Maintaining an effective human resources department is essential for supporting your company’s current employees as well as hiring new talent.
It’s a job that requires organization, dedication, and tact regardless of whether your company is big or small. In fact, the majority of decisions you make in business are related to personnel management, making HR critical to the business’s success. That’s why managing your HR department successfully is crucial.
Managing your human resources department
Most human resource professionals go into the field because they like helping others, and that’s a good start. However, managing an HR department is so much more involved in that. HR professionals are responsible for recruiting staff, managing employee relations, reviewing interactions in the workplace, promoting wellness in the workplace, and troubleshooting issues.
As is the case with any management position, HR management is a complex job that can be frustrating if you’re in it for the wrong reasons. Delicate employee issues and difficult staff can make the job more stressful than it needs to be, which is why you should always approach HR management directly.
HR best practices
Every HR department should have a list of best practices that guides all activity and decision making. As a company founder, you should have a clear vision of what you want your HR department to accomplish and what your HR department should be. Consult with others in your network or discuss your ideas with HR professionals to see how you can customize your best practices to your company’s specific needs. With the right vision, you’ll attract the best talent, fill the right jobs, and even could be known as one of the area’s best places to work.
There are many best practices you can cultivate as an HR manager. For starters, you should implement the right human resources philosophies into the department. HR should focus on creating a work environment that enables employees to succeed and thrive both as individuals and as team members. When you focus on maintaining a positive environment for employees, retention rates are higher and you’re more likely to attract the top talent in the field.
Another best practice CEOs and supervisors should utilize is reducing administrative work for the HR department. Rather than charge your HR staff with office duties, allow them to focus on developing better work relationships and supporting employees. The last thing you want to do is turn your HR into another filing department or receptionist station.
Make a list of the best practices that mean the most to your business, and give HR the ability to carry them out. Here are a few to get your started.
1. Practice effective communication
The human resources department is nothing without clear communication. Employees should feel comfortable approaching HR about anything, whether it be personal or work-related issues. HR staff should also be open to listening without judgment and keeping sensitive information confidential.
As an HR professional, you may want to consider adopting the speaking style of someone you admire to have a more commanding presence during HR-led meetings. Think about which speakers you know who are relatable and easy to talk to. Review TED Talks or other influential videos if you’re not sure where to start. How can you use their techniques to make yourself more approachable? Try practicing your preferred style of speaking aloud in front of a mirror and then use it during the next employee meeting when you feel comfortable.
HR professionals and company managers may also consider attending a Toastmasters meeting to help hone their public speaking skills. When you can speak confidently, employees have more faith in what you’re saying. They will also have more trust in the company.
2. Stay flexible
Some HR departments get stuck in a rut where they’re unable or unwilling to try new things. The best HR staff, however, will keep employees engaged. As an HR manager, you should always be flexible and open to implementing new ideas.
Take the time to network with other HR professionals to discover new best practices and how to deal with specific issues. You may even want to schedule a group meeting at your company for HR teams from other companies to come together and exchange ideas.
Once you’ve familiarized yourself with a new idea, don’t be afraid to try it. HR staff are in the perfect position to lead discussions about changing trends and to influence change from within the company. Those who choose to adhere to yesterday’s best practices are missing out on adopting the better, more effective methods of tomorrow.
For example, rather than relying on an outdated method of surveying employees during their performance reviews, why not have a real conversation with each one about their experiences? Ask how they felt on their first day or throughout their first 30 days. Find out what they like and don’t like about working for the company. Once you put yourself in their shoes, you can start to see the company culture from instead rather than from the outskirts of the HR department.
3. Implement the appropriate technology
Despite the fact that human resources is a small department, you still need the appropriate technology to do the job correctly. In some cases, you might come into a situation where a complete HR software overhaul is necessary.
Every HR department should have an employee database that can be accessed by all employees, not just those in HR. The information on this database could include things like a co-worker’s current department, job history, social media feed, and even favorite color. Make it fun and personal!
You could even encourage the use of social media feeds as a way of staying up to date on work news. Regardless of which network you choose, having a collaborative online space where employees can hold a virtual discussion is an essential aspect of the modern workplace.
The right HR technology can help you tackle other issues, including goal-setting, onboarding, and completing performance reviews. The more you can keep these processes automated and organized, the less paperwork you have to deal with.
4. Inspire others
Human resources is often seen as the department that represents “the rules.” While there is a lot of truth to this outlook, your HR department doesn’t have to be a downer. In fact, being an inspiration to your team is one of the best practices you can implement.
It’s true that some HR professionals can get lost in policy and organization, but the more you take the time to inspire employees, the more you’ll be recognized as an effective leader. When you connect with others and help them understand HR’s role in the company, you’re in a better position to cultivate the company culture. HR management becomes fun rather than just another job.
5. Connect with colleagues outside a traditional office space
Employees often find it difficult to approach HR because it feels a bit like going to the principal’s office. Instead of keeping yourself at arm’s length, get outside the office and interact with others.
If it’s hard to get outside the office, see how employees work and how they utilize the tools they’re given in the office. Some office spaces are more open and inviting than others. Observe how effective an open office layout is compared to a traditional one with cubicles. When you do this frequently, you can familiarize yourself with everyone’s workday and anticipate any issues.
As part of getting out of the office regularly, create an open-door policy that encourages employees to come to you with questions or problems. When they see you interacting with the entire team outside the HR department, they’ll appreciate your role in the company and become more comfortable with your ideas. In turn, they’re more likely to confide in you when needed.
Another great way to build relationships in the office is to hold team building activities. Discuss the possibility of having a regular team building game with the company manager, whether it be once a month or every six months. Team building activities bring the entire office together to socialize, hone leadership skills, and practice working as a team. It also does the whole office good to get away from the typical workday and immerse themselves in some creative thinking.
Effectively managing a human resources department is a lot more involved than it was a decade ago, but with more room for creativity, flexibility, and interaction, you can help cultivate a company culture everyone will be eager to join. Follow these tips and consider implementing your own to create your own list of best practices to manage your human resources department.