2. Probably the best one!
When it comes to HR, In today’s business world, the only
CONSTANT is CHANGE.
The HR department of yesterday, largely focusedon
mitigatingcompliance & employee related issues, is long
gone.
3. What is best practice?
• Method or technique that consistently shows results
• ‘Superior’ to those achieved with other means
• Used as a benchmark
• Increase Competence
4. Peripherals of best HR practices
Pleasant work environment
Employee engagement
Communication
Talent management & Development
Retaining talent
Transparent Policy
Compensation & Benefits
Career Planning
Leadership
5.
6.
7. Best Practices for Your Human
Resources Department
• HR is a potential employee's first impression
• Put it in writing and set expectations upfront
• Screen for culture fit
• Understand motivation
• Go hi-tech or go home
• Be transparent
• Create a talent community
• Be consistent
• Keep your eye out for who you want to hire
• Be personally involved
8. Four critical dimensions of best
practices
• Attract & Access
• Develop & Grow
• Engage & Align
• Transition
9. • Attract & Access
Attracting and retaining talent is becoming a big problem for every
organization, they are following every trick and strategy to recruit and retain the
employees.
• Develop & Grow
Nowadays organizations try to recognize the aspirations of employees and
focus on their growth and development. India provides job rotation opportunities to
high performing employees from operations division. This gives them broader
understanding of the business
10. • Engage & Align
Employee engagement has retained the focus of organizational leadership
and many companies keep launching new practices to woo employees. They are using
innovative practices like “Loyalty Interview”- to find out what is it that makes its
employees stay on, the feedback from loyal employees often reflects on the
leadership style and is seen to work as a great motivation
• Transition
Movement of talent within the organization and outside of the organization
sends strong signals to the employees about the organization’s care and concern.
Right from the induction, which is often the first impression the employees carries, to
the exit interview, the sensitivity displayed by the organization has a lasting impact on
all employees.
11. • CONCLUSION
In the present competitive world, the companies are facing lot of
skill shortage, talent crunch and attrition those reached historically height ever, that
made the companies feel the internal customer also more important equally with
external customers, so every company try to devise innovative HR practices to attract
best talent , giving them nice environment to work with, that enables the company to
retain talents, the above said practices are conceived and implemented and found
successful by the leading companies in India. It is found that convergence of practices
of different companies in different HR areas, if any company wants to apply those
practices that will benefit for the company to become more competitive in the global
market.
12. Just to sum up…
“ If you want to build the business, build the
people”
Hinweis der Redaktion
1.HRD should strive to not just be super efficient and organized with new hires, but should really think of themselves as the first ones to welcome a new employee and make a positive impression. Taking care of a new employee/intern's unique needs is an important responsibility that should be done carefully.
2.Don't assume new hires know what your organization expects. What may appear simple to you is foreign to the next person. Develop a straight forward employee handbook or manual to address the basics including JD, attendance expectations, e-mail communication etiquette, payment methods and more.
3.Every organization has a culture of its own. It is up to the entrepreneur to choose to define and build it or let it develop on its own. Screening a candidate for a cultural fit is critical.
4.You must know what motivates your employees financial rewards and money is not always the best way to give your employees drive. Every HR dept must set-up non-financial rewards programs like mentorship lunches, featuring special employees or better parking.
5. Streamline the HR workflow by using technology to improve communication and accessibility. Some specific examples include HR management system software, Internet based payroll, and electronic applicant tracking. These electronic systems will save time, money and reduce the errors caused by archaic paperwork.
6. Present Y-Generation heavily emphasize workplace culture, benefits and transparency. Sometimes these issues even trump salary considerations. Therefore, the most crucial HR best practice that every business should implement is stressing the transparent culture of the business during interviews.
7. Turn your careers page into an interactive social community by utilizing talent community plugins or setting up a separate Facebook page or LinkedIn posts aimed at prospective employees. Provide valuable content through these means and regularly interact with interested individuals.
8. After setting up appropriate policies and procedures, be sure that you're enforcing these rules fairly and consistently across all employees. Nothing undermines your respect like the perception of playing favorites. Even if employees do not like certain policies, if they're enforced consistently it makes it much more difficult to be questioned.
9. Relying on applications means that you're relying on people who self-select. For some positions, that's fine, but you need to keep an eye out for people who are fantastic and already have jobs. Hiring employees away from other companies tends to mean you're selecting the pool of potentials.
10. As an organization grows, the owner must choose their battles wisely and hiring is one of the most critical because its the lifeblood of your company. Eventually you will need to hire an HR director, but by being involved in each and every hire you set the tone for how your company runs and who is in charge. Employees work harder for owners they can tell are 100 percent dedicated to quality control.