“To win the marketplace, you must first win the workplace.”
- Doug Conant
The role of HR departments in an enterprise is extremely important. This is where key employee decisions are made. And not only in terms of their employment, keeping personal documentation, recording working time and calculating salaries, but also organising training courses or ensuring the right atmosphere at work. All these activities are extremely time-consuming and require the use of appropriate procedures. Therefore, in the past, HR departments produced countless documents and their traditional circulation could be a headache. Digital technologies and information systems have changed everything. Electronic management of HR processes, through automation and the introduction of electronic document flow, has effectively improved all activities related to human resources. How does it look in practice? Let's start with the general HRIS feature.
Improving the processes of acquiring the greatest talents affects the number of good professionals in your company. It is also important to include in these processes work on the organizational culture of the company. Do you take this into account? Which strategy will be best for you? It is not enough just to hire someone who is talented and intelligent. It has to be a candidate that will fit the company's organizational culture, or even better - will improve this culture.
The period of the first weeks in a new job and adaptation in the company is an extremely important point of contact between the employee and the employer. To answer the question why it is so important, let's start with the definition of onboarding. The key is to precisely define the areas in the company in which we want to introduce a new person.
Do you think the goal-setting component of the performance appraisal process is a big part of why the performance appraisals aren't working? Many people find that setting goals for a performance evaluation system interferes with the effectiveness of the entire process.
Why do good employees leave the company? How long did they prepare to submit their resignation? Can anything change their decision? All these questions can be answered by conducting an exit interview. See what the baseline interview is all about and what it should look like to get the results you want.
Is raising this topic just a fashion or the actual result of a growing phenomenon? Undoubtedly, burnout syndrome affects employees, and not only those who professionally deal with helping others (teachers, nurses, psychologists, priests, etc.). It affects employees of all industries, regardless of their position and place in the organizational hierarchy. In numerous publications we find descriptions of burnout among managers, salespeople, service employees and officials.
When companies find it difficult to find competent employees, and the lack of skilled workers is a major problem, the topic of employer branding is becoming increasingly important for companies. For this reason, we present five tips that will help you to run successful employer branding and give your company the necessary edge over competitors.
Have you heard about 1: 1 meetings? Or maybe you have been running them in your team? Let us tell you a little bit more about what 1: 1, the benefits they bring, and how to conduct them to get the most out of them.
The key to success is to develop and implement a well-thought-out hiring strategy that will deal with declining candidate resources. It should take into account the company's business plan, long-term employee demand, and managing both the demand and supply of talent. It is advisable to also cover external factors such as new technologies, demographic changes and competition from other companies. A company that wants to produce something must first ensure the supply of raw materials. In the same way, every employer should secure adequate resources for employees before starting the execution of their business plans. Employment policy must be closely aligned with the company's overall strategy and cover more than just recruitment - it is one of the necessary conditions for development.
HR - department, role, function. It is good if the head of the HR department takes a place in the management board in the organizational structure, but it still does not guarantee that HR and the topics most closely related to it will be treated seriously in the company. The role of the HR leader is ungrateful. Often pushed to the background, because it has little to do with strategy or financial results - after all, it's just staff. As HR departments, we want to be taken seriously, we want to take an active part in key business processes, and we are still too rarely invited to them. In my opinion, it is our fault.