Human resource is, of course, about the management of people. This can be a useful interpretation when comparing the role of HR in any business with other areas of management. In terms of business planning and growth strategies, for example, it would generally considered poor practice to avoid planning and simply try to manage problems as they occur. Why, then, is this a common approach when it comes to HR departments and managing employees? We would suggest that a fundamental lack of understanding when it comes to the ways HR requirements differ between industries can leave businesses confused and unsure how to implement a good long term HR plan.

For example, in creative industries the process of managing employees may need to be much more flexible than in a traditional office-based, administrative business. Recruiting to fill 3D and CAD designer or technician roles, exhibition design jobs and so on can be a difficult process since the skills required from a candidate may be hard to quantify. This means that managing these employees later, in any business, will also present a new challenge for human resource managers. Real talent can be hard to find, and even harder to keep, resulting in a need for a solid supportive structure in any creative work environment.

Although this may be difficult to achieve, and may potentially require a great deal of investment and development in many cases, the benefits can be well worthwhile for creative agencies. When a business depends on the unique talent of its individual employees, it’s essential to provide a great work environment for those people on every level, especially in terms of HR. Systems need to be flexible and accommodating so that employees feel able to focus fully on their roles and what they can bring to the business. Of course, this ultimately drives profit, so it makes perfect sense for employers to look at ways of enhancing the HR support available to their creative teams.