11 Ways to Rebuild HR to Support Fast Growth and Happy Employees
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The Human Resources department has been perceived as a static aspect of running a company that can’t be upgraded or redeveloped for heightened efficiency. But the developments in the last decade or so have completely revolutionized the function. The latest research and technologies suggest that it is possible to make it the ‘key department’ that management takes notice of.
As a business owner or HR representative, there are many ways you can rebuild HR to support fast growth and happy employees. From setting policies to the onboarding process to the exit process, HR has an impact on how employees perceive the company. And the best way to meet their expectations is by creating plans to enhance their growth in the company. Here are the 11 best ways this can be done:
1. Promote agility and internal career development
Agile workforces that promote internal career development are the crown jewel in successful companies. An agile workforce promoting internal career development looks for ways to uplift and empower employees before searching for talent elsewhere.
There are many employees doing jobs they are not passionate about. That is why some companies have adopted the principle of allowing current employees to bid on new opportunities within the company. For example, if a new junior software developer is required, an ad might be sent to every employee.
Who knows? Perhaps Jim from accounting has been studying software development after hours and this career boost is all he needs to do what he loves. Promoting this kind of environment will keep employees on their toes and also give them unexpected career boosts that contribute to their happiness and satisfaction.
2. Be flexible when searching for talent and onboarding employees
If you are searching for real talent and would like to get the best cut, it is imperative to be flexible. Approaching this aspect of HR with a binary mentality of purely right and wrong can lead to losing real talent. For example, a lot of companies demand degrees or other qualifications from potential candidates.
Failure to produce the required qualifications means all bets are off. In some cases, this approach is just an unnecessary evil that creates a bottleneck to finding real talent and onboarding them. Instead, HR departments should have some flexibility and assess each case on its own merits.
Of course, certain jobs require a qualification to be produced when applying for the vacancy such as electricians, doctors, etc. However, some do not and in those cases, HR should be more flexible.
11. Improving the employees’ experience
HR departments should adopt a hands-on approach to defining a great employee experience. Unfortunately, some HR departments are not even aware of their employee experience and that is a huge mistake. Map out the journey of employees right from talent attraction to their exit strategy.
Mapping out the employee experience can improve their well-being and increase the number of retained employees. You should fully understand what contributes to a great employee experience to be in a better position of suggesting and implementing necessary changes.
Doing this can benefit both employees and the company because the workforce will be more dedicated to working because of being well-taken care of. Defining the employee experience can also help direct HR departments to appropriate talent search pools.
Chief Executive Officer of Medlinks Cost Containment, Inc. and Medlinks Staffing, LLC.
“Our staff has praised the increased communications level Workmates delivers. We use it to communicate important project matters and give staff specific ‘kudos’ or even recognize their birthdays. More importantly, we use Workmates to clarify important project details that needed rapid dissemination among the entire team.”
Final thoughts
HR departments can be rebuilt using these tips and techniques that support fast growth and happy employees. Implementing various technologies can help rebuild this department, such as using AI, VR, and analytical dashboards. At the same time, HR departments should not forget to map out their employee experience and improve the engagement of new recruits. If a company needs more hands on deck, it should consider establishing a remote workforce to have a cost-efficient solution.
Author Bio: Ashley Simmons is a professional journalist and editor working with a daily newspaper in Salt Lake City and has an experience of 4 years. She’s also a top-rated academic writer with best essay writers UK. Her expertise is in writing essays, thesis and dissertation in finance, economics, statistics, sales and marketing and fintech.
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