What Are the Different Ways to Improve Human Resource Management?
There are several ways an organization can improve human resource management (HRM). Some key areas include compliance, organization, and employee relations. Effective recruiting and hiring processes can also improve HRM. Overall, the best method is for the company to stay aware, engaged, and current on all key aspects of the organization and the human resources industry.
Building and maintaining a strong workforce is one of the most important tasks of the human resources department. Streamlining and maximizing the effectiveness of this process is often one of the most powerful ways to improve human resource management. Regularly evaluating and troubleshooting the recruitment and interviewing process can help the human resources team to hire employees who are a good organizational fit. This can increase retention of both new and long-term employees.
Another effective technique is to ensure that the department is in full compliance with all governmental and organizational laws and regulations. While there may be a framework in place to ensure compliance, there will often be elements that fall short and that the human resources team may get in the habit of doing incorrectly. It is also a good idea for an organization to have a system for keeping apprised of any changes in laws or industry practices.
Focusing on employee retention and satisfaction is also important. In order to maintain a thriving workforce, these two elements are best considered together. While ensuring that employees have strong benefits, opportunities for advancement and other perks can help with retention. The company environment should also be acceptable to employees. This measure is important because, if there are benefits of employment and other retention efforts that keep unhappy employees from leaving the company, then the corporate environment could suffer.
Regular training and evaluation of team members is another way to improve human resource management. This can include technical aspects of the job, such as staying current on laws, industry software, and other tools of the trade. Receiving training on emotional elements, such as conflict management, employee engagement, and other issues related to morale, can also help to boost HRM.
Networking with other professionals is another effective way to improve human resource management. Both industry-specific and general business events can provide helpful insight into employees, HRM structure, and similar relevant areas. Possible activities can include meetings or lunches with professional associations and networking events.
@indigomoth - That kind of human resource management is ethically wrong, in my opinion. Yes, you can argue that if it's a choice between that and no job at all, of course people will chose to have the job.
But that doesn't make it right. And even in retail a company is better off with happy, hardworking employees than with people who are just going through the motions because they know they could lose their job at any moment.
@Mor - I can see your point, but I think in some cases it makes better business sense to turnover staff quickly.
There are plenty of jobs in which training doesn't take all that much manpower or time. Most retail jobs just take a cheerful personality and some competence at numbers plus a handful of hours experience doing the actual work.
And in these jobs, the truly capable people aren't going to stay long anyway. Either they will be promoted quickly, or they'll leave for better jobs. So there's no real incentive for employers to try to keep them and no incentive for them to hire them permanently if that requires more pay and benefits.
I know it's the right thing to do to try and give all your staff benefits. But, in some cases, the company just can't afford to do it.
Most companies figure out what the best thing to do financially and they manage to get it done.
It always astonishes me when I hear stories about companies that go through staff really quickly. Like, they'll only keep people for six months, or until they start having to pay them a little bit extra and then they'll suddenly fire them.
I guess this might work if there was no training involved, but what kind of business doesn't need people who can work efficiently and know what they're doing?
I mean, if the job is that easy, surely it would be better to get a machine to do it.
I've always thought it was much better to hire someone competent, train them well and then do what it takes to keep them.
After all, hiring new staff is expensive, you have to advertise, select them, train them, and so forth. It's more efficient to just keep the ones you've got.
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