How to develop a successful and competitive Human Resource department

Recent studies show that Human resource departments are doing their job wrong, and this happens since a long time. Truth being told, many HR specialists rely too much on the overall impression they get from a job candidate, by asking all those standardized questions and logical problems, instead of focusing on something much more simple: numbers. In fact, most HR departments don’t rely so much on evidence to support their decisions, but rather mostly on subjective decisions.

Human Resource management is no longer the result of simple “gut instinct”, but the obvious outcome of carefully studying metrics whenever available in order to make the best decision in a company. Whether it’s about hiring new employees or changing the organizational scheme of some departments, Human Resource management should focus on increasing productivity and efficiency within a company, without neglecting critical factors which ensure high quality management.

Some of the most important factors for a successful Human resource department are the following:

  1. Sourcing. Placing the correct job into the right hands is one of the most important things HR managers should be able to do. Sometimes, you don’t know for sure if you have the most competent people in a certain department, but keeping track of their progress in projects or jobs, helps you pinpoint the need for new talents.
  2. Equitable compensation. Especially in large companies, there is a risk of “overseeing” the valuable work done by some of your employees. This leads to lack of compensation for overtime and extra work done and then you wonder why some of your best employees are moving on to the competition.
  3. Performance evaluation. This is beneficial for both the employee, as for the company. It’s important to know when your employees need training in order to fulfill some tasks, when a department is lacking staff, or when there are too many people working on a project, wasting valuable human resources that could be channeled somewhere else.
  4. Regulations. Each company must take into consideration government regulations, such as work compensation, termination, official holidays and vacations, all of them important factors for the HR department.
  5. Demographics. Workforce is influenced by demographics, and sometimes a company must face situations in which a large part of the staff is going in to retirement approximately at the same time and the need for new staff is required. Therefore, the necessary preparations should be made on time.

Considering all these facts, and many other more, a software able to help Human resource planning and workload calculation, such as WorkForce Schedule makes a big difference. Some of the key-benefits include better alignment of long-term employee capacity with business demand, better anticipation of workforce requirements and reduction of over or understaffing, maximizing employee utilization and work efficiency and an overall more effective decision making. Bottom line is Human Resource has gone to a whole new level over the years and it’s high time for any company to keep pace in order to gain a competitive edge.

Photo: Pixabay.com, user: tpsdave