A Guide to HR Best Practices - EmployeeConnect HRIS
post-template-default,single,single-post,postid-27124,single-format-standard,ajax_fade,page_not_loaded,,qode-title-hidden,hide_top_bar_on_mobile_header,qode-child-theme-ver-1.0.1,qode-theme-ver-10.1.2,wpb-js-composer js-comp-ver-7.2,vc_responsive
HR Best Practice

A Guide to HR Best Practices

It is a known fact that the HR team has multiple goals. However, one of the forever and significant goals of the HR department is promoting employee engagement and the performance of employees. Having said that, there are a lot of ways in which the HR department can achieve the desired results. This article discusses some of the best practices that probably every HR team can benefit from by implementing them irrespective of the exclusive culture and structure of every organisation.

2. Give Feedback Often

The action of providing feedback needs to be a more regular event instead of waiting for the annual performance review. Providing just a one-time feedback at the time of annual performance review is not enough as it lacks true context, detail and clarity. Often it comes way too late. On the other hand, when feedback is offered more frequently, it gives the employees the opportunity to make immediate changes and feel more engaged in their work. Apart from this, the trend of regular and frequent feedback makes the managers more involved in the day to day work of their respective teams. This provides them with a better insight regarding the progress of their employees and allows them to sharpen the details which tend to get overlooked when feedback is not offered so regularly.

2.  Recognise!

We all know the wonders that employee appreciation can bring regarding improving the employee engagement level as well as to the overall work environment. While every employee expects a fat paycheck, but that is not the whole and sole motivating factor when it comes to engaging employees. One of the surveys conducted revealed that around 75% of employees are of the opinion that a mere verbal “thank you” added a spark to their confidence in their own skills at work. This clear-cut cut indication of the significance of a simple appreciation gesture that goes a long way in increasing employee retention and satisfaction.

3. Invest In Employee Development

Investing towards the career growth and development of your employees is certainly a win-win investment by all means. Employees attach a lot of importance when their respective organisations take a lot of initiative regarding training and development to improve their skills and promote their growth within the organisation. Career advancement has in fact proved to be one of the top non-financial motivators for employees.

4. Train in every way

Training has always played a crucial role in getting new talent. In fact, surveys have revealed that around 56% of managers consider it to be quite significant for business. However, despite its significance, only around 38% of managers feel that the training programs have been able to meet the learning needs of their employees. So, this calls for an initiative to steer away from the traditional classroom level training and adopt a more innovative approach towards promoting learning. By adopting a collaborative approach towards training with the help of mentorships, all kinds of learning styles taken into consideration and thus retention is not hindered.

5. Focus on Employee Experience

It is very important to give a certain level of attention to the experience level of applicants or candidates regarding the skills and talent that they possess. In case you have not given some real thought to the experience level of your hires, there is a high chance of you missing out on employees with an amazing level of talent and expertise.

6. Make Satisfaction a Transaction

Satisfaction is something that both employees and leadership play an equal role in achieving. It is important to seek both positive and negative feedback at regular intervals by rolling out employee satisfaction surveys or by gathering direct feedback from employees regarding their concerns at the time of performance reviews. It is very important to build a transparent work culture so that employees are comfortable to openly share their insights and feelings and also receive the same from the leadership.

7. Be Flexible

One of the surveys revealed that around 89% of HR professionals indicated that employee retention increased considerably after they implemented flexible working arrangements across the company irrespective of the level of employees.

The above-mentioned HR best practices are just for your guidance. Human Resources is an ever-evolving workforce, and you can always modify these best practices to suit the unique needs of your respective organisations and build strategies that support the organisational principles and goals.