Spring has sprung, and there’s no better time to declutter, reorganize, scrub and polish your HR processes. Sure, it’s easy to take an “if it’s not broken, don’t fix it” approach, and hope that any damage caused by an outdated system will be minimal. But dusting off, or even chucking, old processes and replacing them with something new and improved is more than just a nice idea.

 

Today more than ever, potential employees have the power of choice. If you have a traditional view of HR’s role, you may think that this is about job hunters being fickle. Truth is, people are tired of being treated like children by companies, and don’t feel like they have to take it anymore. With the job market as fluid as it is, talent-repelling HR processes can be the difference between a company that attracts motivated people and one that always seems to hire chronic job hoppers.

 

So, if you want to get and keep the best and brightest people in your industry, a serious spring cleaning could be in order.

 

Time to save time. For most people, filling out a timesheet manually ranks right up there with getting a root canal. How many hours does your team spend sweating the small stuff to make sure their monthly entries are correct? Automated timekeeping is easier, faster and more accurate. All HR has to do is define and edit each team member’s workcycle. Employees can keep a template of standard hours and make any adjustments in seconds. Managers can approve these changes from their smartphone. And everything is automatically recorded and saved.

 

Review your performance reviews. When 95% of employees say that they are dissatisfied with their company’s appraisal process, it’s time to take notice. How you measure your people’s performance could be the difference between getting the most out of them and watching them leave. But performance reviews are still important. Companies that have done away with employee evaluations have seen a decline in overall performance. The trick to doing performance reviews right is to remove outdated elements, and focus on ongoing feedback and employee development. Does your company do this?

 

Let’s get flexible. Want to maximize your company’s productivity? Try implementing a flexible time off policy. A recent study found that 89% of employees see paid time off as an important part of job satisfaction. Policy trends range from several days of paid vacation a year to unlimited vacation that encourages employees to take time off. Companies with more flexible time off policies report a boost in the overall wellbeing of their people. How much time do your people need to stay happy and productive? That’s the key question!

 

Recruit like you’re a human. Once upon a time employers actually reviewed resumes by reading them. Today, many companies prefer to scan CVs into a computerized ranking system. Automated processes are a major time saver, but there’s such a thing as relying too heavily on technology. No algorithm can replace an HR manager’s ability to match quirky, brilliant people with a company’s unique brand, mission and vision. One way to reduce churn is to hire people who fit in with your company culture. As an HR expert, you are in the best position to recruit the best people for your company.

 

Use one platform for all your HR needs. How efficiently does your company manage payroll, benefits and other HR-related tasks? Too often, a company will use one vendor to run its payroll, another to manage benefits, and an HR lawyer to deal with employees’ HR-related questions. This old-school approach is time consuming, inefficient and expensive. If this sounds familiar, an online service platform might be the answer. Platforms like bob are streamlined, secure, customisable and mobile friendly.

 

Automation: necessary but not sufficient. By decluttering and reorganizing your company’s HR processes, you will save your people tons of time. But automation isn’t enough. In today’s super competitive business environment, processes need to be directly linked to business goals. HR processes that focus on engagement will strengthen collaboration, encourage innovation and boost productivity.


About Danielle

Danielle is a Marketing Manager at bob. She studied Business and Psychology and believes in the power of utilising behavioral insights to form great companies. She enjoys discovering what the future of work might look like, listening to podcasts, traveling, and hiking.

Connect with Danielle on LinkedIn