Many companies want to improve their people management procedures and methodology to optimize the use of human resources. But it is not always easy to identify where to start this process.
That's why we have listed ten practical tips below, accompanied by articles full of valuable information:
1) Centralize the document management of your company
Companies process large amounts of documents for their employees: contracts, payroll, timesheets, sick leave, calendars, performance evaluations, and more.
It is impossible to manage people without knowing them and without realizing their position and trajectory within the company. In this sense, the first step to improve human management in your company is to ensure that employee information is available not only to the HR team but also to your manager and the employee himself.
The digitization of documents and their centralization in a single system ensures that all interested parties can access relevant information for the professional development of each employee.
2) Encourage open communication
Communication is essential for the good performance of all, for the good relationship between co-workers and for the effectiveness of the projects in each department. Above all, it's the only way to ensure everyone is aligned to achieve the same business goals.
Encouraging open communication between colleagues, superiors, and subordinates improves the relationship between everyone and, ultimately, the work environment. In addition, it helps detect labor disputes and perform conflict management more efficiently.
3) Evaluate the performance of your employees systematically
Performance evaluation is directly related to controlling the internal productivity of a company. This set of techniques for examining individual performance is essential to confirm whether employee goals are being achieved. Otherwise, this analysis serves as the basis for correcting the route.
It also allows you to plan aspects such as salary increases, promotions, and internal transfers or corporate benefits. This helps improve the motivation of that successful professional. There are several methods and ways to organize evaluations within the company. One of the most common is an evaluation by the immediate supervisor.
It is important to define a periodicity and a system of indicators for the analyzes. The 360-degree evaluation, since it includes the opinions of the boss, colleagues, the client, and the employee himself, is much more complex and takes longer to produce. That's why hosting it once a year makes more sense than a standard assessment done every quarter.
Likewise, the key indicators or KPIs must follow the same model that allows the comparison of data between different professionals and even departments over a period of time.
4) Bet on continuous feedback as a form of performance management
Not only should feedback come to the end of a performance review, but the opposite. Doing this constant and consistent practice allows the creation of an environment of frequent dialogue between employees and company managers, with the definition of clearer and more fluid goals. This is what we call continuous feedback.
This type of action is valuable for team management and a great stimulus for motivation at work. With continuous feedback, you can focus on problems and eliminate them as they arise. In this way, the performance of managers is optimized and more dynamic and effective management is possible.
5) Conduct training and empower your teams
From performance evaluations, it is possible to recognize which competencies are missing. With this, it is possible to verify the needs of the function of each professional and of the business as a whole.
Time is what matters, for a company to get work done from employees, so it becomes important to make them understand the value of time, to schedule their all work so that they can do it within the time, you can suggest to them to have reminders and to use a day calculator for example. - https://howmanydaysbetween.com
Having identified training gaps for a particular employee or team, HR managers can promote courses and training to overcome persistent challenges.
It is important to align these incentives to ensure appropriate choices for both the employee and the business strategy.
6) Develop career plans
Finally, you need to worry about the long-term development of your company's employees. Feeling challenged and being in a constant learning mode is of utmost importance to maintaining professional motivation.
More than that, all collaborators consider their possibility of growth in the company as a reason to stay or even to search for new opportunities. Having a clear and consistent career plan across the company is one way to assure your employees that their efforts will be rewarded. They are, therefore, essential for the retention of talent.
7) Optimize the talent attraction process
In addition to evaluating how to retain top talent in your company, it's also important to remember the initial talent attraction. After all, the hiring and selection process is the first area of contact for future professionals with your company.
To improve it, it is necessary to develop employer branding and identify what benefits make your brand attractive in the eyes of those seeking insertion into the labor market. A good practice is to offer candidate feedback, even if it is negative, that shows concern for people (who may even try a new opportunity in the future!).
8) Promotes the organizational culture of the company
We can say that "organizational culture is that set of norms, values, beliefs, and ways of acting shared by the members of a company." Summary, isn't it?
The starting point to define and develop the organizational culture of your company is to identify how each of the pillars of people management explained above is reflected in practice. This is often manifested in the criteria used when allocating resources, dividing tasks, delegating, trusting, controlling and communicating.
It is essential to promote the identification of employees with the organizational culture through our company policies. Ensuring autonomy for decision-making or at least proposing ideas are also ways of promoting employee engagement.
9) Invest in data analysis
HR Analytics is a people management method based on the collection, organization, and processing of data on the human capital of a company. This "people analysis" makes HR more strategic.
In addition, it has the potential to optimize the internal processes of an organization. It also allows you to identify trends and/or hot spots that are impacting your business.
Companies use this analysis to continually improve their performance indicators and get better results from their human resource management initiatives.
10) Trust technology for people management
In addition to data analysis, technological solutions are used to implement the automation of different human resources processes.
Bureaucratic activities, such as admissions, management of schedules and shifts, attendance control, sending payroll, among others, processes can be carried out and automated and workflows created using online software.
In this way, the company reduces the time spent on administrative tasks. As a result, HR professionals have more time to plan and execute strategic tasks. It also guarantees information security and avoids human errors such as oversights or typographical errors.
Some of the possibilities of HR software like Factorial are:
- Manage vacations, absences, and sick leave for all employees.
- See a calendar with information for each team
- Organize online and face-to-face training
- Conduct and monitor performance reviews
- Submit and sign documents online.
- Carry out recruitment and selection processes on the platform itself
- Onboard new employees from online onboarding
The management of people in companies is a fundamental concept that takes up the key idea of human centrality within organizations. Since workers are the main competitive capital for the success of any business, knowing how to manage this aspect becomes vital to guarantee the continuity, success, and growth of our company.
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