Human resources use a multitude of tools and assets to meet their aims. Their mission is to optimize labor costs, strengthen compliance using standardized metrics, and support the adoption of technology beyond IT.
In the COVID-19 pandemic HR leaders saw an urgency in addressing the needs of employees' physical, mental health, and their concerns about a company's impact on society. The crisis led C-Level to turn to HR for both day-to-day strategic thinking about workforces. For HR Leaders, the question has now become whether systems have replaced the creativity and innovation they need to attract and develop employees, manage and reward performance, and optimize workforce strategy; in short, back to focus on their people.
Here we summarize insights how HR Leaders put their employees first.
1. Understand how to connect with employees
Always keep in mind that your staff are not merely cogs in your company's machine. Taking a more personal approach to the day-to-day tasks that go into human capital management, can help a lot.
Consider individual personalities, goals, and preferences when picking your management style. Get to know their thoughts, motivation, and the best way to communicate with each employee.
Every employee is unique, just like no two individuals are alike. When you take this into consideration, your entire employee experience is bound to improve.
2. Allow employees to bring their ‘whole person’ to work
Research from McKinsey has found that businesses are reconsidering the employee experience, while they also adapt to rapidly changing circumstances. When they drill down to discover those employees who need further support, they can also influence feelings of well-being and solidarity in the workforce.
To encourage employees to bring their “whole person” to work, HR leaders can develop programs that specifically focus on purpose and inclusiveness (being appreciative and acceptive to diversity). When HR leaders and management show inclusion to their team members, they will express a sense of belonging at work.
3. Keep communication open and honest
Regardless of your company's size; procedures, strategies, and regulations are likely to change. It is important for the team to discuss these changes that occur.
Change can be scary and stressful for everyone involved. Especially for human capital management, HR leaders must communicate early, often, and with as much detail as possible. 75% of employees will stay at a company that respects and hears their concerns. Communicating openly will make employees feel more comfortable, especially when they are welcomed to ask questions.
4. Invest in HCM technology
Human Capital Technology is becoming a buzz in the human resources world, and for good reason. HCM utilizes the existing HR practices to be more strategic with employee management.
HCM begins when an employee is still being recruited and ends when that employee retires. Using data analytics and other digital tools, HCM allows employers to create a custom experience for each employee. This system helps keep employees engaged, which in turn helps with productivity and motivation.
This strategy is also combined with a more streamlined system for managing routine HR tasks like payroll and absence management. Combining all these pieces together helps to ease the HR department.
HARPA has modules for each aspect of human capital management, all in one platform. It eliminates the need for balancing different tasks across multiple platforms, putting everything in one single pane of glass, and easy-to-use package.
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