The Human Resources sector is one of the foundations of large companies. This team of professionals relies on the responsibilities of hiring quality staff for teams, training and developing teams and supporting human capital management, assisting in conflict resolution and conducting internal organizational climate surveys. Some HR teams are even responsible for providing benefits to partner companies and activities for the well-being of the internal public.
The assignments are numerous and often require a robust team with an expressive budget – everything an investor does not want to hear when looking for reduced investments, profit maximization or when the economy is going through turbulences that leave the market unstable. So, how to set up such an important sector without investing many resources and, most importantly, without losing quality? Exactly seeking to shed light on the resolution of this complicated equation we have prepared a guide on how to put together an excellent HR with few resources! We wish you a great reading!
Optimizing the work day
With so many tasks, it is not uncommon to find overworked HR professionals and the hours bank overflowing overtime. But by optimizing the work day of the Human Resources team, there is a considerable gain for both the company and the employee.
When the team is not bogged down by lawsuits, demanding larger cases, the company does not have to pay salary supplements to the professionals due to overtime and there is no increase in the company’s basic expenses, such as water and electricity.
Having less stress and performing their activities within their base time, the professional will have more time to devote to their family, friends and even the specializations of his interest.
In order to effectively optimize the work day of the HR team, the company must act mainly in the reformulation of the internal processes of the sector, seeking to reduce the time required for the development of the demands. This can be done by studying the human resources flowchart, identifying and analyzing the bottlenecks in the course of the industry routines.
The recipe is simple: identify the problem points, rethink the process steps, implement the necessary enhancements, automate successes, and constantly monitor, including possible new bottleneck points.
These problem points are usually easily mitigated and even solved with the insertion of technological resources, such as project management tools and task flow software.
Reducing Costs by Improving Trainings
One of the secrets to making the HR department and the rest of the company more effective is to consolidate the culture of training and professional enhancement. With more prepared professionals, the execution of the projects tends to occur more assertively, avoiding rework and dissatisfaction, both internal (employee demotivation, which generates low professional performance) and external (poor evaluation of the products and services offered to the clients, which In the decline of the billing).
It is, therefore, too logical a reasoning to first plant to then harvest: invest a little in the internal public to then have more expressive returns.
In order for the culture of training and, above all, the valuation of them to be incorporated into the routine of the company, it is of the utmost importance that it has its start precisely in the key sector: Human Resources. If you do not train and enhance your HR professionals, their attempts to propagate that culture to the rest of the organization will have great chances of failure.
Therefore, apply that maxim: “change must be done from the inside out.” Invest in external training for your HR team. And if there is more than one professional in the team, making it unfeasible to offer outsourced training for all, choose an industry partner who will be trained and responsible for sharing the knowledge gained among peers.
How to avoid high employee turnover?
Perhaps the greatest challenge of any Human Resources team is precisely to propose and develop actions that attract and retain talent, minimizing employee turnover . To achieve these goals, HR has a range of tools and strategies that it can adopt, depending on the strategic profile of the sector and the interests of the organization.
Such tools and strategies can be used from the recruitment and selection processes, which will serve to determine the hiring of employees, to the development of actions that improve the organizational climate and promote the engagement of employees. Some of the main points that, when applied successfully, will reduce HR staff routines, leaving it focused on more strategic actions and, even, reducing HR staff, without harming Quality of the sector’s actions:
Improvement of the selection process
When recruitment and selection processes rely on deeper analysis tools such as behavioral profiles, hiring tends to be more assertive, avoiding disappointment with the work routine or behavior of the new team component.
Therefore, research the best tools on the market, including selection management software, so that new hires do not quickly convert to shutdowns.
Defining a Career Plan
Just as every organization wants to evolve and grow before the market, its employees also want to evolve professionally. To do so, the definition of a promotions program and / or a career plan is important to keep the motivation of the teams and encourage them to overcome the goals.
Study the market and analyze the best practices of companies in the same segment, aligning with the strategic interests of the organization and validating with the board of directors a professional development plan that will make its employees feel challenged to increase the company’s success.
By developing a culture of constant professional development, as previously mentioned, your employees will remain current and able to deliver better and better results. Thought needs to be simplistic. For example: what good is a professional with a great history of commercial achievements with a personal approach if the market has changed and the clients are more accessible virtually? Without the development of new skills, the exemplary professional of yesterday may be the unsuccessful and unmotivated tomorrow.
Organizational Climate Analysis
The good old friend of HR professionals still has a lot to offer to organizations. Increasingly consolidated and present in the understanding of organizations, human capital is one of the bases of any company and depends a lot of its success.
That is why it is so important to understand the needs, perceptions and concerns of employees. Through the analysis of the organizational climate, it is possible to have important insights that will direct internal rearrangements to retain talent.
Feedback culture stimulus
Feedback is another important tool that contributes to the retention of talent and reduces the expenses with HR processes generated by the turnover of professionals. To stimulate the culture of feedback is to promote the appreciation of the interpersonal relationship and to consolidate internal communication.
Once your managers, leaders, and leaders take advantage of this tool, day-to-day mishaps tend to be eliminated and team sentiment is strengthened within the company. But when consolidating the feedback culture, it is important to police the practice so that it is not deterred by retaliatory actions in the face of negative feedbacks.
Wage and benefits policy
A company’s salary policy and benefits package are often decisive factors for talent retention. Although important, it should not be stressed that they are not always the only factors taken into account for the permanence of a collaborator in the company.
There are many reports of professionals who prefer to earn less to work in a pleasant environment than to have more expressive salaries and to be constantly exposed to stressful situations due to different values.
It is valid to reinforce that these are just some of the key tools and strategies to inhibit the turnover of professionals in the organization. It will be up to your HR team to analyze the most appropriate options for the organizational culture of your company, aiming at the best possible results.
Manual Process Automation Planning
Perhaps this is the key point to set up an excellent Human Resources sector with moderate investment. By automating the main HR processes, with the support of well-evaluated systems and software of recognized quality by the market, your company will have standard quality processes, allowing professionals in the industry to direct their efforts towards more Strategies.
By hiring integrated management software for selection processes, for example, the RH professional will, in a short time and with minimum effort, select a candidate with profiles more appropriate to the vacancy disclosed, optimizing the selection process, reducing the And eliminating the need for rework to around 90%.
Despite concerns about investing in HR automation systems, the ability to wipe staff and gain time in the execution of industry routines provides significant savings and that justifiably justifies investing in software deployment.
This automation of routines is also valid for other sectors, such as the Personal Department and its activities with payroll; The Finance department, with accounts payable and receivable routines, reimbursements etc .; And even the legal sector, by working with digital certifications and fully digitized documents.
Is outsourcing a viable option?
Outsourcing of business sectors has been increasingly common. In some cases, this is an excellent alternative to optimize the work, improve quality by counting on the know-how of the contracted company and, mainly, reduce internal costs of the organization, since a series of taxes and obligations are eliminated Both legal and labor.
However, outsourcing an industry requires a thorough analysis, because just as it brings benefits, it can lead to problems.
The activities of hiring and dismissing employees have been outsourced for some time. There are companies specialized in the segment and, because they serve different organizations, end up optimizing the investment in their processes and reducing the cost to the contractor.
However, it must be remembered that Human Resources is a key sector of the organizations, which demands several important actions that work with the organizational culture and the management model of your company. Therefore, when analyzing the possibility of outsourcing your company’s HR routines, consider the pros and cons and keep in mind that human capital is one of the greatest treasures of your organization.
Thus, you need to have a professional assigned internally and who is committed to the success of your business. Such a professional may have a more strategic role within the company, leaving other routines relevant to the Human Resources team (such as selection, training and dismissal) under the responsibility of the outsourced company.
As we presented throughout this article, it is perfectly possible to structure a HR sector with few resources, keeping the excellence of services under the responsibility of this team that is so important to a company!
For this, it is enough to take advantage of the many tools that Human Resources professionals can count on to optimize time, imputing higher quality in performing their routines and enabling other professionals to develop greater performance and achieve greater financial returns for the company. It all depends on good planning and proper execution!