In Business 2 Community’s blog yesterday “4 Tools Every HR Professional Needs,” they address the 4 top needs of HR pros. Today I decided to elaborate on this a bit, and add one additional element. Technology, and years of practice have made the the field of HR easier than ever to succeed in, if you have the right tools at your disposal.
1. A good HRMS.
HRMS, or HRIS as they’re sometimes referred to, are an integral part of HR today. Keeping track of the multitude of clerical work associated with HR records can be incredibly time consuming, and having a great HRMS can help you keep things organized and make all the difference. Oracle, Sage Abra HRMS, and Infosys are all wonderful examples of powerful and useful HRMS, that can help make so many functions related to HR more streamlined, organized, and ultimately easier.
2. A current employee manual.
My personal belief, is that with the way HR laws and policies are prone to changing so frequently, the only way to make sure everyone is up-to-date, is by having an easy to edit .PDF document as your handbook. That way, you save money on printing and paper costs, you can mass email everyone when anything changes, and it’s never more than a mouse click away from any employee who wants to refer to it. The policies should be easy to understand, and very straightforward. Not only does this avoid any misunderstandings, it can reduce liability as well. A current employee handbook in every employees possession provides proof employees have access to current policies. A current employee manual is a must-have for any with-it HR pro.
3. Social recruiting tools.
Ok. I admit it. I have jumped on the social recruitment bandwagon. LinkedIn, Twitter, Facebook can all be invaluable recruitment tool. I won’t go to deep into my evangelical belief in social networking sites as a recruitment tool, because I’ve said it all before. If you haven’t looked into social recruiting tools, do it.
4. A lawyer, or someone to dispense legal advice.
HR is probably the most litigious position in the office, outside of being an actual lawyer. Because of this, and because of the fact that you aren’t a lawyer, and didn’t go to law school, access to a lawyer who knows the ins and outs of labor law is very important. If you don’t have a lawyer on staff, then a consultant is necessary.
5. Performance evaluation.
Let’s face it. In order to do your job as an HR pro effectively, you need to have some method to tangibly measure employees’ performance. There are a number of ways you can measure and evaluate just how well your employees are doing. What you choose should entirely depend upon the needs of your particular organization. Performance evaluations help you and your supervisors know how your employees are performing, and help your employees by giving them the feedback they need to improve. Don’t push this often overlooked aspect of HR to the back burner.