Developing your HR department to work more efficiently can be very effective.
It’s critical to develop effectiveness and efficiencies on technical aspects of human resources and to develop an understanding of what really matters in terms of your hiring process, your onboarding management, your company culture and the willingness to explore new ideas.
How much time does your department spend managing job listings and sorting through applicants for your companies? For the majority of HR managers, this can take up a significant amount of their time; you may even be responsible for conducting the interview view and sending out rejection emails which can really suck up your time.
So how do you make recruiting easier? Simple, implement a tool that allows you to do a notable amount of these tasks. A one-click solution that allows you to send out your job postings to a number of job boards, to easily shortlist and message candidates to schedule interviews and a tool that will allow you to send rejection emails all in one go instead of going through the tedious task of sending them individually. Reducing the time it takes to hire new talent gives you more time for the other tasks you have on your plate, and reduces the cost of recruiting and hiring. Go Hi-Tech or Go Home.
Talent Management Strategies
Once you get your talent in the door and hired, how are you managing them? Are you just letting them go about their business, or are you monitoring their performance and progress? If you answered the former, then you’re not being nearly as efficient as you could be. Simply put, talent management is a system you put in place to develop and retain your most valuable asset—your people.
This includes performance assessments, corrective measures where necessary, and giving proper rewards to top performers. Without a talent management strategy, you could lose your most valuable employees. So make sure that you implement one as soon as possible.
A strong company culture leads to a happy, engaged workforce—and that leads to a successful business. So how can you be sure that your company culture is engaging employees, and how can you get a feeling for the level of morale within the company?
The answer is quite simple: Just ask! Employees are usually more than willing to give feedback on how they feel about their team, their supervisors, and the company as a whole. You can begin with very simple, low-tech options like suggestion boxes or open forums that allow employees to share thoughts, concerns, and ideas. You can also implement a number of online tools, like anonymous surveys, that encourage employees to share how they’re feeling about their jobs. By accepting feedback, you can pinpoint ways to improve company culture and employee engagement, as well as find problems that you may not have known about otherwise. For example, imagine that you have a supervisor who has had a serious negative impact on his or her team, but it has gone unnoticed by HR or upper management.
If the negative behaviour goes unchecked, you can lose high-performing employees, or experience slipping productivity due to low morale and unengaged employees. But if you’re soliciting regular feedback from your employees, they will most likely be happy to inform you of any behaviour that is negatively affecting the team’s morale, and the manager’s behaviour can be corrected.
The majority of HR professionals are risk-averse. This is probably because they are not encouraged or trusted enough to take risks. But the more successful practitioners understand that chances need to be taken and in turn can result in value. So don’t be afraid of change or to think outside the box.