2020 saw all of us struggling to cope with what was pretty much something we never imagined would happen to us. A full blown pandemic not only changed life as we know it, but it forced organizations and companies all over the world to completely rethink their business models. In the middle of all that chaos, it was on HR management to bridge the gap between management and the workforce.
Not only were they forced to make sure employees were coping well and adjusting to a whole new work environment, but they were also made to rethink their own roles within their own organizations. With these changes happening faster than anyone could have expected, and a whole new generation of young workers entering the workforce, HR departments are shifting from a role representing upper management and getting work out of the employees to advocating for the employees themselves in front of said management.
It may sound like an uphill battle and one hell of a struggle, but HR departments are coping better than expected – all with the help of new hr systems and AI technology. If you’ve been struggling to improve the HR systems and operations in your own organization, keep reading for some tips and recommendations on how to do it.
Use Predictive Analysis and AI
Artificial intelligence has been making waves in the business world lately, and for good reason. There probably isn’t a single aspect of running a business that can’t be improved with its help, and countless companies who were previously reluctant to give it a try are now jumping on the bandwagon, just to keep up with the competition.
HR is no different, and the predictive powers of AI have proven to be an indispensable tool for HR managers more than once. With its help, HR departments can now predict and foresee future problems in advance and take proactive steps to keep those things from happening. With an analysis of past data, organizations can now find out if the way they’re operating right now is sustainable in the long run or not.
Prevention is always better than the cure, and by improving employee satisfaction and happiness, and actively working to prevent any problems, HR can really meet and exceed expectations.
Set the Bar Higher Than “Satisfaction”
Employees today want more than just “satisfaction”, and the latest research has proven time and time again that organizations with happy employees – not just satisfied ones – do noticeably better in the market compared to their competitors.
Things like better work hours, fulfilling roles, a good workplace environment, and the proper leadership with clear-cut goals and expectations are some of the key factors in determining whether employees today are happy working for an organization or not.
Take Regular Employee Surveys – And Don’t Forget to Follow Up!
Many employees won’t be able to actually tell you how they’re doing at work to your face. If someone is unsatisfied with the way they’re being treated by their superiors, they’ll keep their mouth shut, if only for the sake of their livelihood. But unsatisfied, unhappy, and uncommitted employees are the last thing you want.
A simple solution to this problem is to conduct regular employee surveys and ensure the anonymity of all the people involved. This way you’ll be able to gauge the true level of employee happiness and satisfaction around the workplace, and it can even be an opportunity for you to find out what changes they would like to see around the office.
Once you’ve acted upon the feedback you received, make sure to do a follow-up survey and make sure you got the results you wanted.
Keep Up With the Times
The world of business is ever-changing and fluid. You can’t use theories and practices from decades ago with your current employees and expect the same results.
This is why it’s important to keep updating your policies and the way your company operates, not only to keep up with the industry you operate in, or with consumer demand but also with the changing needs and priorities of your employees.
Invest in Employee Training
Companies need to regularly invest in their employees and train and retrain them. The only way organizational change – which is coming fast and coming often now – can work is if the people who actually have to put in the work to make those changes receive adequate training and education to be able to pull it off.
It’s important that you evaluate what resources and what parts of the workforce need more training than others, and that your own plan aligns with that of the organization.
A good way to think about managing HR more efficiently is to make sure that you’re keeping long-term goals in sight, and taking small steps every day and every week to move in that direction.