These days, business is not as black and white as you might think it is. Startups and small businesses face a myriad of government rules and regulations – and it falls directly on them if they do not comply. However, this can be tricky, especially for inexperienced businesses owners – or even still for experienced ones for that matter. That being said, one of the most important hires a business can make is in a human resources department. These individuals won’t just mediate office politics, but they’ll keep your business afloat by ensuring your company remains compliant and by making tactical hires.
You need a department that can do it all – so you need to make some calculated moves. Here are some tips on how you can build a strategic HR team:
Equip your team with technology so it can focus on your people.
It’s a digital world out there so if you think your HR team can survive without the latest technology your business likely won’t last long. HR professionals are burdened with multiple hats. They need to be able to manage everything from recruiting, payroll and paperwork, to cultural planning. Entrepreneur explained that giving your team access to HR technologies doesn’t replace them, but instead automates tedious processes that allows them to prioritize their focus on your company and employees.
“Technology allows your company to focus on its people.”
It’s also important to note that this technology will give your team more analytics and data allowing them to make very calculated decisions. CMSWire explained that a data driven HR department means more accurate predictions regarding what skills and engagement activities employees need, equating to better overall retention.
Believe it or not, focusing on technology allows your company to focus on its people more effectively, therefore enhancing the people-focused approach.
What are some ways your HR department can focus on employees?
After you’ve established the effective tools your HR team can use, you have to make sure they’re asking the right questions when assessing that data in order to build a better business. The University of California, Berkeley laid out a couple of points your department should be considering in order to make the most your data. First of all, there is no such thing as a bad idea. If your employees are giving you feedback about your company and how to make it better, you need to be listening and taking it into serious consideration. It’s your HR personnel’s duty to find a solution or compromise to any employee qualms, and address them with clear communication. Therefore they should also establish goals based on personal feedback. Ask your employees what is important to them. Once you know what values are near and dear to them, you’ll be able to focus your company goals and new hires around them as well.