5 Human Resource Best Practices

Human resource best practices have been under close examination to measure the current functioning level of HR and to help it reach an optimum level.

For optimum efficiency, companies have to align their HR strategy and all other HR activities with the company’s core strategy. Besides, various best practices have proven to lead to the best performance of companies. With the implementation of best HR practices, your business becomes more efficient and result-oriented.

Here are the top 5 HR best practices.

Provide job security to your staff

Employees want a work environment where there is job security because life is challenging. Employment security is the number one reason people look for. The concept of security, whether it’s a formal contract or an informal contract, is an important element in everything the human resources does.

When there is a threat to the employee job security through a layoff or restructuring, the company can be unstable if the message is not passed on correctly. Employment security enables businesses to retain the top talent and reducing costs as well because laying off is often an expensive affair.

The company bears huge losses as it invested a lot in hiring, training, and development of these staff. If the company doesn’t put more effort into retaining its employees, they might probably seek and work for your competitors.  

Hiring the right employees

Companies should hire employees who add value to their processes. You should select people who are fit for the job to ensure your company a competitive advantage.

You can use a recruitment tool to help you choose the right staff. It’s important to utilize recruitment instruments such as interviews, personality assessments, and reference checks to find out the following key characteristics of candidates: 

  • The ability of the person to perform the job. The individual should be assessed if they have the proper skills and if they are smart enough to perform well. 
  • Check if the person can be trained to improve their skills.
  • Determine if the candidate will commit to their job and the company.

Self-managed teams

Teams that perform well are critical for any company to achieve its goals. Teams comprise of individuals with different skills and knowledge working collaboratively for a common goal. In these teams, employees offer their ideas resulting in the best ones being considered.

You can use individual personality assessments to help you understand how other team members behave and think. It’s the responsibility of managers to understand their team members.

An advanced Human Resource Planning System helps you to build efficient teams for your organization as it streamlines the process mapping and enables the HR team to make a comprehensive assessment of the employee output.

Performance-based compensation

If you have the employees who perform optimally, you need to compensate them fairly as they are the people who add value to your business. Compensation and benefits will ensure that you retain the right staff for a long time.

You can choose to pay these employees above-average pay, unexpected bonuses, and special employee benefits. It’s also a good idea to add some performance-related rewards. Individual rewards motivate the employees and develop a sense of ownership in them.

Training in essential skills

Human resource best practices encourage companies to invest a lot in training. After recruiting the best staff, you have to make sure they are performing well in their jobs. This is where training and development is relevant to manage the changing and growing technological aspects, handling the competition and performing optimally to achieve the targets.

Companies that promote a learning culture grow faster, are innovative and have a competitive advantage. You can offer formal training and on-the-job learning to impart new skills on your employees. The new generation of employees is consistently looking for growth opportunities and consider these training programs as a way to grow their skills.

Adam Richards

About Adam Richards

Adam Richards is a semi-retired business professional originally from Bangor, Maine. He spent the majority of his career in sales and marketing where he rose to the marketing lead of a Fortune 1000 company. He then moved on to helping people as a career counselor that specifically helped bring families to self-sufficiency through finding them rewarding careers. He has now returned to Bangor for his retirement and spends his free time writing. This blog will be about everything he learned throughout his career. He'll write on career, workplace, education and technology issues as well as on trends, changes, and advice for the Maine job market and its employers.