A business is nothing without its employees, and it is the job of the human resources department to implement strategies and processes that help recruit good employees, foster their growth within it, and most importantly, retain them. While other people in the company also have to play their part in this process, the HR department is clearly a key player, meaning it should always be on the lookout for how to be more efficient and effective in this vital role.
Reconsider Candidate Recruiting Process
Most HR department rely heavily on job boards and recruiters to fill positions, and while it is important to utilize a variety of tools in finding the right employee, research suggests that other means may be more efficient. Social media may be particularly beneficial for reducing the gap between posting a position and actually filling it. Not only may it get you faster results, it will not cost you a dime. Using a recruiter may cost you anywhere from 5 percent to 30 percent of annual salary depending on the position being filled.
Adopt the ‘’Right’’ Philosophies
Every business has its own guiding philosophies that set the stage for main objectives and how these objectives should be achieved. Research in Britain found that the most successful HR departments focused on creating work environments that fostered collaboration and innovation, allowed employees to thrive individually and simply were more pleasant to be in. HR departments whose primary focus was on cost-cutting and/or efficiency fared the worst. Not that there is anything wrong with wanting to reduce expenses and be more efficient, but it appears that making these issues front and center does not lead to the desired outcomes.
Reduce Administrative Work
HR functions require lots of administrative work, from payroll to managing benefits packages. While these things are important, tending to them takes time away from the most important work of managing employees effectively. You might consider outsourcing these tasks to a PEO service company, which are highly skilled in handling these jobs. Partnering with these companies can bring many other advantages. Since they are considered a co-employer, you might be able to secure better health insurance and other benefits, or offer federal protections that may not be available to your employees now because of the small size of your company.
Constant Monitoring of Culture and Employee Experience
The more in-tune you are with what is happening within your company on a continuous basis, the more effective you will be in implementing positive change and nipping problems in the bud before they grow into much more serious issues. If there is an issue with a particular manager, you want to know that as soon as possible, not a year from now, after it cost you a number of good workers. Implement tools that allow you to connect with employees and their feedback. It could be something as simple as a suggestion box, or a series of online tools that allow you to receive feedback to assess engagement, job satisfaction and other important factors.