To become a great HR manager, you need to master a normal HR agenda, plus find time to work with managers and management to help you in setting up and implementing the right HR strategy. In the following article, we will introduce you to the three main areas that you as a HR professional need to focus on if you want to succeed in the industry. These are Recruitment of new employees, onboarding the entry of new employees into the company; and Employee Satisfaction.
How Great HR Managers Approach Hiring New Workers
A great HR manager differs in his approach to recruiting new colleagues from an ordinary recruiter. While the recruiter pursues a single task, quickly finding a new employee, the HR manager should approach this task systemically, always taking into account the following parameters when searching for a suitable candidate:
Remuneration: a great HR manager does not negotiate salary for each employee separately. A detailed remuneration system for each position has already been developed in advance, which takes into account their complexity, but also the skills and experience of the worker. A properly set remuneration system motivates the employee and is one of the basic tools to maintain them in the first months of work.
Responsibilities: Before starting the search for a new colleague, great HR managers first examine the needs of their team or department, and only then create a specific job description, which they then insert into the job advertisement. They avoid copying the description of existing jobs and do not use the general characteristics of the job in question.
Values: great HR managers understand the importance of finding candidates who are aligned with the mission, values, and vision of the organization. This means that the goal of an HR manager should be to find an employee who finds your organization's goals motivating and agrees with the methods by which your company achieves the goals.
How great HR professionals approach the integration of a new colleague into a team
When starting a new employee, it is necessary to think about a number of trifles: preparing a workplace, setting up a computer, issuing documents, accessing internal networks. An ordinary HR manager can handle all these routine tasks without any problems, but a great HR manager prefers to entrust these routine operations to specialized HR software and focuses on the following measures:
Preparation: if you decide to hire a new employee, it is advisable to show confidence in him already on his first day of employment. Part of this positive impression must be to provide everything it needs to be able to function successfully on the first day of work. A great HR manager will coordinate the arrival of a new colleague with department managers, other HR and IT colleagues well in advance to ensure a smooth start of the newcomer.
Positive motivation: no matter how qualified the new employees are, each of them will have to learn internal procedures first. Only then can they be qualitatively integrated into your team. Therefore, a great HR manager positively motivates every newcomer during the first weeks, especially by organizing regular meetings to find out how he is doing at work, what he needs help with and where he or she feels strong. It is very advisable to supplement the positive motivation by offering specific benefits such as the possibility of using the company's benefit system or contributing to the employee's life or pension savings.
Respect for the personality of the newcomer: Each new employee changes the culture of the organization with his personality. HR managers must ensure that other team members welcome the new member warmly and count on his personality as well as the dynamism he will bring to the team.
How Great HR Managers Work With Employee Satisfaction
HR professionals usually know how to respond to emergencies in the company, in order to minimize possible damage to the company culture. But great HR managers can do more, take a proactive approach to employee satisfaction and work to increase it through carefully chosen measures of satisfaction measurement and corporate culture. Such measures can be, for example:
Communication between managers and employees: A number of studies have shown that the attitude of managers is fundamental to the performance of employees, contributing up to 70% of their performance. In other words, two employees in the same organization with the same experience, knowledge and values, can have completely different work performance. Therefore, great recruiters ensure that managers regularly meet with all their subordinates in personal meetings and conduct open communication during them.
Transparent communication of the purpose of the assigned tasks: Today's employees often place more emphasis than salary or company benefits on the interest of work that develops them and makes sense to them. Great HR professionals therefore communicate the mission, vision and values of the company through practical tasks and activities. For each assigned task, they pay attention to the definition of its purpose in relation to the objectives and mission of the organization.
Feedback Discovery: even with the most transparent communication between the manager and the employee, there may be a situation when it will be difficult for the employee to open a topic before his supervisor, typically there may be a problem in communication or, for example, dissatisfaction with the amount of salary. Great HR managers therefore offer employees a platform through which they can express themselves freely and anonymously on topics that bother them. At the same time, they get very useful feedback.
Without automation, we can't do that nowadays.
It is clear that a great HR manager needs to free up his hands for strategic work with human resources to achieve excellent results. The HR agenda contains a number of routine repetitive operations that can nowadays be entrusted to properly selected HR software. Great HR managers have already introduced HR software into their firms that automates processes and moves their agenda into the digital age. Try out HR software Pinya HRthat will handle most of the regular personnel operations for you and you will be able to fully devote yourself to your team. Pinya HR allows you to become a great HR manager, try it for free and without obligation through a demo. Ask for access data and take an important step to improve your HR work.
