7 HR Practices Your Business Needs To Put In Place
The human resources area is extremely strategic for companies of all sizes and segments. If it is not possible for small organizations to implement this sector, it is important that the company has at least one professional responsible for HR practices (even if the entrepreneur himself) or has the support of a specialized consultancy.
For the industry to be efficient, some HR practices need to be constantly reviewed and adapted. This means that successful HR must have the following characteristics:
Flow and process optimization;
Measurement of results to prove the effectiveness of their projects;
Search for the best cost benefit;
Observation and constant search for market news.
Of course, depending on HR practices, the corporate benefits offered vary. However, it is correct to say that they are beneficial for both employers and employees. For both of them, actions improve the climate and the environment, cut red tape, increase productivity, improve the organizational climate, reinforce the current organizational culture, motivate employees to do their best, and reduce unnecessary spending.
Here are 7 HR practices that every company needs to put into practice, whether by the entrepreneur himself, a professional, or through a structured HR area:
1. Perform Efficient Recruitment and Selection
Whether recruitment and selection will be carried out internally or by a specialist consultancy, but it is essential that it is an agile, efficient process that attracts and retains the best talent.
Technology now makes it possible for this activity to be done in an organized, fast and transparent manner. Look for recruitment software that streamlines operational steps and identifies the profiles that most closely match the company culture company culture for the on-site phases. Look for recruitment software that streamlines operational steps and identifies the profiles that most closely match the company culture for the on-site phases.
2. Promote the Integration of New Employees
Large companies and multinationals have formal employee integration programs that last up to three months. Small and medium businesses also need to support their new employees.
Some tips can help you with this task:
Prepare a welcome kit for your new talents : badge; office supplies; uniform (if necessary); company presentation material (folder, e-books, newspapers, magazines, social network links, website and blog); list of top restaurants in the area with food type, address and price range; explanatory materials about the benefits or links (meal vouchers, food vouchers, health insurance, physical activity benefits, among others) and the main company policies: IT, HR, Communication, Purchasing and rules in other areas.
Choose someone or make a company presentation yourself. Show what is the organization chart and what are the values and mission of the company. Tell us a little about the history and the main goals. Here it's important to show the difference his job will make, talk about career prospects (if any) and also make clear the rules and what's allowed or not in the organizational environment (or outside of it, but on behalf of the company, as on social networks or on the street, wearing the company's uniform).
Ask someone from HR or assign a new employee to introduce them to everyone in the company. It is important to analyze if, for the hired function, the employee needs to know some areas in more depth and schedule the presentations / training.
3. Offer Training
This is one of the HR practices that needs to be performed frequently. First, because there are trainings that are required for certain functions or required by Laws or Regulatory Standards (working in confined environments, at heights etc.). And there are those that are requested by customers (especially when your company provides services to other companies).
In addition, a company that cares about its employees' development leads the way in terms of good customer service, excellence in delivery and a great working environment. It is interesting to research good free courses (face-to-face or online), to request that some collaborators give internal training or to make available funds for technical training.
4. Perform Performance Appraisals
There are now many digital partners and systems that make it easy to apply performance appraisals of all types: behavioral, self-assessment, and 360. This people management tool allows employee performance to be evaluated, as well as their strengths and improvement.
It guides the delegation of tasks, the necessary training, feedback sessions, layoffs and promotions, based on evaluations. Listen to other managers, coworkers, and customers. It is important to define a periodicity and respect it.
5. Develop Incentive Campaigns
No matter how big your business or your budget, new incentive and recognition campaigns can always be implemented. The employee who stands out the most in each month or area can earn a symbolic gift, such as a salary bonus, a discount on a particular product / service, or a day off.
One way to get motivated and engaged employees is to set goals, encourage healthy competition and publicize the awards and their winners. At the time of annual planning, be sure to enter incentive campaigns according to commemorative dates or corporate events.
6. Implement Effective Communication Channels
Be creative and seek to implement communication channels that best match the company culture to improve people management. If the president is accessible and available, promote cafes or install a unique WhatsApp to communicate with him.
If the company has employees of different age groups, consider implementing channels for each of them: radios, comics and corporate TV for the shop floor; applications and games for younger and more senior employees; newsletters, intranet and informational for the most traditional.
No matter what the new channels will be implemented, it is possible to spread the corporate culture, values and information clearly, directly and effectively.
7. Apply Climate Surveys
Maintaining a healthy and productive work climate is essential to delivering excellent service and great results. After applying other actions such as training, performance appraisals, incentive campaigns and integrations, it is possible to measure how the employee analyzes his own work environment through climate surveys.
It is the ideal place to collect complaints and suggestions. If HR gets the most out of the research, it will be able to guide next actions and business management based on their results.
Finally, it is essential that HR practices do not fall into obsolescence. To do this, always look for innovations, respect the periodicity of their applications and be open to hear what managers and employees think of them.