Evidence Based Human Resource Management

Evidence Based Human Resources Management

It has been seen a lot of change in Human Resources Management this year. The introduction of artificial intelligence, machine learning and software-as-a-service products has made the industry more efficient and productive.

In the coming year, we expect to see automation technologies continue to improve HR, and we expect the best HR bloggers on the internet to keep us in the loop with new and emerging HR trends.

Here are some tips to prove worth of Human Resources function / Department of any organization. There are lots of challenges to prove the worth of HR Management/Manager in organization because people in the organization ask what does HR does and what is the contribution HR is making in the Company?  HR’s contribution are not visible like Sales & Marketing and Production in numbers. But, that doesn’t mean HR is doing nothing their contribution are not highlighted! Therefore, HR should have to prove its worth in the organization carrying out evidence based HRM activities that reflects through indicators (KPIs)

Human Resources Manager/Department can prove its worth in the organization doing the following activities while carrying out Human Resources Management roles.

a.    Strategic Role: HR will have to align its activities with the organization’s strategies, vision, mission, and core values. HR should actively participate in the strategy formulation and implementation process to know what the organization is going to do and achieve down the line strategic period. This involvement of HR enables them to understand the need of organization in the HR front and can chart out the HR strategies and action plan to ensure organization achieves its strategies

Similarly, HR should go to leveraging the benefits of technology in order to enhance its work efficiency /agility in the HR processes by using artificial intelligence (AI) ERP/ HRIS to perform the HR activities that are being performed manual now. This will enhance the work efficiency of HR department and  the data/ information ascertain through HR/People analytics would help the HR and organization to make effective strategies and business decisions.

b.   Productivity: HR should concern for productivity and their every activity will reflect in the enhancement of productivity like: staff they hire has right set of competence and they contribute effectively and achieve higher results. Similarly HR should formulate HR policies and initiative that should make staff motivated to perform up to their best to achieve superior results.

c.    Quality of work life: HR is custodian of employees so its one of the vital responsibility is take care of employees providing safe, healthy, hazard free, harassment free, comfortable work station, appropriate and challenging work load, dignity as human being, cordial and professional relationship among and between peers, superiors to ensure employee get help from their supervisors to solve their problems, learn new skills / knowledge and inspiration at the work place and establish a culture that encourages employees to balance their work life and private life. The top management do not have time greed mentality that they want employee stay un-usually late at work. Line Managers and HR should provide career path to employees so they can grow in the organization ladder and reach to their optimum potential. This initiative motivates employees intrinsically and that reflect to positive HR KPIs like productivity index – Revenue per staff, profit per staff etc., attrition rate, Employee experience index (eSat), Recruitment yield ratios.

d.   Compliance: HR should not compromise on compliance of laws of land and internal rules & regulations. HR should adhere the laws of land and internal rules and regulations. It should be role model of behavior to other it expects from other that it should exhibit itself first. HR should be empathetic not sympathetic while attending people issues and should keep its both year for active listening of employees issues/grievances and should build an image of fair and firm in carrying out HR activities and decision makings. By being zero tolerance on compliance HR can build very strong image of employer branding so that they can attract talent from the market and retain them in the organization.

- Ishwar K. Karki

HR Consultant/ Industry Professor

Email: Ishwar.karki@gmail.com

 

Our Popular Blogs