FAQ: What Is People Operations and What Does It Do?

People Operations – also referred to as People Ops – is the overall management of the workforce in a company. It’s considered to be a business function within human resources that focuses on employee training, development, engagement and retention. People operations is a business function that puts employees first.

The way businesses operate is evolving. Businesses all over the world are becoming aware of the importance of putting people first. Employees now play a crucial role in the economy as we enter the era of the employee experience. And as a result of this change, “people operations,” a workforce management strategy, is becoming more prevalent.

POPS: What’s the advantage of People Ops vs. HR? with Kevin Marasco

Who is responsible for people operations?

The field of people operations encompasses a variety of roles, and larger businesses may have a department that includes some or all of the following people operations positions:

What is people operations?

A division within an organization called “people operations” is responsible for giving staff members the tools and opportunities they need to do their jobs effectively. A people operations department may have several employees at larger companies, with each employee specializing in a different stage of employment, such as a specialist for onboarding new hires and a specialist for assisting current employees in developing new skills. An efficient people operations team can significantly benefit the business by enhancing employee productivity across the board.

Why is it important to manage people operations?

Because they are a successful method of managing employees within an organization, people operations departments have gained popularity across a wide range of industries. A people operations department can offer numerous significant advantages, such as:

Modernized work structures

A contemporary interpretation of the duties of a human resources department within an organization is called “people operations.” By switching your organization’s focus from human resources to people operations, you can better align it with the staff management frameworks used by many of the biggest businesses in the world. This enables you to offer staff state-of-the-art care and can improve the appeal and effectiveness of your workplace.

Easier onboarding

A people operations department gives hiring and onboarding more attention. This makes it simpler for new hires to understand what is expected of them in their position when they join your company. When a staff member leaves and is replaced by a new hire, the impact of the departure is reduced because the new hire is not yet performing to their full potential.

Improved employee morale

Employees may feel more valued at the company because people operations departments take a less mechanical approach to staff management in favor of a personal approach. This has the effect of raising employee morale. When employees are content at work, their productivity can increase. As a result of the increased morale, the company can increase production levels across the board and reap the benefits.

Increased employee support

Employees across the company are supported organizationally and with resources by people operations departments. As a result, employees are able to work more effectively because they have access to training and information and can more easily get any questions they may have answered. Effective people operations can have a significant impact on a company’s overall productivity by lowering lost time and increasing performance levels.

Higher retention and hiring appeal

Making your business more appealing to potential employees is one of the main objectives of a people operations department. You can differentiate your business from the competition by providing a workplace with a high morale and chances to grow and advance. This offers a benefit for both hiring new employees to fill open positions and keeping talented current employees on staff.

What are the duties for a people operations department?

The size of the company, the size of the department, the presence of other departments within the company, and other factors can all affect the importance of the people operations department’s duties within an organization. Common responsibilities for people operations professionals include:

How is people operations different than human resources?

The departments’ perspectives on employees within an organization are the main distinction between human resources and people operations. With structures created to enforce compliance in order to maximize productivity, a human resources approach to staff management views the company’s employees as resources to be used effectively. The employees of a company are treated as the customers in a people operations approach to employee management, and people operations specialists look for ways to keep employees happy and meet their needs in order to give them the best opportunity for productivity.

How does people operations help employees succeed?

Employees across your organization gain a lot from having a people operations department at your company. Some of the key improvements for employees include:

Clear expectations

A people operations department works to give staff members access to the information they require to do their jobs as well as to answer any questions they may have. This enables employees to concentrate on the objectives and priorities that are most crucial to the business. The company gains from the increased production, and the employee gains from improved personal performance, which can lead to better ratings and perhaps bonuses.

Improved advancement

Giving workers the tools they need to perform better in their current roles can also encourage them to look for new opportunities. An employee can present a stronger resume when applying for a promotion by improving performance levels as a result of the advantages and assistance provided by the people operations department. By giving workers better access to the resources and training that enable them to succeed, you create an environment in which the workers with the greatest potential can perform to their fullest potential and advance within your company.

Professional development

People operations prioritize taking care of employees because they treat them like customers within a business. Employees will benefit in a number of ways from this, including having more access to training and development opportunities. This enables a worker to advance their professional credentials with assistance from the employer, who gains from having more talented workers.

Workplace responsiveness

A company can become more responsive by putting more of an emphasis on giving resources to employees as if they were customers. An employee has more opportunities to ask for and receive changes to resources or expectations to better meet their needs when working in a responsive environment. This gives the worker the chance to consistently do their best work.


What skills are needed for people operations?

Current trends in human resources titles include:
  • Chief Human Capital Officer.
  • Chief Human Resources Officer (CHRO)
  • Chief People Officer.
  • Chief People & Change Management Officer.
  • Director People Analytics.
  • Director People Systems.
  • Director Workforce Analytics.
  • Director Reward & Recognition.

How do you become a people operations?

Strong problem solving, reporting and analytical skills. Skilled in Microsoft Excel, PowerPoint, and Word. Knowledge of HRIS and payroll systems. Senior-level research and analysis skills that have been proven, along with the ability to give direction, advice, and feedback.

What are people functions?

How can I build an effective people ops function at my company?
  1. Start with a strong foundation of HR best practices. Bock asserts, “We must consistently provide the fundamentals, flawlessly.”
  2. Develop a people ops strategy that aligns with organizational goals.
  3. Create a positive employee experience. …
  4. Make data-driven decisions.

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