Management Masterpiece: 3 Ways To Take The Headache Out Of HR

Human resources is a pivotal role in all business. You not only have to build the workforce, you have to maintain it. There may be employees who aren't living up to expectations, others who produce but refuse to conform with the company culture, and the constant need for balancing pay rates and benefits for everyone. Even in small companies, HR management can be a nightmare. Fortunately there are ways to reduce the headaches.

Encourage Communication and Feedback
It's important that HR managers speak to disengaged staff at every level, whether it's part time labor or vice presidents. There is always a reason employees aren't happy. They could be over-worked, unappreciated, or having problems at home. When HR takes an interest in their situation, it shows employees that their well-being and opinions matter to the company. It makes them feel valued. Remind all managers that they need to give praise where it's due, and make their criticism constructive rather than hurtful. Empathize with employees who are undergoing personal struggles, and point them toward resources where they can get help.

Addressing employee problems promptly will not only help improve morale, but may isolate minor issues before they become major ones. Even one employee that feels harassed, overlooked, or otherwise treated unfairly could be a blow to morale and productivity. You need to identify the root of the problem and get it under control before it leads to confrontations or lawsuits, either of which could damage the company culture and its reputation.

Utilize Technology
For every new employee you take on, your job gets that much harder. Managing all the information that pertains to each employee can take up a big part of the day. This is where performance management software can help. Automating HR functions frees you up to do more meaningful tasks. Tracking performance reviews is one of these chores that's becoming more of an issue these days. Companies are determined to maximize their productivity and efficiency by monitoring what each team member brings to the process.

Metrics and KPIs are established to measure progress. Technology provides easier means for collecting this data, and using it to gauge employee effectiveness in an objective, unbiased way. It makes things easier for both managers and their staff to identify relevant issues and modify behavior. Software also makes it easier to record and analyze performance results over time for data when job promotion opportunities come.

Gamification
Gamification means formatting online resources into a more interactive, enjoyable experience. While this originates in video games and has led some traditionalists to dismiss the approach, the advent of technologies like 360-degree video and virtual reality has added unprecedented depth to improving the online learning experience. For instance, when learning to operate the latest generation of CNC (computer numerical control) cutting machine, visual tours, problem solving, and VR instruction are just some of the ways to more quickly train employees.

Mandated classes for safety, harassment, or diversity awareness are something employees generally dread, but gamification principles make these courses less intimidating. Visual interfaces presenting thoughtful, emotion-based challenges make the training easier to assimilate, and allow longer retention in memory. Gamification learning techniques are more effective than text or even video/audio presentations. What's more, employees will be more eager for training if it's actually fun.

HR managers are reminded that they work for the company, not the employees. But using techniques like communication, fair and accurate employee reviews, and gamification learning serves both sides. They promote company interests by building teams that are more engaged, more productive, and better trained. Employees get job satisfaction, fair opportunity for advancement, and more skills to pursue career objectives.