We often enjoy discussions with customers about maximising the efficiency of their new HR Solution and how to get more out of it than the standard time on, time-off, holiday requests or timesheet functionality. Clients rightly want their team to have – and know how to use – the best tools to raise their output.
So, whether you’re a startup, or about to embrace sweeping organisation-wide change, what can you and your managers do to kickstart new policy and procedure and ensure workforce management tasks are streamlined and oriented to employee satisfaction and associated productivity?
Chicken or egg?
HR can seen as a set of Business Processes matched with specific organisational values.
And we’ve previously talked about matching People Management Needs and Solutions and Hiring and Communicating to Company Culture.
Of course your chosen software can help with the processes and automation side.
And even if you have clear ideas on culture and behaviours and policy, what order do you deploy them in? (Some pointers on basic policies. such as absence management and Staff Holiday Planning etc. if you’re not clear on your direction yet.)
He’s a set of steps required to rollout a solution and policy in tandem:
1. Implement HR software. (Can be up-and-running in a matter of hours with a cloud solution.)
2. Establish ‘Top-Down’ buy in and communication of brand values
3. Establish your behavioural framework. We recommend hiring on those values and behaviours and sharing and embracing diverse character sets using tools such as Insights self-awareness/team-member styles psychometric tools
4. Hire collaboratively to culture and cost-efficiently with an Applicant Tracking System
5. Train everyone in the company involved in the recruitment process how to hire and interview using your selected behaviours.
6. Establish your career path structure. (Remember offering management as the only route for advancement has limitations.)
7. Train your People Managers how to manage using your specific objectives, behaviours and goal setting and measurement (EPE / PMS). Educate your team on how to capture training needs – Continuing Professional Development (CPD) – and provide feedback to direct reports
8. Implement Employee Performance Engagement (EPE), also known as performance management System (PMS)
By encouraging employee self-service and facilitating the chance for workers to submit their own CPD plans you put the onus and initiative onto your team – not your managers – and will see increased levels of engagement, satisfaction and ultimately productivity.
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