In the fast-paced business world, the Human Resource Management (HRM) field is changing constantly. HR teams have a lot of work items on their plates like recruiting, performance management, employee engagement, training and development, payroll administration, benefits, compliance —just to name a few. A small HR team, at least made up of two HRs, can become very powerful to manage a wide range of responsibilities for their hundred plus employees. For this, the team should make some smart moves to address all that’s on their plate, without having to work around the clock. Embracing some smart moves like leveraging technology, etc., the HR team will grow as internal branders. This allows it to help your company score high in employee engagement to have higher productivity and lower turnover and absenteeism. It's no longer a secret that employees who are engaged work harder, are more productive and are less likely to exit from their companies.
Here are the five smartest ways to make a big impact:
Employees spend a lot of time engaged in new-hire and benefits-related administration during their first few weeks with an organization. A lengthy paper-based on-boarding process can lead to unhappy hires. In a streamlined onboarding process, the new joiners are sent key documents to complete before their start date. In addition, all required devices – are adjusted for them when they arrive. The HR team should use technology to streamline the benefits process to reduce the employee enrollment from the days of time to a matter of minutes.
The HR team should cultivate a “Continuous feedback” culture for their employees. It plays a key role in employee morale and lets employees know their contribution to their company. Employees grow when they are regularly mentored, directed, and advised of their mistakes and achievements. Frequent reviews are a positive service to the employees. Because they help find the little flaws that are repairable before they become difficult to repair.
Internal HR Skills Development
The HR department often overlooks the development of their own team members as they spend most of the time on programs for development of employees company-wide. This is a mistake. It should make sure team members’ competence grows in practices like change management, relationship management, talent management, the use of social media tools and other HR technology. It should also emphasize developing their business acumen and industry knowledge.
Technology can support a heightened strategic role for HR by automating many routine activities, such as tracking attendance and leaves, writing down holidays and vacation days or recording performance reviews, thus minimizing the administrative burden on HR pros (and often reporting level managers and employees too) and freeing time to focus on what matters the most. It also offers the data required for accurate and reliable HR decision-making.
Grievances arise when employees may have different reasons like strict production standards, poor relation with managers or discrimination, unsafe workplace or wages related, etc. The grievance will lower the morale and efficiency of the employees. Overlooked grievances lead to frustration, boredom, low productivity, absenteeism, etc. Today's grievance management technology can help you discover potential problems before they occur or look into requests mentioning problems as soon as employees send.
In a nutshell, a small HR Team should espouse an HR Technology to change the way they work and demonstrate their strategic value to the top management of their company.