Best practices for HR management contribute to your company’s success. As an HR professional for more than 25 years, I recommend developing a comprehensive HR strategy to help your business increase its competitive advantage. HR professionals help hiring managers locate, attract, filter, recruit, interview, and hire new employees. These experts affect the organization’s ability to get the best employees, develop current employees, handle disputes, and prevent costly legal problems. To positively impact a business, HR programs must focus on building skills, motivating the workforce, and managing behavior. Successful HR professionals:
- Manage employee services, such as health, wellness, and benefit programs. You also need to set up policies and procedures to expedite pay, insurance, and employee leave.
- Handle conflicts between employees, managers, and team members. By providing training and development opportunities to all employees, you help your workforce develop the skills they need to communicate more effectively, make informed decisions, and resolve disputes quickly. Organizing team-building exercises helps your team collaborate more effectively.
- Optimize organizational processes to improve performance and reduce costs. Facilitate meetings to better organize work flow and analyze problems.
- Hire contingent workers or outsource work when internal teams get overloaded. An effective HR department knows what skills, knowledge, and competencies are required to maintain company operations.
- Promote the company’s values and maintain high standards of business conduct and ethical behavior.
- Measure employee satisfaction with their manager, work environment, job tasks, and career opportunities. For example, conduct annual employee satisfaction surveys. Make adjustments to ensure that employees have the tools, resources, and support to achieve strategic goals. This typically increases morale, loyalty, and productivity.
An effective HR department helps set the tone for a productive work environment for all employees at all levels. By engaging employees and asking for contributions, you ensure that highly-skilled workers feel valued. This leads to lower rates of absenteeism, attribution and conflicts. By empowering employees to solve problems on their own, your HR department only has to get involved and mitigate problems when absolutely necessary to avoid further conflict. Employee behavior can affect a company’s financial outcome too. When quality decreases, customer satisfaction plummets. Customers refuse to buy products with errors or poor service records. As revenues decrease and costs increase, profitability diminishes. To prevent this deterioration, successful HR professionals monitor employee performance to ensure maximum results.