Sunday, April 15, 2018

Six Steps In Ramping Up Your Human Resources Strategy

(photo source: UIC)
Having a business is fun and all but it can be too demanding most of the time. At the same time, having a clear business goals are great because you will not be lost in the coming years if you have set your plans. If you think having a business plan is great, what more if you have human resources plan? Yes, human resources is often overlooked by many companies but it is also one vital part that will keep the company running. If you have human resources in your company and you’re looking for ways to level up you HR game then you’re definitely in for a treat.

An HR plan is very important because it can help you execute your future goals and business aspirations. It prepares you for turnovers and employee-related stuff that can be too daunting and stressful. Human Resources oversees various aspects of employment and also compliances with laws and regulations. They are a big chunk of every company.

Here are six steps in ramping up your human resources strategy:

1. Review Your Current Workforce

(photo source: human resources online)
Assessing your current workforce is important because you will be able to know the wants and needs of every workers. You have to identify their knowledge, talents, skills, capabilities, vision, strengths, educational levels, social awareness and many more. Yes, that’s one of the things that every business owner should keep in mind in order to get to know more about their workers. With that, you’ll be able to know the steps that you will need to take in order to effectively reinforce HR strategies.

Having a system of your employee’s personal documents is important. Performance reviews can also help determine their strengths and weaknesses and eventually think of other ways to improve them for the better of both the company and the workers.

2. Create Workers Development Plans

(photo source: insperity)
Think of ways on how you can help improve the capabilities of the workers. Everything should be clear and there should also be specific goals for the employees. Some of the steps to take are: (1) check your business goals, (2) converse with your workers, (3) decide what skills your workers need, (4) create a legitimate action plan, (5) apply new skills in the workplace.

You just have to make sure that the development plans you’re making have apositive remark and connotation for your company in order to effectively have an engaging and fun workplace.

3. Create A Convenient and Successful Plan

(photo source: hrhelpil)
Change is inevitable and having a convenient and successful plan for your business is important. It’s necessary to know the goals of each workers in order to effectively implement rules and strategies that would improve each and everyone. Whether you choose to have a dialogue with your workers or do the planning behind the scenes, it’s really up to you. What matters is that you know it’s something worthy and would make a difference in your company.

4. Do A Gap Analysis

(photo source: pinterest)
Performing a gap analysis is very important. Having a gap analysis will help you identify what resources your company has and what it needs in the near future. You need to assess your HR infrastructure when performing gap analysis. Here’s some useful info from the experts regarding gap analysis. Take a look:

• Job descriptions – Do they match the expectations you currently have for your employees and outline all the necessary skills and requirements?

• Employee handbook – Have you reviewed and/or refreshed it in the last two years? Check to see if your policies are still aligned with employment laws. This is especially important if you’ve expanded into new cities or states where you may be subject to different regulations. When was the last time your employees read the handbook? Consider asking them to re-read it once you make updates.

• Training programs – Are your employees being prepared for their roles in an organized way that still makes sense according to business needs?

• Health benefits – Are you providing what is required by the Affordable Care Act (ACA) while also meeting the needs of your employees?

These are just some points to ponder when considering having a gap analysis. It will totally help you in the long run.

5. Make A Decision On How To Increase Resources in The Future

(photo source: fore edge)
This is very important. Knowing how to increase resources for future use is necessary especially in this age and time where information is everywhere. Your staff will grow with your business and you must really know what you’re looking for in order to find the best of the best. The first step that you can do is to reviewing your staffing documents. Here’s some useful info that you can review about the struggles of recruiting new people:

• Your current total rewards package doesn’t meet the expectations of your ideal candidates.

• Upcoming technology changes or shifts within the economy make it difficult to recruit quality talent. For example, say your business needs to adopt a new technology and there’s a shortage of experienced candidates who are qualified to fill the relevant positions (also known as a skills gap).

• Your company culture is poor, which is a major turnoff for highly qualified candidates who can be choosy about where they work.

6. Just Keep On Following Up
Once you’ve started laying up your human resources strategies, you have to keep on following up the people you are working it. It’s not a one-man’s game, it’s a collaborative work. Check for necessary changes that may be made along the way. Always try to identify the root cause of any problem in order to immediately move on and reach your desired goal in HR services.


Author Bio: Mark Aldrin Hipolito is a daytime writer for HR Dept Franchising, one of UK’s network of support for anything HR-related where great collaborations between business owners and customers starts.

SHARE THIS