POPin Blog

The 5 Top Reasons to Refocus Your HR Practices

How you manage your employees will determine your success. A big part of workforce management involves HR practices and how they are used to serve the needs of your organization. The way employees are recruited, on boarded, developed and managed is vital to your organization. How engaged is your workforce? What HR practices should you focus on to further employee engagement? Your HR practices can play a large role in these factors if you refocus a few responsibilities and functions within the organization. Here are the top 5 reasons to refocus — and not replace — your HR department so you don’t get left behind.
  1. HR Administrative Duties Are Weighing Your Organization Down
Many daily functions your HR team currently manage should be transitioned to finance and accounting. These include:
  • Bookkeeping
  • EEO-1
  • Benefits
  • Payroll
Your finance and accounting teams have all the tools needed to effectively manage these functions. Once they are turned over, your HR team will have more time to focus on strategic activities that are people-focused.
  1. Internal Communications Can Be More Effectively Handled by Marketing
Your marketing team has expert communication knowledge. Lift the burden of internal communication from your HR team and turn it over to marketing. They are already equipped to take on this role and it won’t add much additional load to them. It also avoids the need to train your HR staff on proper communication practices, while freeing them up for more pressing needs like recruiting, talent management and employee engagement.
  1. Recruiting Needs to Be a Top Priority of HR Practices
Few things are more important to your business than finding the best talent. Talent recruiting is a function that you need to centralize within the organization. Now that you’ve freed up resources in your HR practices, this is the place to centralize it. Treat talent acquisition the same as you do all other sales efforts and the right people will be uncovered.
  1. Talent Management Considerations
Do your employees feel like they’re being developed for new tasks and rolls within the company? Talent management and employee development doesn’t happen automatically. Your HR department should own this function. The myriad of responsibilities involved in effective talent management include:
  • Mentoring programs
  • Development of leadership
  • Performance management
  • Management training
Make this one of your HR department’s top priorities.
  1. Employee Engagement Functions
This is one of the most neglected — and most important — functions within your organization. Companies that put a focus on employee engagement are more successful than those who ignore or under-value it. Have your HR department perform engagement benchmark surveys every year. In between those, they should run pulse surveys every quarter. Through this strategy you’ll uncover areas where engagement can be improved. HR can then work to put strategies in place that will increase overall engagement scores. Using this popular “measure and improve” strategy you’ll address employee engagement is the most effective way possible. Conclusion Don’t feel like your HR department needs to be replaced. A thorough refocusing can be much more effective. Like any other area of your business, your HR practices require constant reassessment and retooling. By offloading many of the administrative responsibilities and focusing on strategic functions like recruiting, talent management and employee engagement, your HR team will become a highly effective partner within your business. Also, don’t forget to launch a POPin session any time you need help aligning your organization. Here’s to success and growth!