My next tip on organizational strategies for leaders is how you will measure and monitor your action plans. How effective is any plan if it’s not continually measured for success or monitored for needed changes? In the HR world, change is inevitable, so some ideas to help you in these areas include:
Employee Feedback – More and more HR departments are relying on employee feedback and concerns on items such as benefit offerings, wages, work environment, and training programs. Isn’t it important to find out what they really want to keep them happy and motivated? You are not a dictator so don’t try and be one.
Continual Training – HR requires constant training so either attend training as a department whole or assign team leaders to hot issues in labor laws and new employment rules or acts that become law. Make sure employees are kept up-to-date on hot topics in HR.
Reassessments – Any recruitment, hiring or firing process that worked in the past and suddenly shows problem areas need to be reassessed from time to time. Think of this as a quality improvement process. With HR, you can’t employ the ‘if it ain’t broke don’t fix it" rule. Use your team to find root causes for problems or failures to improve on HR policies.
Audits – How uniform are your policies, procedures and hiring practices across the board? Often, an outside audit will reveal what you don’t see giving you a chance to fix or improve upon a problem area.
Human Element – Above all, no HR department or leader can forget what makes the department necessary—the employees of the company. Arbitrary decisions made without team or group input may fail miserably. Look at your department as a guide to the employee and a place where they feel comfortable and can obtain the answers they need—or, dare I say—you are really employed by the employees!