The Human Resources department plays a vital role in supporting and maintaining the backbone of a company – its employees.
Over the years, the pillars of successful HR management have relatively stayed the same regardless of changes in processes and systems.
By establishing these 5 pillars, companies can effectively grow by retaining their employees, encouraging the best employee performance, and nurturing employee growth.
Let us take a look at the 5 pillars of successful HR management.
1. Talent Sourcing and Recruitment
If you have applied for jobs before, the first person you usually get in touch with is the HR.
Human Resource professionals play a vital role in hiring employees, from sourcing to onboarding.
- Sourcing – Before hiring, HR professionals formulate talent acquisition strategies. While devising these strategies, they keep the company’s long-term goals in mind along with the skills and talent required for the specific position.
They source externally by utilizing social media and job boards. Employee referrals allow for internal sourcing.
- Recruitment – In the recruitment process, they will filter out the candidates after reviewing their profiles and set up interviews with the potential hires. Further tests may be required depending on the position.
2. Onboarding
Onboarding is an important step in the hiring process, and HR professionals have to ensure a smooth onboarding process for all their new employees.
This process should officially introduce them to the company and its culture and provide them with a deeper insight into their roles and responsibilities.
HR professionals should plan out the onboarding process in advance to ensure a smooth transition without overburdening the new employee.
They can also take steps to make the employees’ onboarding as easy and seamless as possible by providing them with all the important documents and forms they would need to fill out with their tentative dates.
3. Learning, Employee Development & Retention
The HR professional’s relationship with the employee does not stop after the onboarding process.
They should continue to work towards employee development by making sure they are given all the necessary resources needed for their roles.
Addressing employee concerns is also an important part of employee retention and making sure they are happy in the company.
For example, if employees have issues with getting their payments on time, the company must take measures to resolve the issue.
An ideal solution in this case would be utilizing a payroll service to help with the timely processing of payments.
Hiring and onboarding are expensive procedures, so the company should invest in employee retention in the long run.
Providing learning resources and programs will help improve the employees’ scope of knowledge and expand their skill set as well.
4. Performance Management
Proper performance management helps professionals keep track of employees’ performance within the company.
This is done by using proper performance management systems, tools, assigning heads, and conducting performance reviews promptly.
They should communicate with the employee’s respective managers and make sure they are guiding and providing appropriate feedback regarding their job performance.
Proper performance management will ensure that the employee fulfils the responsibilities of their role and meets company expectations and goals.
5. Rewards
Rewards and recognition are often overlooked by new managers and supervisors.
It is important to acknowledge the employee’s contribution to the company and reward them according to their performance.
This will serve as motivation and encourage them to perform even better in future projects.
HR professionals should design a proper rewards system that includes relevant rewards.
This can be physical, digital, monetary or even perks like extra leaves to help the employee relax and recharge.
Conclusion
Every training programme for HR professionals should strongly emphasize these 5 pillars before moving on to anything else.
A strong foundation will help them manage the company’s employee base effectively with the least amount of financial or performance losses.
