10 Super Tips For A High-Impact HR Function

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Written By Sandra

The rules of the game have changed. If the old “Personnel Department” has survived, the Human Resources Departments are still often perceived as limited to the role of a recording room and payroll management.

At a time when digital transformation affects all businesses, the human resources HR function must adapt to constant changes and the new practices that have resulted from it, while helping the business to pass the course. 

Simpler, faster, smarter and more efficient. It is by following these four “principles” that you will be able to transform your HR function to better meet the expectations of the trades.

Here are ten tips to transform the way you operate and create value everywhere in your business.

1. Simplify your organization

You have to release the work. Break the silos and promote network operations with trades working together at the same time. Use tools that facilitate collaboration and communication, no matter where the employees are.

If startups are masters in the art of decompartmentalization (virtual meeting rooms, project mode, digital workplace, etc.), they have also understood that all the energy of the company must be focused on a single goal: to create value for the customer.

2. Evolve ways of working

Boosting change is not easy. Get inspired by the company and its new codes. Associate key players in your organization and adopt the ” test & learn ” mode to push new practices and working models that meet the expectations of your talents.

For this, French companies must launch a veritable cultural revolution that makes failure a source of progress rather than anguish paralyzing any initiative.

For example by taking inspiration from the famous maxim very popular across the Atlantic: “ Try again. Fail again. Fail better ”( “ Try again. Fail again. Fail better. ”)

3. Optimize the way HR works

10 Super Tips For A High-Impact HR Function

If you are engaged in transforming your business, you should also revisit your processes. Between 6 and 8 out of 10 decision-makers (according to studies) consider that the digitalization of HR processes is a major issue today.

Talent and skills management, training and development, succession plans, adopt the principles of lean HR to focus on the tasks with higher added value!

And again, do not hesitate to experiment.

4. Be involved in the strategy

Many HR processes can jeopardize or, on the contrary, positively impact the business. Know how to build a clear and effective plan to match global strategy, changing trades, employee expectations, and technologies.

This is the added value that HR can bring today to the company. If the company’s performance is closely linked to its ability to adapt to a constantly changing environment, let alone in the digital age, HR must anticipate the effects of these transformations on the organization to propose proactive means to take advantage of it.

5. Get closer to management

Only four meetings between managers and HR per year! You must imperatively develop this relationship to involve them in the development of the strategy, but also provide them with solutions and approaches that enhance their effectiveness.

When it comes to digital transformation, managers are particularly exposed. They must both anticipate its impact on the market and their teams and find the means to gain a tangible competitive advantage.

HR will be of great help to them, both in terms of recruiting new profiles, retaining key skills and team well-being.

6. Meet the needs at the right time

You have to work at the same pace as the business. This, of course, implies providing the trades with the right tools to collaborate quickly and efficiently.

But it also means having solutions that allow you to anticipate trends and provide corrective and amplifying responses at the right place.

For example, the average time taken to recruit an executive is 9 weeks today. But in 4 out of 10 cases, it greatly exceeds this duration.

Social networks, talent pool, video, recommendations, etc. many ways exist to optimize the recruitment process and respond more quickly to the demands of the trades.

7. Use the power of analytics

The HR data creates certainty where the instinct and the approximations prevailed until now.

The work is immense, but you need to develop skills in data management to serve the professions and the needs (present and future) of your organization.

A study revealed that 80 percent of HR professionals said they had never used Big Data technology.

However, these big data are very useful for optimizing candidate sourcing, streamlining the recruitment process, retaining employees, anticipating trends, improving the employer brand, etc.

While digital is today one of the first contributors to the growth of the country and therefore of businesses, it is also an essential vector of efficiency for HR.

8. Invest in data security

The leaks of HR data also constitute a risk for any company. Especially when you learn that 63 percent of data leaks are due to passwords very weakly secure.

Be sure to grab the subject to avoid any security breach that could break the trust of employees. 

9. Go to predictive

To gain influence in the management committee, show that your eyes are turned towards the future. Adopt analytical tools that allow you to anticipate trends and thus give your organization a head start.

Although the so-called “Predictive HR” technique is controversial, it can help to optimize the recruitment process, anticipate the need for new skills and thus better manage planning.

If the risks of entrusting a decision to an algorithm are the same as in terms of customer relationship or trade, the final decision must, of course, be entrusted to a human.

Let’s not forget, artificial intelligence is still in its infancy.

10. Adopt the culture of ROI

Your business impact is a function of your attitude. Prove your diagnoses and model your projects. Understand the challenges of other departments to respond precisely to their needs and achieve concrete results.

Apply these tips to your activity by defining indicators (number of scheduled recruitments, number of job interviews, the pool of candidates, delay in the recruitment process, satisfaction with recruitment, etc.) that will allow you to calculate the return on investments from your HR programs.

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