Practices of High Impact HR

Practices of High Impact HR

The world of digitisation has disrupted the norms of work and our daily lives in many ways. The traditional ways of referrals and the changing workforce demographics has forced the Human Resource Department to go through tremendous transformation in order to keep their heads in the game. The transformation is essentially the process of reassessing and reorganising the Human Resource function in the organization. It is a recognised fact that the Human Resource department is one of the pillars in a successful company. Their critical business role helps companies in successfully hiring the right candidate, keeping the employees on their toes, supporting the employees growth and development in the company and creating a positive workplace culture. To a normal worker Human Resources are the one that handles your leaves approval and payroll. 

Hence, a truly effective Human Resource would no longer focus on administration works as there are now tons of software out there to help streamline the paperworks but instead put more efforts and focus in creating a better workplace culture, identifying leaders within the employees, high quality productivity, values of the companies and lesser turnover rates. All of these revolves around people, i.e. the employees as a whole. What then should be the practices of a High Impact HR?

1. Devise a workplace culture that revolves around how your employee

functions

Designing a flexible workplace culture with high productivity return is a way to help the employee organise their time in the company and stay productive. Keep in mind that holding the leash too tight might constraint improvement, innovation and inspiration. Human Resources should incorporate the usage of technology to increase productivity and are always open to feedback from the employees.

2. Recognised and support team leading organisation chart

The traditional hierarchies are no longer the way to get job dones. The workforce now prefers an open communication system where the position in the company does not intimidate the employee, instead it’s existence is due to formal purposes. The Human Resource should encourage coaching, open communication, sharing and team spirit.

3. Provide numerous opportunity for employees development

Gone were the days where if an employer is unhappy with the employee the employer can terminate his/her employment. Potential employees tend to look at the company turnover rate and the employer brand before deciding to apply for a job. Hence, it is important for the Human Resource to stop the idea of eliminating employees but provide the employees with opportunities to train and develop them into model employees or a better version of themselves. 

All Human Resource entities embrace best practices with the aim of adding value to the organisation and understanding the importance of human capital as one of the key contributors to the business success. Hence, Human Resource should embrace changes in order to stay top of the game. 

For more information, please contact us by;
Email: enquiry@iredge.my
Visit iredge.my
0172337805

Spread the love
  •  
  •  
  •  
  •  
  •  
  •  
  •  
  •  
  •  

LEAVE COMMENT