Best Practices for HR in 2018
Best practices in HR today is not merely about achieving growth and productivity at the workplace but transforming the entire HR processes from start to finish to meet the needs of changing dynamics in workplace management. HR today is facing a new set of challenges as well as opportunities and needs infusion of fresh set of ideas to resolve issues they are encountering.
Promote Inclusion at the workplace
In today’s times where politics, faith and even Hollywood are used as instruments to divide than unite, it is very critical from the organization’s point of view that they get their act together to promote harmony and stop discrimination. Organization should ensure fair treatment for all and that no employee is discriminated against because of their religion, race or background.
Automate HR Processes
HR automation is the process to improve the efficiency of human resources departments by automating the manual human resource processes and eliminating data centered risks. Manual HR processes with paper and spreadsheets can be a real drag. HR managers waste lot of time and energy in redundant activities, filing and collecting paper documents.
Loosen up the workplace
Gone are the days when the HR manager constantly nags the employees and assume his primary responsibility is to make life hard for the employees. Organization’s should take a step back and stop micro management and encourage employees to be more responsible and take complete charge of the situation, putting the onus on them to achieve the desired work output in a manner that suits them as long as it meets expected standards of performance and timelines.
Use of data analytics
As we enter a new economic reality and, in turn, a new reality in the labor market, the ways in which people-related data are utilized will be critical to mitigating risk, creating business capability and driving outcomes such as customer satisfaction and sales. Today’s HR analytics tools not only enable managers to gain insights on current workforce performance, costs and services, but to also model “what if” scenarios to anticipate changes in business.
Mentoring Programs for talent development
Organizations should invest in mentoring programs internally to bridge the gap between expected levels of performance and current skill sets. This can be done by employing mentors who specialize in training current resources and helping them scale up to meet desired levels of output.
