HR Trends That Are Becoming Best Practices and Adding to the Bottom Line

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HR Departments in today’s business world are no longer seen as only an administrative function which focuses mainly on mitigating compliance and employee relations.  They are becoming strategic partners working closely with the management team to align with the company’s business goals.

HR Departments no longer function solely behind the scenes.  Their in-depth knowledge of the workforce has made them important members of the management team.  Their unique insight plays a huge role in strategic business planning that affect the bottom line.  HR leaders have become key business partners because they have the insight into individual employees and the workforce as a whole.  No one else has this unique insight and the ability to keep a current pulse on these areas.  Because HR leaders interact with employees daily they understand employees’ strengths and shortcomings.  Having this knowledge allows HR leaders to give valuable recommendations on programs addressing skills shortages, succession planning, employee performance and satisfaction ratings.

In order to help business managers strategize, HR leaders need to be able to effectively and efficiently assess employees.  This requires them to be proficient in workforce analytics.  HR leaders are utilizing tools such as employee engagement and satisfaction surveys, 360-degree review software and social media to make it easy to track, analyze and share people data.  Collecting and understanding these analytics are important to solving complex “people issues” that could be obstructing the company from  achieving a specific business goal.

Another trend that is becoming best practice is the use of HR software.  HR technology provides automation that has allowed human resources  to work more efficiently in the areas of recruiting, benefit administration, leave administrative, on-boarding and off-boarding employees.  Many payroll providers have added these systems to their platforms making them more affordable and easier to integrate with existing systems.   HR is realizing the benefits of technology and it has now moved from a “nice to have” to a “must have”.  HR technology has allowed HR Leaders more time to spend on business strategy, finding and securing top talent and working with employees more than ever before.

Who is your HR strategic business partner?  Whether you have an HR department or not, can you afford not to have a strategic HR partner advising and gathering information regarding potentially the greatest expense to your bottom line?  Outsourcing strategic HR could be a solution for your company if you lack the internal resources to provide this expertise.  Whether you manage this function internally or outsource it, don’t be left out of today’s competitive market by not keeping a pulse on your people and their contribution to your bottom line.

scholleyScholley Bubenik is president of Premier HR Solutions in Austin Texas.  She has over twenty years of human resource management experience and a master’s degree in Human Resource Leadership from the University of Texas.

Premier HR Solutions provides business owners effective solutions for the people side of their business.  Scholley invites you to contact her for questions or comments at sbubenik@premierhrsolutions.net or visit www.premierhrsolutions.net

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Premier HR Solutions provides human resource consulting services to emerging companies.  We partner with senior management, HR departments and business owners who need services in the following areas:

Reaching Your Highest Potential

Reaching Your Highest Potential

Training And Development- Whether you have in house trainers or no training department at all, Premier HR Training Solutions provides customized training and coaching to help organizations reach their highest potential.  Our team consists of experienced trainers with Masters Degrees in Human Resource Leadership, Training and Development and Education.  The focus with all training sessions is on acquiring or refining skills through engaging activities.  Favorite topics include (1) Developing a Leadership Mindset (2) Communication Across Generations (3) Managing and Supervising Employees (4) Behavioral Interviewing (5) Mentoring and Engaging Employees (6) Excellence in Customer Service and (7) Managing Conflict.

Full Service Recruiting-  Whether you need one placement or multiple, we can provide affordable solutions for your recruiting needs.  Our team will meet with you to develop and refine the job description and create a profile for identifying key drivers of the position, skills, background and personality traits needed to be successful at your company. We are focused on delivering the highest quality of customer service and committed to recruiting the best qualified people. Established companies utilize us to supplement their recruiting departments during ramp-up phases and start up companies depend on us to manage the entire recruiting process.

Human Resource Consulting-  Premier HR Solutions provides small and start-up companies a variety of HR services that are customized to meet their business needs.  Existing companies utilize us for one time projects such as updating their employee handbook or creating a career development program.   Start up companies hire us to provide ongoing HR consulting services that include establishing their HR functions and managing their compliance, risk and employee relations.

Scholley Bubenik

Scholley Bubenik, president, has over twenty years of management experience and a Master’s Degree in Human Resource Management from the University of Texas.  She has helped numerous companies in multiple industries establish their HR departments, develop training programs and manage employer risks.  Call or email Scholley to find out more about Premier HR Solutions services:

sbubenik@premierhrsolutions.net  512-799-7418  www.premierhrsolutions.net

Managing Employee’s Performance Doesn’t Have to Spook You!

Too often managers procrastinate and even avoid managing employee performance because they are unsure how to conduct these conversations or fear the employee’s reaction to these discussions.  But this doesn’t have to be the case.

Generally most employees want to do a good job.  Employees don’t want to fail or perform unsatisfactorily.  But when employees perform poorly, it can be for a variety of reasons and identifying the root cause is the first step to knowing how you should address the problem.  Here are a few of the primary reasons employees under-perform.

  • The employee doesn’t know what is expected of him/her and therefore fails to meet your expectations.
  • The employee has too much work or doesn’t have the proper resources to do the job.
  • The employee doesn’t have the skill set he/she needs to do the job and is way over their head.
  • Sometimes, it’s personal.  Yes, employees have a life outside of work and sometimes these situations interfere with their job.

The manner in which you address the situation should vary depending on the cause of the poor performance. Here are some suggestions that have proven to be successful to many managers:

  • When you speak to the employee make sure they understand the value of their work and its importance.
  • Explain to them what your expectations are and what it means if they don’t meet these expectations.
  • Reinforce what they are doing well in addition to pointing out their weaknesses.
  • Offer resources and assistance such as additional training, coaching or mentoring with another employee.
  • Let them know you are investing in their development and want them to succeed.

Talking about employee performance is something you should do every day not just when things go wrong.  Make time to talk to your employees everyday about their work, their achievements and their questions.  Clearly communicate your expectations and the results that are needed. Engaging your employees in a manner in which they feel valued can improve performance in many ways.

For more information about HR best practices or HR Consulting Services, contact Scholley Bubenik- 512-899-7418 sbubenik@premierhrsolutions.net- http://www.premierhrsolutions.net