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28Oct 2018

How can Human Resources improve within the company/organization?


How can Human Resources improve within the company/organization?

Needless to say, human capital of an organization is its principal asset. Without a well managed workforce, it is impossible to run the operations of any organization. To have a seamless business, offering best quality of services and products, it is imperative to have a highly motivated and a well synchronized staff. Therefore, it is not only essential to keep the human resource updated and trained, but also to keep the people satisfied, so that they are willing to work with complete dedication.

‘Human Resource is about having the right people, with the right abilities, in the right place, at the right time.’

An efficient human resources department ensures effective management of people in order to meet the desired organizational goals. In the absence of a good human resource management, a number of issues concerning people may erupt in an organization. For instance:

Lack of communication
Lack of co-ordination
Human conflicts
Untrained / less trained staff
Undefined job responsibilities

This may hamper proper functioning of various departments and thus obstructing the growth of the company. Hence, for an organization to constantly work at its best it is extremely important to have a good human resource, that thrives on the ground of continuous improvement.
Today, the organizations not only have to focus on recruiting the candidates, meeting expected salary standards and people management but they also have to focus on building a good employer brand in the market. They have to continuously work on improving their relationships with employees even beyond their tenure.
Therefore, they are likely to take various initiatives for increasing employee engagement and subsequently employee productivity.

There are various ways an employer can improve the human resource within the organization:

1.Take an employee survey:

This may be the foremost step towards improving human resource. Survey gathering information on happiness index of employees, their physical work environment, their work-life balance, will help the organization understand what its employees are experiencing. It will help in understanding the areas of improvement to increase employee productivity. This shall also unveil reasons for employee attrition and any aspects that may impede quality human resource management.

2. Implement changes required to upgrade the work environment:

Post taking the survey and analyzing various loop-holes and roadblocks, it is imperative to take necessary action in order to give a more congenial environment to the employees. This ensures trust of the employees and also motivates them towards meeting the organizational goals.

3. Work on upgrading technology and systems:

If an organization hires the best in class workforce and is not able to provide high quality tools and up to date technology, it may obstruct productivity of the employees thus enraging frustration. Hence, wherever required, upgrade the tools and technology to improve the efficiency of the workforce. It is also a vital factor in building employer brand in the market.

4. Continuous Training of the workforce:

Apart from hiring the best people it is also significant to provide them with continuous training so that they can keep themselves upgraded. A properly trained staff can undoubtedly provide the finest results and shall ensure optimum utilization of other resources of the organization. A staff trained in hard as well as soft skills will deliver better results and ensure proper co-ordination in the company. As is aptly stated, ‘Recruit for attitude and train for skill.’

5. Mentoring and advising people:

Mentoring employees at the workplace has been on a rise in recent times. It is one major factor in engaging, developing and retaining the talent pool of an organization. In order to retain the workforce and build up potential leadership options it is required to understand the career objectives of the employees and how they can be aligned with that of the organization. Mentoring this way encourages learning among the employees thus building their own skill set and creating a healthy competitive environment.

6. Managing employee conflicts:

There may be a number of conflicts arising from human interaction in an organization. It is imperative to handle them in such a way that ensures equal attention to all the parties. It is not always the best choice to avoid a conflict completely, but to handle it at the right time and at the right place. The organizations should take responsibility of minimizing conflicts and not letting them grow unbridled.

7. Improved communication channel:

The communication culture of an organization determines the transparency of dealings with its internal customers. It is important to maintain a two-way communication channel which encourages employee engagement, enhances leadership and co-ordination among the employees. Appropriate non-verbal communication should be equally made important as the verbal communication in an organization.
“The most important thing in communication is what isn’t said.” – Peter Drucker

8. Ensuring proper evaluation and incentive system:

Evaluation of employee performance is indeed a very vital role of a human resource department in an organization. Performance appraisals should by and large focus on continuous improvement in employee achievements apart from judging or simply assessing their work. Focusing on goal setting, managing and guiding, conducting regular feedback sessions, arranging for frequent rewards and incentives to keep them motivated are some of the pre-requisites. Also, constructing a development plan for employees to achieve more fosters organizational need for enhanced business and success.

‘Build your people and your people will build your business’