The following tips will help you increase HR performance in 2012!
1. Aligning people to business objectives. “If you manage your people really well and give them the chance to do something they are really good at and align them to the business objectives, it becomes a win-win!”
2. Communicating to employees in a clear, concise manner. “It is very important to help employees understand the business reasons behind decisions. Many employers when expanding view communication as an after-the-fact alternative. Smart employers start by considering the communication potential at the outset .
3. Being savvy about technology. “It is crucial that moving forward restaurant companies have to be very savvy about technology. The business demands it. Historically, human resources has been a very paper-driven department, but that’s not the case anymore.
4. Ensuring employees remain engaged and productive. “Engaged not just satisfied. If you have not taken steps to measure engagement, now is the time
5. Driving culture change. “Entitlement or performance? What things do you need to do to move the needle? Put them in place and really understand what your company culture is and the expectation
6. Rewarding and retaining key employees. “How do I keep those employees happy so that they know they are valued, that their knowledge and their skill are valued. It is going to get much tougher. There is no way around that because the economy is going to improve and there is going to be a reduced pool of qualified workers.
7. Utilizing social media. “Operators should use social media listings on Facebook, Twitter or Linkedin to drive applicants. The very first impression that an applicant has with an operator is the application, and you have to attract them there. Once you have them, you will want to retain them, so you need the engagement tools that social media offers.
8. Tuning into employees. “Tune into who your employees really are and figure out what is going to actually matter to them. For example, one of the things that has occurred during the recession is a big shift in average age. In quick-service companies, for example, the average employee is almost 30 years old. The lifestyle benefits that may have mattered to teenagers or young adults will not be appropriate if your own workforce has aged. Learning and development, healthcare, transportation assistance, hours built around taking care of a family or a parent may be more important.
9. Developing leaders. “Developing leaders takes time–we don’t have time. So what do you do? Set aside dedicated time and make it a critical priority, just as you set aside regular time for your performance reviews, it is critical to set aside time for your human capital review
10. Continuing education and training for employees. “The rate of change around us demands that employees keep pace. Educate and train your employees so they can grow with the company and changes in the industry. Education and training incentives also helps retain great employees who want to learn and grow!
Workplace Law Consulting offers many workshops and consulting services related to Human Resources!