Here are some ways you can set benchmarks, prioritize, and create structure in your HR job
In a knowledge economy, the winners have the best talent. And recruiting and nurturing that talent isn’t an easy job.
But the typical administrative role of HR gives pros little influence. This competing feat leaves HR pros feeling overwhelmed.
That’s why we created the ultimate guide to the most important and complex job today. This blog post offers a quick overview by examining four basic ways to boost your HR job.
1. Set personal benchmarks
Offering personal growth to your team is something that should always be on your plate. In fact, that’s the mission of this blog. To help you know, grow, and amaze your employees.
The surest way to do that is to set personal benchmarks for you and your team. Here’s a goal-setting framework focused on results and measurable outcomes:
SMART goal framework
- Specific. Clear, detailed direction. The goal should include expectations, why it’s important, who’s involved, where it’s taking place and barriers or limitations to reaching the goal.
- Measurable. What’s the result of the activity? It should provide criteria for measuring progress and hitting targets.
- Achievable. Challenging but realistically within your team’s reach.
- Relevant. Relevant benchmarks that are core to your business/organization.
- Time specific. What’s the deadline? The goal should include an expected date of completion.
SMART examples for HR teams
- Conduct a survey of at least 100 participants by September 1st to identify one new program by January 1st.
- Create a cross-functional team of 6-10 employees to plan and hold four annual company team-building retreats by June 1st.
- Become 100% ACA compliant by February 15th.
2. Collect feedback
Collecting suggestions from your team will make their lives better. Companies that collect employee feedback see a 14.9% lower turnover rate.
And the best feedback is timely, specific, and helpful. Here are additional statistics on employee feedback to get started.
Let’s rattle off some of the typical HR responsibilities due before year-end. Offer rich benefits while maintaining cost, create a unique company culture while managing explosive growth in hires, retain employees, analyze employee compensation, pay attention to regulations, report on health and wellness, create a wellness program, and did I mention payroll?
How are you supposed to know what to prioritize if you’re in constant overload mode? The Power Packet has two methods to help you prioritize and hit your goals.
4. Create structure
HR teams have always held an administrative supportive function.
To be more effective, structure your HR team to own policies and procedures core to the business. A research study conducted by Bersin & Associates, The Top Best Practices for the High-Impact HR Organization, has structure at the top. Yep, numero uno.
Buy-in and support from senior management are key to aligning HR to the core business function of your company. But you already know that. To ensure the structure you create is clearly understood, start with writing a business case to show what functions HR serves. And be sure involve senior leaders in the planning and governance processes before throwing ownership of company policies and procedures on your team.
The key takeaway here is that creating structure isn’t about over complicating things with a process. Rather, is about taking control. It’s about making sure your team is aligned with the overall business goals to receive buy-in for your initiatives. Get the HR Power Packet today to find out more about solving this challenge.