The Complete Human Resource Publication

HR BEST PRACTICES

Most Valuable HR Practices every Business should have
 

Caring about the finer details when it comes to HR policies may seem irrelevant, however, they greatly add to overall experience of the employee and its resultant effect will be visible in the output

Human resource has today evolved into a business partner, and plays a critical role in helping an organisation retain its competitive edge, while remaining ahead of the curve. It is a function responsible for understanding organisational pulse and introducing suitable practices. It is also responsible for building a culture that is conducive to innovation, becoming agents of continuous transformation, aligning processes and ethos to improve an organisations’ capacity for change.

HR today is working closer with the parameters of outcomes and productivity.

• Culture Supporting Innovation: To ensure competitiveness and continuously evolve, it is extremely important that organisations’ ecosystems supports innovation across functions. Towards this, one can have specially designed reward systems to suitably recognise employees who propose innovative ideas, processes, technologies, etc., which make for a very inclusive culture, fostering and motivating employees to ideate and innovate.

• Importance on ‘how’ over ‘what’: This applies across functions. How do you brand your product and company? How do you treat your employees and so on. It is imperative to spend time and energy to focus on ‘how’ rather than just ‘what’. Caring about the finer details when it comes to HR policies may seem irrelevant, however, they greatly add to overall experience of the employee and its resultant effect will be visible in the output. For us at K Raheja Corp, we have handpicked the best policies that are uniquely designed keeping in mind our workforce, what meets the cultural requirements of our company, while continuously evaluating ‘how’ it adds value to employees’ experience.

• 360 Degree Feedback: Respect for people is extremely critical in inter-departmental functions and employees value it the most. 360 degree is an amazing tool to assess overall managerial ability and to create a fair and transparent culture, which in turn will motivate performers and bring in high levels of engagement. In the absence of this, HR will simply be slapping bandages on problems until top executives decide to make people issues a clear priority.

• Structured Recruitment Processes: While HR knows that structured interviews are important to hire the best talent, most organisations do not invest in training managers for interviews. Hiring decisions then get made on the basis of pure instincts and emotions that may lead to wrong hires. Introduction of personality defining tools are very important to assess culture and attitude.

• Flexible Work Culture: Line managers who want to retain control often do not support flexible culture. Today’s generation is highly multifaceted, and the generation that has started entering the workforce has an inherent entrepreneurial spirit in them. It is, hence, imperative that the work culture supports the same to ensure best level of quality output and long-term retention.

• HR Analytics: Traditionally HR leaders have felt least equipped in the area of analytics. However, putting a robust HR analytical system in place is a must as it will allow mining of employee data to provide key insights that will help in improving existing practices. Without these insights, any HR policy or transformations would be at a superficial level and will not have optimal impact.

• Linking Talent Management to Business Strategy: It is important for HR to go beyond the traditional recruitment process of filling in openings with ‘pure speed’. The need of the hour is talent management – where one foresees the talent requirements that will arise in the future, as the business grows or matures. When talent is linked to business strategy, it connects and emerges from the vision, and values of the company. It is then that HR truly manifests itself as a business partner, delivering to the clearly articulated business strategy of the company.

These are some key HR practices that can be applied across the board, in large and small companies alike – irrespective of the industry. Many smaller businesses and institutions do not pay heed to building strong HR practices early on as they feel it could be brought in at a later stage. However, incorporating systems and practices early on helps to build a strong foundation for the company, attracting most suitable employees with better retention.

 

 
By Urvi Aradhya

Sr. Vice President – HR
K Raheja Corp 

 


 


 

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