Leanbox logo
Learn how LeanBox has prepared for Covid-19
2020 Service Guide
Sample Menu
    MENUMENU
    • Company
      • About LeanBox
    • Services
      • Office Fresh Food
      • Office Fruit
      • Office Water Service
    • How it Works
      • For Your Office
      • For Your Employees
      • LeanBox as an Employee Benefit
    • Industries & Markets
      • Industries
        • Biotechnology
        • Commercial Real Estate
        • Hospitals
        • Universities & Colleges
        • Startups & Technology
      • Markets
        • New England
          • Connecticut
          • Maine
          • Massachusetts
          • New Hampshire
          • Rhode Island
    • Resources & Blog
      • Blog
      • In the News
      • LeanBox Menu
      • LeanBox Service Catalog
      • FAQs
      • Partner with LeanBox
      • Report Issue
    • Grind - Office Coffee
      • Office Hot Coffee
      • Office On Tap
      • Instant Coffee Quote
        • Instant Quote for Hot Coffee
        • Instant Quote for Coffee on Tap
Home Blog 4 Ways to Boost Your HR Department
Human Resources

4 Ways to Boost Your HR Department

adminBlog

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.

3. Prioritize

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?

Whoaf!

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.

About LeanBox

LeanBox is the fresh food kiosk for your office. We believe that office food should be clean and uncomplicated. Our smart refrigerators allow us to track real-time what your employees love to eat and our every other day delivery service make sure it’s always in stock.

Recent Posts

  • The Untold Story of Free Food at the Office
  • Local Vendor Spotlight: Bohana
  • Employees Financial Education: 3 Free Ways to Help
  • Key to Success: Eating Together as a Team
  • Nostalgic Food: Throwback Treats for Office Stress

Share & Follow

Facebook
Twitter
LinkedIn
Instagram

Our Services

Office Fresh Food & Snacks
Office Hot Coffee
Office Coffee on Tap
Office Fruit & Dairy
Office Water Service

Report an Issue

Report Issue

Contact Us

Headquarters:
60 Massachusetts Ave. Boston, MA 02115
Warehouse Deliveries:
10 Jewel Drive Wilmington, MA 01887
844-532 6269
Customer Support Portal
Facebook
Twitter
Instagram
LeanBox © 2019