Any successful business relies on the talent and industry of the people working for it. Getting the best from this talent in turn relies on an effective HR department. In smaller businesses, the HR department might be a single person; in especially small ones, jobs in HR are performed by a person with other roles to play. Whatever the size of your HR department, there are steps you might take to improve its performance. Let’s take a look at some of the more effective ones.
Adapting to technological change
Across the modern world of business, the pace of technological change is accelerating. Forward-thinking HR professionals will look to embrace these new tools, and implement them in modern business practice.
Performance Management Software
Performance goals might be set out, and reviewed after an allotted time-frame. Performance might be monitored digitally during this period. For example, in a sales department, the number of calls made might be logged, and the number of successful conversions. Digital technology allows a whole host of marginal gains to be tracked, which over time add up to a substantial improvement in performance.
If staff perform well, then they can be rewarded. If they perform poorly, they might be punished. The former is generally preferable – improvements in performance that come after a dressing-down can generally be credited to regression to the mean.
Define and Communicate Objectives and Targets
The various departments that make up the business will need to be aware of broader strategy and objectives. That way, they can check that any decisions being made are in harmony with those of the wider company. Put simply, it can help to ensure that everyone is pulling in the same direction. This is achievable through emails, leaflets, and wall-mounted reference charts.
Bringing Marketing and Sales Together
Both your marketing and sales departments share a common objective: to increase the company’s revenue. They’ll do this by searching out prospects and pursuing those that look most likely to yield results.
With the help of the HR department, these two distinct organisations can work seamlessly with one another. But for this to happen, the HR department will need to identify and eliminate points of friction and misunderstanding. This might mean resolving personal disputes and animosity, but it might also mean developing a common language, so that everyone working in one department can understand the things being said in another.
For two departments to create a cohesive strategy, there will need to be a process for eliminating errors. This means allowing feedback to come in, and to act upon that feedback to improve things for everyone. This is where the empathy and approachability of an HR professional will come in especially useful.