Ideas to Increase the Efficiency of Human Resources Management
It was the time when the HR sector was merely bureaucratic, occupied with the organization of work portfolios and the point control of employees. Today, his work is known as the key to a company’s success, having a direct impact on team climate and morale, productivity and quality of work. And precisely for this reason, everyone is looking for ways to make their HR more present and active. In this article, you will find five guaranteed ways to increase the efficiency of human resource management in your company.
Direct contact with employees
Human resource management is one of those activities that one cannot accomplish behind a desk in an enclosed office. You have to go out and get in touch with your employees. Make a broader observation, which will support the strategic decisions made by HR.
For example, how do you know if it’s time to invest in corporate training? The best way is to watch employees work. Note if they require this type of tool if they show interest in the possibility if there is any apparent area needing short-term training.
Consistency in goals
Suppose you set a goal to increase the average purchase ticket, from R $ 3 thousand to R $ 5 thousand. However, you start to charge the vendors to call the company’s entire customer base. The problem is that it is not possible to work hard at negotiation when you are too busy calling dozens of customers every day. The focus has been lost and the results will undoubtedly fall.
The message is clear. Align your collections with industry goals. Communicate these goals (and the measures that will be used to achieve them) clearly. Work with the team, not against it.
Attractive Career Plans
One of the most important tasks of the HR industry is to work on motivation and retention of talent – a “talent” is a professional who has great potential to move forward and lead the company together. And the simplest way to do this is with an attractive career plan.
Talents know they have what it takes to grow, and they want it to happen quickly. Not always can the company keep up with this pace, especially when there are several talents demanding attention? However, when there is a transparent career plan with objective criteria and it is compatible with the long-term expectations of the professional, he is still willing to wait for the right moment for that dreamed promotion.
No professional can have satisfaction and self-confidence without positive feedback. At the same time, no professional can identify all aspects that need change or improvement without negative feedback.
Therefore, despite the name, both are important and should be practiced by the direct manager of the team. Both should be based on constant observation of the team in the day today, and also in periodic evaluations of performance. Both need to happen soon after the fact (and not months later, when the impact will be less).
The only difference between them is that positive feedback can be practiced in front of the team as it works as an example to others. Meanwhile, negative feedback should always be practiced in private, and with an educational character – never punitive.
Profit Sharing Program (PLR)
Maybe you think the point at stake here is to motivate you through an extra financial incentive. But it is not exactly that; it is about awareness. The importance of a
Profit Sharing Program for human resources management is to make employees more aware of the impact of their own work.
In addition, PLR does not depend on individual performance, but on the success of all. Thus, the bond of the employee with his team, with other sectors and with the company itself is naturally strengthening.
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