Tag: Human Resource Management

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HR & People Management

6 Effective Ways HR Can Help Create A Sustainable Company Culture

6 Effective Ways HR Can Help Create A Sustainable Company Culture
6 Effective Ways HR Can Help Create A Sustainable Company Culture

Whether it is a startup or a big organization, solid company culture is the key to success for the business. Having a healthy company culture determines how engaged your employees are and for how long you can retain them. And one department that plays a vital role in maintaining company culture is its Human Resource Management.

In simplest terms, how a company performs is directly related to how well HR empowers employees to give their best at whatever they do. The pandemic has taught entrepreneurs many harsh lessons, but chief among them is that if you don`t take care of your employees, they won`t take care of your business.

An HR professional`s job is to develop and maintain a company culture that is sustainable for the long run. Hence, the HR department needs to enhance a company`s culture that makes every employee come to the workplace every day.

So how can Human Resource department help to create a sustainable company culture? Here are five ways to do that:

1. Be Proactive

The major role of the HR professional is to be an active organizational culture consultant to the teams. HR professionals need to analyze and understand the current company`s culture. Post that they should come out with a strategic cultural plan that also aligns with the organization`s values and goals and then collaborate with leaders to enhance and implement the plan.

2. Define & Communicate Clearly

HR leaders need to define a clear understanding of sustainable company culture. What does it mean? How can they improve on it? How is it measured? What role will leaders play? How will employees have an impact?

Once it is defined, they must involve everyone at all levels in the communication. Developing and fostering a transparent environment engages both employees and leaders in ownership of achieving these goals.

3. Make Employees an Integral Part

HR leaders must foster a company culture that was derived from employees` feedback, and not from something that they heard at a round table conference held inside the ac rooms. Just like every individual is different, each company`s culture is different. Hence, the Human Resource management must include employees when deciding how to build a culture in the company that can contribute to their as well as the organization`s success.

4. Enable Strategic Alignment

The HR department can play a pivotal role in an organization when it comes to building roles and sustaining a company`s culture. They can consult and collaborate with the leadership to align the organization`s mission, vision, values, and core principles with the performance management process.

They can also encourage leadership to cultivate recognize and reward programs to reward positive behaviors. Lastly, HR should be a great role model, easily approachable, and should coach other leaders.

5. Identify Key Areas

It is vital for HR to identify the best practice areas of focus that can help to cultivate and promote the desired culture. Once it is clear and defined, HR needs to assure the value proposition for the change is clear. It simply means that the leaders and the employees must have a clear idea about what`s in it for the company and the employees.

A company`s culture is defined by the environment and how it feels when you walk through the door and interact with employees. To build and maintain a sustainable culture that feels positive and empowering takes the whole village.  Hence, it is the responsibility of the HR department to talk to the top management leaders and remind them how business decisions are perceived.

6. Find & Retain the Right People

A company`s culture is composed of people. People make the culture in a company. No matter how capable leaders or the operational processes are in place, if the right people are not hired, the organizational goals will never manifest into reality.

The sacred and the foremost duty of HR professionals is to help managers bring in the most compatible candidates, maintain open communication, recurrent feedback, proper documentation for the rights ones, and protections in place for when the wrong ones need to be sent out of the door.

If you are an entrepreneur and feel that you do not need an HR professional, you couldn`t be farther from the truth. HR is the glue that helps to stick every department of a company together.

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HR & People Management Startup

3 Effective HR Practices every Entrepreneur should Implement in their Organization

people friendly work culture
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As an entrepreneur or a small business owner, it is normal and sometimes even necessary to don many different hats at the initial stages. But if you want to make your business profitable and successful in the long run, your management-related tasks must be handed off to a skilled and talented HR professional.

Companies that invest in their human capital achieve their business goals and promote a positive culture. A study by Darwish, T.K., Singh, S., & Mohamed, A.F. (2013) and Huselid, M.S., Jackson, S.E., & Schuler, R.S (1997) published in Forbes indicate the importance of aligning human resource strategies to achieve business goals and improved business performance.

We all have heard about the old metaphor, “jack of all trades and master of none”. But the fallacy of this idiom does not fit in the modern world. In doing so, it may lead entrepreneurs to make costly mistakes in terms of money and time.

Not only your business may face some serious consequences because of the lack of skills and knowledge. But it is completely unrealistic to build a successful business without building people, especially in a startup.

So whether you are a solopreneur, an entrepreneur, or a wantrepreneur if you want to create a professional and efficient culture in your company, here are three best HR practices that will guarantee a more productive culture in your organization:

1. Hire the Right Candidate

No desperate hiring, please! Because the hiring of the wrong candidate is detrimental to the startup business. Along with the essential skill set and a positive mindset, it is also crucial to consider the cultural fitment of the candidate.

Ensuring that the purpose of the position is met with the desired candidature of the job applicant is very important. Why? Because it ensures personal and professional aspirations being met. Developing a consistent interview process is also necessary as inadequate job descriptions attract less-than-best candidates.

Hiring the right candidate with a positive approach can help to create a culture in the organization where everyone feels welcome and participate. Select people who are self-motivated, goal-oriented, talented, and driven by passion and also share your vision. Keep your staff updated with the latest market trends by providing them essential training for futuristic skills. An improved and enhanced team will remain motivated. This will eventually accelerate your business growth.

2. Implement People Friendly Policies

The employees should be empowered to mold their work environment within the defined boundaries. Also, a set of policies that define the boundary within which it is to be carried out staying in alignment with the values professed by the organization.

Here a handbook comes in handy! The Policy or the handbook forms the foundation of the agreement on service conditions with the hiring candidate. This needs to be signed during the acceptance of the offer and every time the offer is amended.

3. A Performance-driven culture & a defined Improvement Path

When you invest in a financial scheme, you get returns! Similarly, when business owners invest in their employees, they, in turn, invest back in the business. Performance drives the success of any organization.

An agile and motivated work-force is every organization`s biggest strength. Whether you are an entrepreneur or an HR working in a large organization, it is necessary to ensure that your staff members are fully satisfied with their role in the organization.

Employees should have clarity about their current job role and growth opportunities as ambiguity can lead to non-performance. Encourage your employees to do self-evaluation. Try to nip the problems at the early stages.

An employee`s growth could be vertical as well as horizontal in which an employee is skilled and is made more capable.

As an entrepreneur, you must retain good employees and promote growth within the organization by making the entire staff skilled.

One of the most standardized and common initiatives that entrepreneurs can implement is new employee orientation. An orientation program will inculcate a sense of commitment in the employees, and thereby encourage a sense of ownership.

If the business size is small, it is advised to have a systematic performance review. A quarterly performance check would make more sense in a start-up. If you want to scale up your business and promote its growth, be honest about the performance.

Creative ideas, proactive solutions, emerging trends, and innovation stems out of a fully engaged workforce and not otherwise. Looking for a bit of expert advice on how to build a high-performance workforce? Click here https://www.youtube.com/watch?v=RszxzBYiZpQ&t=791s

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MSME

Human Resource Management: 5 Tips for Small Businesses to Efficiently Manage Employees

Human Resource Management| Representational Image (Photo Credits: Pixabay)
Human Resource Management| Representational Image (Photo Credits: Pixabay)

A dedicated and hardworking team of employees is important for any business organisation to succeed. Human Resource (HR) is as important as financial resources for the well being of the business. Firms are advised to take good and proper care of their employees and keep them motivated to strive for the best results. A positive working environment also increases the productivity of the employees. Skilled, trained and industrious workforce can help the business move swiftly through difficult times with limited financial resources. It is therefore, highly crucial to hire and retain efficient employees. 4 Successful Tips to Run Discounts & Special Offers For Your Business Ahead of Christmas 2020 & New Year.

Businesses should also lend a patient listening ear to the employees. They should feel valued. Owners need to understand the grievances of the employees and provide quick and satisfying redressal to them. Here are some tips for small businesses to follow to manage human resources at work :

Offering Adequate Compensation

One of the biggest motivator to work is the financial incentives. Employees should be paid adequate compensation matching the level of efforts they put in the work. The remuneration should be at industry levels and on a similar range to that offered by competitors. Offering attractive benefits like health insurance, family insurance, gratuity benefits among others are  also helpful in  persuading talented people to join the business and stay.

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Ensuring Employee Safety

Most firms over look employee safety at workplace. But reports of workplace hazards and accidents are not uncommon. Such incidents reduce the morale of the employees and they even tend to quit the job. Employee safety is the utmost responsibility of the business owner. The businesses’ should continuously assess the risks, put controls in place and ensure that everyone follows the safety rules. National Startup Awards 2021: DPIIT Invites Entries to Reward Outstanding Startups; Know Eligibility, Prize and How to Register Online at startupindia.gov.in.

Resolving Conflicts

Another important way to encourage employees to perform better is by providing quick redressal of their complains and conflicts. Understanding and listening to employee’s issue gives them confidence in the firm and they feel valued. Owners should also encourage the employees to speak up. They should acknowledge that a difficult situation exists and let employees express their feelings. Quick actions on the complaints should be provided with monitoring and follow-ups.

Give Proper Feedback and Appraisal

Small businesses should make sure to give continuous and helpful feedback and appraisal to the employees. They should appreciate the good work done and provide constructive criticism if their performance is not up to the mark. Owners should also set performance goals and award employees who meet them.

Follow Clear Employment Policies

The business should formulate and follow clear employment policies. These should be applicable to all the employees alike without any discrimination. These should include proper and detailed hiring and retention process, compensation packages, career path of the employees and other related aspects. The employee should also be communicated about these policies clearly. Following a set of rules and regulations, increases confidence in the employees.

Businesses can not solely function on the financial resources. Human resources are an equally important component in the success journey of the business. The small businesses should therefore, make sure that their employees are treated well and work to the best of their capacity.