Human resources departments (HR) are the cornerstones of any business. Their success will filter down to create a more streamlined and organised process, helping their business long-term, so getting it right is important. HR departments deal with a wide range of things from the strategy concerning people management, to training and succession planning. Here are a few key tips to help your HR department.1. Don’t rush your recruitment processWhen recruiting for your organisation, be sure to go through the standardised process. Do not rush your recruitment priorities if you want to get a top candidate, one that can hit the ground running and has scope for future growth. Start by crafting a top quality job description that highlights the key skills and competencies needed for the role to help you extract the right candidates. At the interview stage, double-up with a colleague so that you can share feedback and run a 1st, 2nd or even a 3rd stage interview process if need be.2. Does your HR strategy work?Make sure that your HR strategy works for your business. A strong and workable HR strategy is one of the core fundamentals of your organisation. A clear strategy is key to the success of any business as it provides direction, allows the business to grow in times of change and defines accountabilities. Your HR strategy can be pivotal for decision making if it is adaptable, flexible, and well prepared. Implementing your business strategy correctly is essential to building a solid framework from which to plan your long-term goals. 3. HR systemsWith the introduction of GDPR on May 25, 2018, it has never been more important to get your data systems in place. The legislation will require a certain level of compliance from companies regarding personal data and any failure to do so will result in a significant fine. There are a lot of areas to cover with regards to historical databases and what will be allowed, and what won’t be allowed e.g. photographs. IP addresses and IMEIs (International Mobile Equipment Identity) can be considered personal data. Do your homework and have the right systems like SAP SuccessFactors in place to manage your HR needs and your data.4. Update your training materialsMake sure that your existing training methods are up to scratch. Run the rule over your existing training content to determine its relevancy and analyse whether or not the methods still work. If they don’t, then make the necessary tweaks, research the latest training methods, and align that with the company aims and objectives. Video-based technology, virtual reality, and augmented reality, are just a few examples of new tech that can enhance the learning process.5. Employee handbookYou should have an employee handbook. You won’t necessarily need a physical copy - a digital one would suffice - but either way, one should exist to cover the key areas of your business. Disciplinary and grievance procedures should be well thought out and the employee handbook is important because it offers legal protection. A badly managed situation could end up being extremely embarrassing for the organisation. The handbook is the place for your business to house policies that employees will have to adhere to and those policies should be clearly explained. Your handbook should include but not be limited to:Employee benefits;Sick leave and holidays;Unpaid absences;Hours of work;The probationary period; andThe dress code.The handbook shouldn’t be too long, take the precise and clear approach. It should be regularly updated but it is also a good idea to keep copies of older versions in case you need to refer back.6. Investigate ways to use new techNew tech comes in various forms, but one that is very often talked about is artificial intelligence (AI) and for good reason. It’s technology that has the potential to completely transform the way we work. How industries use it will depend on many factors but it definitely has a place within HR. However, before you start this process, you’ll need to interrogate your existing systems and prepare them for its implementation.If you would like any more information or to discuss how we can help with your recruitment processes, get in touch with one of our specialist HR consultants today.Human resourcesLinksAbout usTestimonialsSalary comparison toolJobs in ScotlandBrowse for jobsInsight and adviceLinksExhausted but still working harder faster?Supporting your employees: mental health and wellbeingReverse mentoring schemes: why they’re important and how to set up your ownRecruiting for empathy: key lessons from Belinda Parmar OBEPeople analytics in HR: getting the best out of your peopleHow to prepare your workforce to work alongside artificial intelligenceUsing people analytics to steer business decisionsMental health awareness: managing financial wellbeingHow can SMEs, import and export trade practitioners survive a post-Brexit reces…How might GDPR affect different business functions?Using people analytics to create a more effective workforceArtificial intelligence: candidate assessment processes of the futureEmbracing AI in human resources: where do I start?Can blind recruitment combat bias?The Apprenticeship Levy and its effect on an organisation’s wider talent agendaMental Health: time to change our attitudesHow the CIPD can add real valueThe Senior Managers Regime – the HR viewBeyond unconscious biasEmbracing learning to be better recruitersThe Journey: from a Human Resources Director to an Interim HR ProfessionalThe ever changing world of employment lawHow can performance development drive success every day?Five signs a candidate is a top reward managerYour interviewKnowing your pensionsHow important is a degree for your HR careerWhy HR CVs need to talk numbersReferencesMaking redundancies fairCIPD qualifications: essential or desirable?
