HR processes include recruiting processes, motivation management, personnel qualification management, and corporate culture creation. They are found in all HR departments, and do not depend directly on the scale or type of your business.
But if it seems that some of these processes are absent then this means that a system to manage them isn’t present. As a company grows, it is especially important to eliminate such gaps, otherwise HR management will be chaotic.
Planning can be short term (1 year) and long term (3-5 years).
As a rule, companies stick to the short-term plan as HR planning is an ongoing process. You can't just sit down once and plan 10 years in advance what specialists will be needed and when. Employees quit unexpectedly, go on maternity leave, new departments are opened, and there is an urgent need for new specialists.
For example, the economic crisis in a country can cause the income of a company to decrease. Then salaries have to be cut or the staff has to be reduced. That is why personnel planning should not take place less often than every three years.
Based on staff planning HR managers begin the search for specialists. The first thing to do is to describe the position and the basic skills of the employee, then you need to draw up a job profile. Once the portrait of the specialist is made, you need to write the actual vacancy.
Next, you need to post the vacancy. Recruiting sites, mass media and social networks will be good for this. You can use headhunting, exclusive searches and other methods.
Next, the company's sourcing includes reviewing resumes, feedback, communicating with candidates and inviting them for an interview. Then you move on to the next stage of the staffing process - evaluation and selection.
An obligatory stage of the recruitment process is the collection of basic information about the candidates.
First, you need to check the credibility of the information they provided: diplomas, certificates, recommendations from past jobs and other documents.
Second, you need to find out if the candidate matches the position with his/her main professional skills and personal qualities. To do this, the following processes are conducted:
New employees need time to adjust to the new company, its employees, and the way things work. HR specialists help to speed up this process by conducting a general orientation course.
This process includes familiarization with:
Company rules and policies
Safety (if necessary)
Corporate culture etc
In large companies, HR officers supervise the first weeks of a newcomer’s work and help them adapt to the team and work processes quicker.
The next stage of the HR process is to improve the competence and motivation of the team. With competence it’s easier: HR managers can send employees to courses, training sessions and seminars. Specialists who successfully complete this process are promised an increase in salary and career growth in the future.
Motivational processes are a bit more complicated. For example, if you reward a specialist with a small amount they might get offended; if you constantly reward with high bonuses the employee may get lazy. Also, companies do not always have the budget for material stimulation. Experienced HR managers know how to overcome these problems.
Motivation is not always material, there are also moral ones:
Promotion to a higher position
Invitations to meetings with senior management
Creating a friendly working environment
Public recognition of achievements
Improvement of working conditions
However, we should not forget about the material motivation. To do this, a system of benefits and bonuses and bonuses is required too.
The process of building corporate culture in the team is complex and differs from other HR processes in that it requires synergy between the work of the administrative and HR departments, as well as strategies for business development and marketing.
The corporate culture within the team depends on external factors and the direction in which the company is heading. If your service, service or product is built on the values of positive communication, personal development, etc., the corporate culture will help emphasize these values and make your employees your main ambassadors.
Corporate culture also:
Shows employees how it is customary to behave at the company
Creates an atmosphere of trust, creativity and creation
Creates an opportunity to discover the potential and strengths of each employee
Inspires confidence in the future and demonstrates stability
It is a complex of moral values, mission, operational standards, standards of communication and expression of ideas and thoughts. By defining each of these elements, the company helps itself develop and newcomers adapt better.
To develop and improve HR processes, you need to devote a lot of time to them and analyze all the stages of each of them. This requires time, something HR specialists often don’t have.
So automating HR processes helps redirect the workload of specialists and helps them build a clear pattern of work, from sourcing specialists to a cohesive corporate culture. Turn to HRM system tools if your HR processes are not moderated and you would like to optimize the work of your HR department.
PeopleForce has capabilities to automate all of the above processes - book a demo with our manager to see what could help you in your work.