Best HR Practices for you organization

Best HR Practices for you organization

  • 27th May, 2014

HR holds a very important role in promoting the internal and external activities of any business. With pre-defined roles taught in B-Schools, most HR practitioners are often unable to identify the most effective HR practices in and outside their organizations. It is important that you understand the importance of some commonly ignored HR practices for the growth of your employees and resources who in return contribute to the business development. Let us understand a few of the top HR practices that would be useful in a long run.

First Impression on a prospective employee.

The Human Resource Department is the foremost link between a new hire and the existing staff of the company. Thus, it is important that the HR is cordial with them and help them capture all that the company can offer. Never assume the new hires to know what your organization expects them to do as the policies which you feel are simple may appear complex to them. Develop a basic and uncomplicated handbook for the employees stating the job descriptions, attendance policies, leave rules, payment modes, etc.

Motivational Strategy.

Adopt a motivational strategy to keep your workers enthused. Researches indicate that employees have three major requirements: exciting work, appreciation for a good task and involvement in the company practices. However, it is not necessary to provide financial rewards every-time. A daily inspirational mail, monthly get-together, mentorship programmes, etc. can be taken up for keeping employees motivated.

HR Automation.

Modernize the HR processes by installing HRMS and Payroll solution. This not only improves interpersonal communication and accessibility but also saves time. This software are a single solution to manage all aspects of employee engagement with complete efficiency, convenience and transparency.

The basic aim of Human Resource Management should not be to keep things veiled under terms and conditions but to keep a selective transparency between the employer and the employees. Always remember that employee engagement is the skill of engaging individuals in reliable connections with the organization to leverage work into development.

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