Human resource professionals have always been playing a greater role then they had been earlier. They always have more to do as they are expected of, by their respective organizations. In today’s blog, we will talk about Top HR Practices to Follow in 2020.
In today's competitive world of increasing globalization, technological challenges, organizational alliances, structural changes and hierarchies, we understand the pressures that employees are put under, especially when HR professionals have to prioritize during the interview of candidates and the selection process according to their capabilities, characteristics and skills, in comparison to hundreds of others who are equally qualified and require employment.
The human resource teamwork as the arms of the organization. Not long ago the job or HR managers was to organize paperwork for the functioning of the administration and personnel, only because at that time human resource was found mainly in Finance companies. It was the job of the HR management to discuss the organizational rules, regulations, benefits and expectations with candidates applying for jobs.
The HR professionals now have a responsibility of helping employees deal with the policies of the organization, financial issues, harassments, etc. They also have to practice explaining payroll details benefits of joining the firm, the requirement of the administration and the expectations from the employees.
If you are an employee working in a reputed organization, you will notice that in case if you have a session with your company HRM without you having to request for it, it is not considered a very positive factor. Employees usually try to get things resolved with their team leaders or managers before getting to the HR professional these days.
In today’s world, a human resource professional is expected to contribute towards the organizational success and at the same time meet the requirements of the employees as well as employers.
The responsibilities of an HR professional should involve practices like a strategic execution, a contribution towards the capacity for change and administrative efficiency.
According to Dave Ulrich, human resource practices correspond to a few important things in the business and they are:
The HR professional is expected to deliver all these values to an organization simultaneously, instead of one at a time. According to Johnson in 1997, the management at that time decided who they would like to hire, it was not the HR professional.
The CEO of the company would instruct the HR professional during the hiring process. At that time, more than normal employees, successful business partners were in demand and so were strategic thinkers and people who could take the pressures of the business. At that point in time, a person who was a typical HR professional was not preferred as the best choice to meet the challenges of the business.
This is not the case today, the HR best practices for every now involves certain steps and activities which are likely to take the organization towards the steps of success. HRMs have new roles and require new leadership skills to be able to survive in today's competitive market. To discuss this in detail, we have the following points elaborated.
A research study by Bersin & Associates addresses requests from HR professionals to help them build their skills and prioritize and align their HR strategies with the business to deliver the greatest returns. The following show the kinds of Human resources best practices relevant in these times:
The Governance and the business case has to be structured in nature. HR professionals have to have a beer before building that would be expected to serve. It is important that every business case has to be well waterborne and served by HR professionals according to the instructions of the leaders.
It is in the hands of the HRM to achieve structured governance and developed business case together by involving the leaders of the business in the process of planning and governance. Businesses do appreciate the alignment of business which results in support and growth.
Sophisticated forecasting and workforce analytics are supposed to be incorporated into the processes of the organization for a higher impact of the workforce. Apart from this external workforce segment data and business data are required so that these data could be workable inside, for sharing the performance of the business with leaders and managers.
It is important to see to it that the employees of the company are happy and wish to grow with the company in their own ways, whether by getting a promotion or by partnering with the company. The employees should want to commit themselves to create a pleasing work environment and motivate others to do so.
If your employees are not positive about the company, professionals need to work a bit harder and clearly communicate what is expected of them while at the same time making sure their expectations have been taken into consideration so that together the mission to generate higher profit is accomplished. Innovation and collaboration can create an amazing place to work. The creativity of the employees should be promoted and encouraged regenerate efficiency at work.
The administrative work should not be much it should be used as far as possible for the human resource business partners. As mentioned earlier the HR professional and business leaders these days discuss everything related to the business and have access to all the required data tracking and analysis.
The HR professional’s role varies according to the task they are supposed to focus on.
The HR department focuses on workforce planning, decision making, and support, leadership development, and executive coaching at the point when they are supposed to advise senior business leaders.
This improves the credibility of the HR professionals as well as the business leaders while at the same time enhancing working relationships across the enterprise, and cultivating gain, influence, and mutual understanding.
The role has to be implemented properly with the focus on the duties and requirements so that the HRM’s ability to work is not reduced and instead is efficient and productive.
Measurement strategy is one of the best strategies that have a great impact on the efficiency of the workforce. The productiveness and effectiveness of the business depend upon the strategy.
If the HR professional incorporates this strategy the operational measures that manage the HR functions and the people, it helps the business decisions to a great extent.
On the other hand, developing skills can train HR professionals and employees to be flexible and creative as far as possible. However, it is very important that the employee has certain skills to be able to successfully grow with the business or the organization. The field of HRM is continuously changing, flexibility is required here.
This is a skill that should be inbuilt or cultivated in the professional environment, and checked for in every employee, at the time of hiring. HR professionals focus on developing team members, knowledge, and promoting new ideas. They would require employees to be talented and willing to contribute to the organization’s overall development.
Every customer is different, with different requirements, offers, and requests.
These days high impact HR functions have moved their focus to enhance the capabilities of the line managers. This strategy helps the HRM and line managers to work in partnership instead of working apart, which has always resulted in incompetency and ill-prepared demonstrations. The high impact of HR organizational functions in the world of outsourcing enables their internal teams to prioritize matters that or not outsourced, such as relationship building, former custom solutions developing, etc.
There are areas that can be improved through economies of scale, these organizations outsource such areas and even areas that require global expertise and coordination. Outsourcing is important but that again depends on how old the company is, and if it is in the budget of the company to outsource.
The certain things that need to be taken into consideration by the HRM which could prove the HR organizations to be flexible. Flexibility is one of the most valuable features that work towards the success of the HRM. In situations where things go out of the professional’s hands, not much can be done, but accepting the challenges and going with the changes as far as possible, stabilizing, and training the staff accordingly can help to keep the firm strong to a great extent.
Talking about the HR system, what the employee is facing has to always be taken into consideration first.
There has to be a dashboard created by the management and knowledge sharing portals for the benefit of the employees, and also for assisting the stakeholders and clients with what they need. If the HR system is friendly, the whole system is seen to be far more effective and efficient in functioning.
By academically researching the matter, experts find that the performance of a firm depends a lot upon the efficiency of the human resource team. The last 25 years have shown significant growth in human resource management practices, and the idea behind it critically important for the company to yield major benefits.
To understand the relationship between human resource management and the organizational effectiveness of their practices one can test alternative conceptualizations. It is a fact that the relationship is complex, and requires advancement in technology, like people analytics, for a clearer picture of the concept.
Studies have been conducted, and it has been proven that the HRM practices were originally implemented for enhancing the overall development of the organization. It has been noticed that the effectiveness of an organization depends upon the participation of the employees.
Therefore, demanding strategic management with the systematic perspective to be approached by the HRM department. In comparison to how the HRM practices were conducted decades ago, the system now functions appealingly.
To understand the complete system theoretically, there have to be clear specifications of the measurements and analytical tools of the HRM practices, and how they fit together positively for results.
Ability, motivation and opportunity (AMO) are performance skills for the prevalence of critical human attributes for HRM practices to promote the organization.
These days, each of these skills is necessary. However, anyone of these skills alone cannot prove to be productive, the skills have to be used together for a sufficient condition as a result of the human resource practice.
The full potential of these characteristics come into picture only if they all are put together as a skilled workforce for better performance and the competitive advantage, which is what every organization requires for development and proper functioning.
We now understand that the performance of the workforce depends upon the AMO of the employees. Now that we understand the characteristics of HRM workforce and its practices, we must know that the theoretical understanding of the HRM practices is very indirect while the framework of the performance is explicit in nature and this directly affects the workforce characteristics or the skills which are; ability, motivation and opportunity.
This is bringing exceptional value to the company, it is important that the employees are trained and upgraded according to the technologies well, while at the same time making sure that the employees get the benefits of this upgrade for themselves as well. If the employees are satisfied, they will work adequately proving better revenue for the company.
There is a discipline for the Change management strategy which generates additional challenges for HR professionals. Upgrading the organizational structure according to the requirement of today's day, keeping employees as well as employee satisfaction in mind, the professionals are expected to measure strategies that are result-oriented and organize initiatives that can be conducted and taken forward by the employees.
The HRM is supposed to sponsor changes in bringing up new ideas promoting the views of the company employees that might prove beneficial and profitable. Success is gained with a lot of hard work and encouraged among the employees by the HRM.