Tips for Improving HR Management for an Enterprise

Online Education

HR Management

Today, it is assumed that the main asset of any organization lies in people.

Quality, efficiency, benefit, consumer satisfaction and the picture of an organization depends generally on preparing, coordination and inspiration of its staff. For an organization to work properly it requires that the people forming know, willing and ready to work appropriately.

Inadequate people management can lead to myriad problems that hinder the performance of an organization:

  • Lack of motivation
  • Undefined responsibilities
  • Lack of training / information
  • Lack of internal communication
  • Non-cooperation or lack of coordination
  • Conflicts of interest
  1. Leadership

Leadership can be defined as the ability of an individual to develop the potential of a team in pursuit of a common interest.

There are different leadership styles (authoritarian, participatory, consultative, …). Each style may be appropriate to the context and characteristics of employees. The source of leadership may be the charisma, the hierarchical power, the power of knowledge or behavior.

Through education and training, people who have responsibility for others can develop optimal leadership style. A leader does not command it runs, does not impose, but seeks consensus, not divide but unites.

  1. Mentoring

The mentoring (mentoring) is a process by which a person (mentor) teaches, advises, and guides to another (the mentee) in their personal and professional development. It is the traditional “sponsorship” that currently is used primarily in high positions in organizations.

One of the biggest advantage of mentoring is that it facilitates the retention and transmission of knowledge in the enterprise and increases staff commitment with the company.

  1. Education Climate Assessment

Diagnostic technique allows for an objective assessment of the degree of satisfaction of people in an organization, understand their needs and expectations at work and their perception of existing problems.

There are circumstances that may hinder the effectiveness and objectivity of an evaluation process work climate, including:

  • Labor disputes
  • Job dissatisfaction
  • Lack of communication

Must be considered these conditions, so before beginning the review procedure may must be a media battle upon, to clarify what, why and what it expects to do this determination.

The evaluation should be completely anonymous and the results distributed at all levels. The appraisal ought to be trailed by an improvement plan aimed at settling clashes and issues have been identified.

Appraisal ought to be rehashed once the enhancements made with a specific end goal to check their viability and strengthen the procedure of persistent change.

  1. Competence Management / Knowledge Management and Performance Evaluation

This methodology allows to reconcile the interests of the company with the interests of each individual. While comparing the knowledge and skills required by the organization to those who reside in people.

  1. Incentive Systems

An incentive system is to facilitate the reconciliation of the interests of each person with the interests of the company.

Incentives should be established objectively, based on agreed targets and indicators. The incentive system should be transparent, clear and concise.

Incentives must be aligned with individual goals, but also with collective goals, so as to encourage teamwork versus individualistic attitudes.

  1. Analytical and Problem Solving and Teamwork

The competitiveness of an organization depends largely on his ability to turn problems into opportunities.

To deploy this policy, we must educate the staff, encourage, lead it, promote internal communication … but also implement techniques for analyzing problems, identifying causes, possible solutions and implementing them in the most efficient.

These techniques are based on data analysis and teamwork. Among other noteworthy:

  • Herringbone (Ishikawa diagram)
  • Pareto Chart
  • Histograms
  • Data Collection Sheet
  • Modal Analysis Failure Mode and Effects (FMEA)
  • Affinity Diagram
  • Relationship Map
  • Force Field Analysis
  • Brainstorming (brainstorming)
  • Stratification data
  • Correlation chart
  • Statistical Process Control

It is not only master the proper technique, but also knowing how to choose and chained to each other, since they are complementary. A usual sequence of a process of problem solving could be next:

  • Problem Definition
  • Data Collection
  • Data Analysis

Research

  • Causes
  • Proposed Solutions
  • assessment of alternative solutions
  • Implementation of Solutions

Verification

  • Effectiveness

At each stage, you can apply various techniques, eg:

  • Problem Definition
  • Data Collection (Collection of Data Sheet)
  • Data Analysis (Histogram, Pareto Chart, Diagram of Correlation, …)
  • Research Causes (Brainstorming Diagram Ishikawa Diagram Relations, Affinity Diagram, FMEA, …)
  • Proposed Solutions (brainstorming)
  • assessment of alternative solutions (Force Field Analysis)
  • Implementation of Solutions
  • Verification of Effectiveness (Pareto Chart, Histogram)
  1. Meetings Management

At the end of many meetings, participants have the feeling of having wasted time and no concrete objectives or actions without analyzing deeply enough problems without creating the required commitment to address changes.

The efficient management of meetings require a protocol establishing practical rules of conduct in all three phases of the meeting:

  • Preparation (collection of information, convening the meeting.)
  • Implementation Meeting (time management, agenda management, formalization of the record.)
  • Monitoring (monitoring of the agreements of the meeting.)

One can distinguish various types of meetings by its target:

  • Reports
  • Decision
  • Planning and coordination
  • Analysis

At any meeting is crucial the role of moderator. Among other functions, the moderator must:

  • Ensure continued item
  • Ensure that each case is treated with depth and rigor
  • Ensure that all involved have had the opportunity to participate
  • Detect and resolve any conflict of interest
  • ensure that decisions are made by the mechanism previously agreed (preferably by consensus)
  • Detect and avoid bias in the analysis and decisions
  1. Internal Communication

Internal communication is a prerequisite for improving the work environment, encourage engagement, providing leadership and coordination of all people in an organization.

Avoid common errors such as:

Consider the communication is a one-way and down (as it must be bidirectional and both ascending and descending)

  • Allow communication free will (since in these cases, communication is distorted and fails to ensure that information reaches to whom, when and how to get there). This is a breeding ground for rumors.
  • Lack of consistency or alignment between what is communicated and business objectives
  • Communication at the wrong is not right that the channels of communication “informal” anticipate and meet communication channels “formal”
  • Communication exception: it is not appropriate reporting only bad news, it must also provide positive feedback.

If you are looking to advance your career in Human Resource Management you can enroll now at LSIB for Level 7 HR management programme where you get a big opportunity of deep learning in Human Resource Management which are highly recognized by enterprises and employers.

Related posts

Leave a Comment