Effective HR management involves much more than just recruiting new talent. HR professionals must also be prepared to handle a variety of processes including onboarding, training, compensation and benefits, employee relations, and performance evaluation.
Successful HR managers recognize and understand the key processes of human resource management, and how these processes contribute to employee satisfaction and business growth. In this article, we explore the 8 critical HR processes and offer some insight into how those processes might be improved for the benefit of your team, your employees, and your company.
What is the HR process?
A human resources process is a way of bringing consistency and visibility to a common function of the HR department. This consistency makes it easier for employees to interact with their HR teams and helps HR managers respond to employees with timeliness and accuracy. (It also makes life easier for those HR professionals, who might be used to receiving requests via email.)
Improving these processes is usually the responsibility of the HR specialist or manager. This improvement requires adapting the process in order to:
● More efficient and effective processes. This is the primary goal of BPM. Improving the time to complete processes impacts many aspects of the business. Whether it’s getting a product out the door faster or getting valuable employees in the door faster, BPM facilitates the achievement of business goals and leads to improved organizational performance.
● Improved customer satisfaction and service. Today’s consumer expects to buy and receive the right product with reliable, fast delivery. BPM can improve the business processes that meet and exceed customer expectations.
● Higher employee morale. Automating processes is a key part of BPM that can relieve employees of mundane, repetitive tasks that nobody finds to be rewarding. Forms and process flows can be automated so that minimal input is required from workers. Automating the routing of forms, requests, and approvals can free up employees to do more productive work.
11 Key processes in human resources
Human resources planning (HRP) is the identification and management of all of an organization’s hiring needs. It involves accounting for an organization’s HR supply, future demands, forecasting, strategy, and implementation. To be effective, HR must balance long and short term staffing needs with business goals and the realities of the business climate.
Recruitment is the process of attracting qualified candidates to interview with (and potentially work for) your company. Your HR specialists own all the necessary steps to recruit talent. This includes posting jobs on sites such as Monster or Indeed and developing compensation packages that are likely to attract and retain the most talented candidates.
The amount of variation required in the onboarding process (different roles, requirements, security clearances, etc.) necessitates managing it in an organized fashion. Employee onboarding templates can be leveraged to standardize steps within the process and ensure everyone is on the same page about the schedule and responsibilities.
Employee relations are comprised of all the HR activities geared towards employee engagement and employee retention. Employee engagement, to put it simply, is a measure of how invested employees are in the company. Employee retention involves creating measures to ensure employees are satisfied in their jobs.
Compensation and benefits are the two main forms of external motivation to attract employees and retain them. HR is directly responsible for officially offering compensation and benefits packages, like health, dental, and retirement plans, to each employee. Doing so requires gauging the salaries and benefits packages of other employees within the organization in similar positions, as well as those outside the organization.
Employees submit vacation and leave requests when they need time off. HR is tasked with keeping track of how much time employees have and how much more they accrue through different means. Managing this manually can be tedious and error-prone and, thus, is usually done through automated means.
Effective HR departments drive organizational objectives by managing HR processes but can compromise growth by using manual methods. Repetitive, multi-step tasks and manual interactions among tools are highly prone to human errors and inefficiencies that delay time to action.
To enhance visibility and control, it’s essential to integrate tools and automate manual and repetitive tasks.
Integrations allow you to centralize all employee documents and history in a single place. Gaining end-to-end HR operations improve the team’s efficiency and reduce the chance of errors.
Automation allows organizations to create KPIs around important metrics—such as turnover rates—and offer different choices for creating reports around this data to automate information delivery processes for HR planning. By using tools that automatically send and reply to emails, organizations can standardize and speed up aspects of leave requests, vacation requests, employee onboarding, and employee relations.
11. Better HR processes for everyone
HR plays a critical role in ensuring business success. Giving your HR team the tools they need to be effective and efficient is one way you can make a direct and visible impact in your company.
By making improvements to the 8 key HR processes, you’ll be eliminating waste and redundancy, improving response speeds, and creating a more productive work environment. Most importantly, you’ll be refocusing time and energy so that your team can take care of the people that make your company a success.
HR processes are wide-ranging and touch many different segments of your business. Without a system to manage these processes, your HR team can become overwhelmed by a sense of disorder, repetition, and a lack of consistency.