How High Efficiency Creates High Performance for HR and Improved Business Results

22 Jul

Efficiency impacts HR professionals in every aspect of their work. Whether they’re working on payroll management, employee engagement, recruitment, or compliance, efficiency is not only directly connected to HR productivity and effectiveness – but overall company performance. When HR practices are efficient, a company thrives. Yet efficiency goes much deeper than just getting more accomplished in a shorter time frame.

Although the relationship between efficiency and heightened performance has been thoroughly recorded, many companies have been hesitant to adopt new practices, instead relying on outdated methods. There are companies out there that still abide by the old guard, championing their antiquated personnel management and administration strategies; this despite others who more fully recognize the connection between talent and results when HR is integrated with business decision-making and strategy to promote greater efficiency.

HR departments are increasingly relying on talent management software to conserve resources. These talent management systems keep HR professionals organized, efficient, and allow employees to grow professionally by accurately tracking and assessing data, benchmarks, and projects; in the process, providing invaluable data and insight into operations and strengths and weaknesses.

Organizational Support and Employee Engagement
Taking into account the extent of information HR professionals need to keep track of, organization is of the utmost importance. In my experience, the most efficient and effective HR departments make use of self-service payroll administration, employee training, and staffing procedures. Often times, these simplifications are achieved through technology such as human resource management software.

Through the use and integration of HR software, employers can train new employees with web-based technology, giving access to information and virtual scenarios from remote locations, eliminating the need for additional staffing to implement in-person training. An HR professional can also access compliance or benefits paperwork at any time, print them out as needed, or even invite an employee to complete necessary paperwork online.

When addressing staffing needs, recruiting software has opened up opportunities to HR as well.  Now, when an employer posts an open position, potential candidates worldwide can see it, cutting down on the number of hours dedicated to combing through resumes. This improved efficiency means that when a company manager needs a new hire, not only will the recruitment process be streamlined, but also enhanced through the use of software that enables the businesses to move with greater insight into hiring initiatives and qualified candidates.

Many concerns that fall under “operational success” include the day-to-day activities of an HR department.  While these tasks go unnoticed when done right – people notice right away when they are not. A highly effective HR department needs to go beyond improving the efficiency of the daily tasks.

Integrated Talent Management Strategy
There is one area in which world-class companies spend more than average companies: the development and management of their employees. The practice of investing in employees is yet another way to improve efficiency, as workforce talent cultivated in an atmosphere of enhanced productivity can bring major benefits to organization.

The more an organization invests in its human capital, the better a position it puts itself in to benefit from employing individuals drilled in company culture and best practices – leading to greater efficiency and less wasting of time and resources. For instance, when recruiting, instead of dedicating efforts to vetting outside applicants, firms with integrated talent management strategies can turn inwards for internal replacements.

Human Resources departments and team members should wear two hats: one that services that business in a strategic mannerand another that serves as an advocate and champion for employees.

Technology also plays a significant role in driving businessperformance. HR professionals are able, through software applications, to assess employee performance, as well as encourage employee feedback on processes or products.  HR professionals can then quickly convert that data into results, such as return on employee investment or improvements in infrastructure. When an HR representative is able to delve through this information without trouble, their productivity increases, and when an HR department functions at a high level, so does the rest of the company.

For example, when HR professionals become more productive, analytics and reports are created in greater depth, providing heightened value to those that use such information. VPs of sales, managers, or supervisors can then implement talent management strategies such as motivational compensation plans using the information delivered by HR. As a result, employee engagement will rise, leading to higher revenues and better business overall.

Utilizing Talent Analytics
Highly efficient human resources departments are more likely to pay attention to, and use, analytics and metrics.  The implementation of HR software solutions, which improve a business’ understanding of such data by allowing for greater efficiency, can help an organization achieve their analytics-based goals, which include:

  • Identifying talent and effectively managing employees.
  • Developing competitive business strategies.
  • Making company-wide decisions on human capital management.
  • Weighing costs and benefits of new business tactics.

An HR department’s job is one that is required to juggle perspectives and balance constantly changing priorities. It can be a daunting task. But when businesses fully understand the farther-reaching impact of an effective HR strategy and trust their HR professionals with adequate resources, HR departments become an asset for employees as well as the board room.

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