Productive Human Resources Management

23 June 2021

Productive Human Resources Management – 3 Top Trends!

Human resource management is constantly evolving in response to shifting corporate cultures and social changes. People who work in HR need to be innovative, adaptable, and dedicated to their work to find success. They also need to ensure they keep abreast of the latest developments and trends that will affect their work, and the people for whom they’re responsible. 

Staying productive in this continuously changing landscape can be a challenge for HR professionals. So here are three top trends to encourage productive human resources management in our ever-changing world.

Incorporate Automation and Centralization

Technology has disrupted every aspect of businesses, from supply chain management to marketing, and human resources is no exception. While it seems counter-intuitive that technology would dramatically alter a department that’s dedicated to humans in the workplace, it has. Consider the fact that technology has become such a staple in our human existence, changing how people communicate and interact with one another around the globe.

One of the most positive disruptions has been the introduction of automation and centralization into the HR management process. Automation has created ample opportunity to improve the employee on-boarding process and empowers new hires to take ownership of their relationship with the company. Not only does this free up time and improve productivity for HR managers, but it also improves employee engagement and retention.

Centralization has also been a tremendous improvement offered by technological advances. While an HR department has a fundamental link to every other department in an organisation, it often relies on others to collect pertinent information. For example, conducting and recording performance reviews which might a requirement of HR policy.

One key trend which can benefit productivity is the proliferation of HR system business solutions that can streamline everything from payroll to the self-management of benefits and vacation requests. It’s even possible to find programs that support HR functions throughout the entire length of an employee’s service with one organisation. For example from recruitment and on-boarding all the way through to retirement planning.

Businesses serious about using technology to help with their productivity would be well advised to consider the benefits of centralization and automation to improve their HR management. Such solutions can handle tedious, repetitive tasks, freeing up time for HR professionals to focus on higher-value tasks.

Prioritize Employee Engagement and Wellness

The events of the Covid-19 pandemic have transformed how businesses operate, especially when it comes to human resource management. The shift to a remote work model has been challenging for both employers and employees. Employers can often feel out of touch with their people and limited in how they perform their roles. Meanwhile, employees are juggling various responsibilities, as well as the emotional and physical stress of overhauling their routines. Add in lockdown periods and remote learning, and you’ve got the perfect recipe for employee burnout.

Now, more than ever, HR managers must work to keep employees happy and engaged. To become a productive HR manager in the new normal, it’s vital to prioritize employee engagement and wellness as the focal point.

The key to this has very little to do with work itself. Instead, offer solutions to help employees find their balance between work and home life, despite any physical separation between the two. For example, creating initiatives that encourage employees to log-off and step away from their computer, or flexing their time with a project-focused work model, rather than one that is hours-based.

Offering mental health and wellness solutions as a staple, rather than a “benefit,” is also a must for HR managers in modern times. Use this opportunity to advocate for a healthier work-life balance, enabling employees to bridge the gap between the workplace and home more effectively. 

An employee-centric focus will help improve productivity in a variety of ways. These efforts will help employees remain loyal and productive, reducing burnout, stress leave, and turnover. For HR managers, this means less time spent trying to recruit and onboard new employees or plugging holes to keep the ship afloat. This experience is an opportunity to transform the business for the better.

Use Data-Driven Decision Making and Analytics

Another benefit of living in a world where technology is continuously evolving and being adapted to our existence is access to data and analytics. Data can provide invaluable insights into how a business functions and provide guidance toward improvement opportunities for HR.

For example, HR managers can use data to find high-value potential employees and provide them with opportunities to develop and excel within the organization. This information can showcase underlying issues, like a lack of diversity and inclusion within the business. Data can help identify specific process issues, such as  HR process bottlenecks or recruiting shortfalls. Or they can be used to enable more general improvements or solutions, improving productivity across the board.

In essence, the use of data and analytics to drive decision-making creates productivity by mitigating against trial and error or guessing in our decision-making. Each decision relating to HR planning should be based on qualitative and quantitative data for support. An HR manager who can interpret this data in a meaningful way, and present it to leadership as part of a sound planning process, will be an asset to any organization.

Final Thoughts

Being a successful, productive HR manager means finding the balance between empathy and logic. It means enabling people to drive the business forward, supporting better systems and decision-making protocols, while advocating for better employee well-being and engagement.

Productive human resources management and teams

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