lead to business growth, as potential customers and clients see the company as a good citizen. Additionally, supporting community initiatives can help to improve the employer brand and attract top talent.

Employee engagement is essential for businesses to thrive, and HR plays a key role in promoting engagement through community involvement.


Ensuring compliance with regulation is a key responsibility of HR departments. There are a number of ways in which HR can help to ensure compliance with regulation.

Firstly, HR can develop policies and procedures that must be followed by all employees. These policies and procedures can be designed to prevent or mitigate risks that could lead to non-compliance with regulation.

Secondly, HR can provide training and education to employees on the importance of compliance with regulation. This training can help employees to understand their responsibilities and the potential consequences of non-compliance.

Finally, HR can conduct audits and reviews to identify any areas of non-compliance and take corrective action where necessary. By taking these steps, HR can help to ensure compliance with regulation and protect the reputation of the organization.