Human resources management is the process of managing the people within an organization so they feel valued and supported and they want to stay. Various techniques support this goal. Many focus on the key issues of the day, namely motivation (or lack of it), filling the talent pipeline in an era of full employment and managing diversity in the workplace.
HR Techniques to Motivate Employees
It's no secret that employee engagement continues to sink. A report by Gallup suggests that 85 percent of employees worldwide are disengaged from their jobs. Research from recruitment firm Ajilon found that eight out of every 10 workers are either looking for a job or are open to a new job at any time. So it's obvious that a majority of HRM concepts focus on employee retention and motivation. Key strategies include:
- Paying at or above market rates so people feel rewarded and want to stay.
- Offering rewards for achievers and hard working employees.
- Providing training and development programs.
- Providing clear and transparent career paths and leadership development.
- Offering a solid benefits package.
- Make sure employees have the resources they need to succeed.
A key part of the HR function is removing the blame culture. While you are not responsible for the daily operations of the department, or the way that managers allocate work, you can design performance reviews to ensure that people are rewarded for taking initiative, thinking creatively and – depending on the job function – take a little risk. These things are all proven to boost the bottom line.
HR Techniques that Can Improve Recruitment
The people in your organization are appointed by your own choice. If you make the right choice, then you are guaranteed to have a motivated employee who is a good fit for the business. The techniques you choose in recruiting can raise your chances of making a good hire, and it starts with developing a strong employer brand. Why would someone want to work for your organization? Once they know the answer to that question, the HR team can develop a "work for us" web page, social media posts and job advertisements that are aligned to the core message.
The way you advertise makes a difference in the type of candidate you attract. We are in an unprecedented era of almost full employment, and the competition for talent is hot. The human resources team is responsible for really selling their open positions and placing advertisements in the right places to find the right talent.
To do that, you need to know what your manpower requirements are, who you want to attract and whether those skills are available in the labor market. What competencies does the business need now and in the future? Do you need to hire those skill sets or can you develop them internally? Strategic decisions like these normally fall within the remit of HRM.
HR Techniques in Managing Diversity
According to a recent report by Pew, the United States will not have a single ethnic or racial majority by 2055. This puts diversity at the top of the agenda for businesses who want a diverse and qualified workforce, sourced from the deepest talent pool. Studies show that diverse workforces are more creative and understand customers better, factors which improve the bottom line.
Managing diversity in the workplace requires a specific set of techniques. Generally, human resource managers must:
Teach people to communicate more effectively; designing policies and procedures that respect differences, overcome cultural barriers and give everyone a voice in the workplace. Do employees need sensitivity training? Do you need a code of conduct regarding diversity and discrimination?
Put together diverse teams so employees can get to know their colleagues on an individual level. Working together on diverse teams can help break down stereotypes and eliminate misunderstandings.
Remove unconscious bias from the hiring and promotion strategy. A key feature of diversity is the creation of rules that treat everyone equally, regardless of background. This may require training managers on what they can and cannot say during an interview, or formulating affirmative action policies to promote opportunities for members of disadvantaged groups.
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