Tag Archives: HR Practices

High Impacting HR Best Practices

With the changing business environment, Human Resources too needs to adapt and align itself. Today, it is not enough for HR to just handle administrative tasks and recruitment. HR needs to be more lean and nimble to help organizations in growing at a fast pace. Some of the high impacts changes HR can undertake are given below.

Reducing Administrative effort

The Human Resource team members should have minimum involvement in collecting and managing administrative data. There are efficient Human Resource Management Systems that facilitate that. Freeing up the team members from such mundane tasks allows them to focus on analytical tasks, which are critical for helping the organization thrive.

Effective use of technology in Recruitment Process

Finding right candidates for the opening is critical to an organization’s success and at the same time a daunting challenge. Besides the technical skills, a candidate’s attitude and other soft skills play a significant role. Use of social media to analyze behavioral patterns will be a much more effective mechanism than trying to conduct tests of your own. Use of video based interviews can help free up time for both the candidate and the HR team members.

Create Employee Driven Environments

The HR team should help frame policies that invigorate the employees to drive the organization growth. This will free up critical HR team in enforcing and allow them to focus on analyzing the results of the policies and fine tune them to ensure that the environment motivates employees to drive growth. The other aspect is to provide employees with tools as well as rewards and recognition programs to channelize and fuel such activities.

Contribute towards Governance and Business Strategy

The HR can play a critical role in the company’s growth by contributing to the governance process and building business cases for the company’s strategic direction. This requires cultivating good relationship with the leadership as well as a good understanding of the business itself. Many organizations need support in areas of governance and HR can play a pivotal role here. Another outcome of this is that, due to involvement at this high level, it helps guide the downstream HR strategies and align them to the organization’s business strategies. This becomes more critical in the frequently changing business environment.

Conclusion

In today’s business environment, organizations need to be agile and ready to transform their business with changes in the environment. An HR team cannot afford to play the timeless, but rigid administrative role. It needs to come out of a data collection and tracking model into one where they are more involved in analytical functions with both leadership and employees. They play an essential role in analyzing with both leadership and employees and facilitating growth at all levels.

Want to be a “Bold” HR? Here are 6 things you need!

An HR that dares to change. An HR that is Bold. An HR that is transformational. Any discussion in the HR fraternity is not complete without these statements. If you are ready to take the plunge and be that all new bold HR, here are 6 things that you need, like NOW!

  1. A LOT of “people” focus: When HRs talk to people, they can guide them about career growth and improvement opportunities, not just at work, but outside as well. Better interaction also leads to higher trust and regard for the HR. Moreover, when the HRs are deeply involved with people, it becomes easy for them to analyze behavioral changes, attrition etc. If you want to be that bold HR, leave your desk, and mingle with people.
  1. Set the culture: HRs need to become the brand ambassadors for their organizations, know the mission and vision by heart, and re-iterate them enough. Communicating organizational vision and aspirations helps in reinforcing cultural and behavioral standards that you wish the HRs to follow. If you want to be that bold HR, know what your organization means by heart and shout it out, enough.
  1. Get rid of the boring reviews: The “one size fits all” sort of flat review processes does not work anymore. Break the annual review cycle in to smaller chunks, make it more interactive and “cool” for the employees. Let go of the never ending paper work and build avenues for real time performance feedback. If you want to be that bold HR, encourage genuine conversations around performance improvement and growth.
  1. Train and nurture: Your organization will stop growing if your employees do not upgrade to the new. Drive training programs that help your people learn new things and implement them at work. Ask your people about what new they want to learn and do, facilitate it, and see the change! If you want to be that bold HR, help your people identify the right career progression, supported by training and learning opportunities.
  1. Start your search at home: At times you will find the best of talents, right under your nose, only if you looked there! Putting systems in place that actually help you know your employees better will help you know who can contribute where. If you want to be that bold HR, know the strengths of your employees, beyond their defined KRAs.
  1. Let your employees talk: Strong and clear internal networking goes a long way in building happy employee-employer relationships. Interaction between people from different departments helps in knowledge sharing. When people know about strengths and challenges of other departments, you may get best practices and solutions coming in, right from your own teams! If you want to be that bold HR, get your people talking over food, and see the new ideas buzz around.

Best HR practices for successful companies

Why are employees in a few organizations blissful to stay with the organization while others search for a change? The reason is that a few organizations know how to take great forethought of their employees and give a working environment that helps them hold their personality, while substantiating themselves and developing alongside the organization.

Here are a few of the best HR practices that assistance in the making of a profoundly fulfilled and inspired work power.

Work Environment

A sheltered and blissful working environment makes the employees like being there. Everyone is given imperativeness and gave the security that provides for them the inspiration and motivator to remain. This is typically accomplished through inner overviews to discover whether they are fulfilled and if not what they think needs to be changed.

Open Management

Employees dislike the inclination of being kept oblivious about what is occurring in the organization. They feel propelled and create energy just when the administration opens up to them and talks about the organization arrangements, deals, customers, contracts, objectives and destinations. This supports participative administration. Approaching them for plans on the most proficient method to enhance will get their innovative juices streaming. Being open about everything identified with the organization will help in building trust and propelling the employees. This open administration strategy could be worked on utilizing a few instruments.

Execution Incentives

Each great execution is acknowledged as a gesture of congratulations, rewards or giving some other payment for an occupation well done. Associations that strive to stay aware of the whittling down rate are generally those that think employees are “simply” doing their occupation. Regardless of the possibility that it is the employee’s occupation, finish in a calculable way calls for a motivator, and this goes far in boosting the staff spirit. These motivating forces could be executed at the single person and in addition the group level and it has been seen that this works ponders in getting the best out of the employees. Anyway it is essential to remember that these rewards ought not be given without a reason, unless it is a guarantee for yearly rewards or some such thing. Doing so will just diminish the apparent estimation of the rewards.

Execution Feedback

This is one the routines that is continuously trailed by numerous associations. Criticism is taken from the supervisor, as well as from different seniors and subordinates. Beforehand, gratefulness was just looked for from the quick supervisor or the administration, yet now associations comprehend the criticalness of gathering execution input from a few quarters. The presumption of everybody matters, particularly for somebody who is in an administration part at any level. Every individual in the group is in charge of giving helpful input. Such types of framework aides in distinguishing individuals, who can perform well as pioneers at more elevated amounts in the association. Indeed the senior level directors can utilize this framework further bolstering their good fortune, as an apparatus to enhance them.

Employee Evaluation

Each organization has an employee assessment framework set up. However, a decent framework joins singular execution to the objectives and necessities of the association. This works well when accomplishments are followed over a year. For a reasonable audit of every employee, the assessment, separated from being carried out by the manager, ought to be carried out by someone else at a more elevated amount, for whom the employee’s commitment is vital. Evaluations can additionally be gotten by different employees. This guarantees a reasonable and precise rating of every single employee.

Imparting of Knowledge

Learning offering is a great methodology that aides in the wellbeing of the employees and their work. Keep all the proficient data in focal databases that could be gotten to by every last employee. Case in point, if an employee is sent on some preparation, the learning that is gained by that employee could be put away in these databases for others to gain from it. Indeed imaginative plans that the administration considers fit for employees to see, might be put away here for all to see.

Expose Good Performances

Each organization has a few employees who beat others. Such exhibitions ought to be highlighted and showed where different employees can take a gander at them, for example, on the showcase sheets and intranet and so on. This will urge others to give their best. A legitimate framework ought to be set up to make an arrangement of high exhibitions at particular times in a year.

Communication

Effective associations sustain thoughts and they comprehend that employees who are really meeting expectations and know the business can give the best plans. The administration ought to have discourses with employees to get these thoughts out of them. There can additionally be recommendation boxes to catch these thoughts. Through this framework, supervisors can discover skilled employees and create them.

Rewards

While distinguishing of ability is very vital and must be brought about a noticeable improvement path than holding services and affirming to the entire world (the employees), the accomplishments of a kindred employee. There might be nothing preferable for an employee over the potent feeling from a resonating praise.

The Surprise Factor

Who doesn’t like amazement? Surprise meriting employees – when they are slightest expecting it. It could be a blessing testament or a little remunerate or something to that affect. This astonishment doesn’t need to be restricted to the best entertainers, yet it could be arbitrarily given to others as a propelling variable as well. Anybody could be given this shock reward.

HR-One HR Management Software developers suggest that these sound HR practices support the development of the association as employees after all assume a real part in the prosperity of an organization. Making an employee feel like a million dollars pays as the achievement of an association.