HR and Compliance


Businesses are complicated. They have numerous moving parts to them to make the machine as a whole run properly. In most businesses, though, these moving parts function independently. Each part of the business works within its own area, not often communicating with other parts of the business. This is common with HR and compliance. Too often, you will find these areas relying solely on themselves. On top of their preferred independence, they also lack an understanding of the other part. If you want your business to run like the well-oiled machine it should be, however, you want them to communicate and remain open with one another. The power that HR and compliance can have when working together is immense. This will allow the business to tackle one of the biggest risk factors for compliance: Humans.

When looking at both HR and compliance, you will notice that there is not a lot of communication or common interest between them. In some cases, there is a stripped down and incorrect view of what the other does. Compliance, as an example, might assume that the people in HR are just a bunch of paper pushers who deal with petty workplace disputes. They look at this entire part of the business without much care or thought. This is something that professionals have to rethink, though. If you want to improve how effective compliance is, you want the two working together. The start of this is them understanding one another.

This understanding comes from the two parts of the business developing better communication. Communication between the two will allow them to work as one and in each other’s best interests. When they work as one, they can start to meet the same goals. The business will have greater compliance with the rules and regulations, and the people in general will be better at what they do.

The two working together can produce some excellent results. When HR gets involved, they can develop an understanding of employees and the workplace that exceeds the capabilities of compliance alone. Thanks to the position of HR, they can look into the individuals and environment in depth. They are in the perfect place to determine workers’ competence, skills, and ability to stick with the rules.

Planning with HR will also lead to plans that suit the workers a bit more. This lowers the human risk involved, which is a big part of remaining compliant. Even if the rest of the business remains compliant with all rules and regulations, a single person can cause trouble for the rest. HR can strategize in a way that uses people intelligently and with minimal damage to the business.

When you want to make sure that everything, on every level, works as expected, you want HR involved to do a thorough check on the people. Background checks and understanding the people in the business can help. Part of the position of HR is to know the people, obviously. When they know the people, they can determine risk factors for each individual. This includes people about to enter the organization as well as any individuals attempting to have a higher ranking in the organization.

HR also does a lot of planning in general. Developing plans, moving forward with all types of ideas, alongside HR is always a good idea. This way, you can develop complete plans that look at as many risks as possible. The plans that you develop will have the type of compliance that you are after. It is a meeting of minds, using different expertise and knowledge to perform the necessary tasks. The difference here is that there are more possibilities.

Overall, the results are wonderful. There is little to lose by joining HR and compliance. They both play vital roles in a business, obviously, and they both have similar goals. They want to make sure that everything runs perfectly, but their attention goes to two separate areas. HR thinks more about the humans while compliance focuses on rules and regulations. By joining them, you can improve the safety of a workplace, the satisfaction of the workers, the quality of the work or services produced, and the compliance with the rules and regulations.

If your business has yet to take this step forward, it is about time that you do. There is no reason to continue the separation of HR and compliance. They can both benefit from joining together to meet their individual and similar goals. HR will make sure that the people are at their best while compliance will make sure that everything meet the standards of the governments and organizations that set the rules. Working together also limits the human risk part of compliance, something that you cannot manage with words alone. This is going to allow a business to function with fewer concerns.