8 Essential HR Practices

8 Essential HR Practices

Human Resource (HR) departments can really make or break an organisation. Companies are run by people, making them the depending factor in the equation for success. If you have skilled people working you, then your company is more likely to succeed. And who hires these people? HR of course!

With the advent of technology, HR has become more than just about putting out job advertisements and running payroll software, it is much more than that. Here are 8 essential practices for HR that can help the department and the organisation at large:

  1. Be Straightforward About Expectations

  2. Most new hires will have absolutely no idea about what the organisation expects of them. As the HR representative, it is your duty to clear the air for them, preferably in writing. You can create a handbook or manual to guide them through their work duties, attendance, communication etiquette, payment methods, dress code, etc. This responsibility should not fall on the shoulders of the department the new hire is assigned to.

  3. Finding Culture-Fit

  4. Every organisation has its own culture; it is defined by the people and the kind of work they do. When finding new talent, it is just as important to screen the person for cultural fit as it is to find the right qualifications. There are people who have the required qualifications but do not thrive as they are not appropriate for nor adaptable to the culture.

  5. Study Employees for Motivation

  6. You must know what motivates the employees. While money is definitely a strong motivator, it’s not the only one. You have to consider non-monetary incentives like performance awards, dinners, parking privileges, etc. Being in HR, it is your job to observe what kind of motivation works best and for whom.

  7. Transparency

  8. Transparency is something that benefits both the employees and the organisation. You should make a habit of impressing upon the applicants the importance of transparency so that this mindset is instilled from the beginning. Money matters, recruitment, terminations, etc. should all be made as unobfuscated as possible.

  9. Embrace Technology

  10. HR is one of those departments that came in late to the tech party. Technology should be used to one’s advantage in order to streamline the workflow. Cloud-based payroll software, management systems, application tracking and such technologies should be fully embraced. It removes unnecessary paperwork, cuts down on costs, and results in savings.

  11. Get Involved

  12. No matter how big your department is, get involved in the hiring process. The HR manager should be overseeing as many tasks as possible. And it wouldn’t hurt to involve the business owners every now and then as well. Their involvement will show that there is more than just a vested interest present when it comes to growing the company.

  13. Consistency

  14. Consistency must be maintained in your policies. You must be completely impartial and objective in every scenario. It is HR’s job to implement and enforce policies even if the employees do not like it. Being firm yet flexible will go a long way in earning respect in the workplace.

  15. Utilise Social Media

  16. Social media can plays an influential role in finding new and useful talent. You can advertise on social media and start groups to converse with potential recruits. It is a much more interactive and fast-paced method as compared to the more traditional recruitment drives and agencies.