Modern best practice does more than just improve efficiency, it renovates an entire HR operations. Today, HR Professionals in almost every industry are coping with an array of huge new problems: the growth of global markets, rapid creation of new technologies, skill gaps in critical positions, and increased productivity demands. These are the initial building blocks that will help HR leaders deliver the best possible business decisions.
The main focus for most organizations in 2016 is still be talent management and talent development, particularly the managerial and technical roles that are the difference makers. One of the major reasons to focus on talent is that it is a great way to get the HR function into a broader discussion about what is next for the organization and what the business strategy should be. It is possible to develop the right talent in order to implement business strategy. Understanding the availability of talent in combination with knowing how it is critical for the business strategy should lead to a more interactive relationship between the strategic choices of the organization and how its talent is trained and managed.
Google is a good example of a company that has done an exceptional job of recruiting and managing people who have critical knowledge skills. It needs talented people to perform well and that translates into how they communicate about the kind of talent they are looking for and the jobs they offer. American Express, which has made the list all three years, takes the top spot in this year’s list of top companies for HR, as per the survey conducted by Workforce Magazine in 2016.
Human resources software is on the rise for almost every organisation like Maersk, Novartis, etc. So much so that 53 percent of companies with more than 1,000 employees invested in HR software this year, according to a 2015 study by The Starr Conspiracy Intelligence Unit. The automation of everyday processes has made headache-inducing tasks much less painful. Where HR is concerned, automation has literally put the human back in human resources by freeing up more time to spend strategizing with the company’s leadership, finding and securing top talent and working with employees. Use workforce analytic tools like employee engagement and satisfaction surveys, 360-degree review software, and social media to make it easy to track, analyze and share people data that is crucial to the company’s bottom-line. it’s important that HR leaders be proficient in workforce analytics. Few HR automation softwares are Talentpool which is built to cater to the needs of large recruitment teams handling numerous open positions across locations, HR Web, which tracks, evaluates and manages the performance, attendance, and behavior of employees more effectively, IBM Kenexa which is used for Talent Management, Talent Acquisition, Learning and development, Performance management, Talent analytics and surveys and many others.
HR as Business Partners
Human resources professionals no longer function behind the scenes. In fact, their in-depth knowledge of the workforce has made them invaluable members of the team, especially when it comes to the decision-making process. Human resource leaders make ideal business partners because they have insight that no one else in the company has: insight into individual employees and the workforce as a whole. For example at Amazon, HR functions to deliver value-added service to management and employees that reflects the business objectives of the organization. A July CareerBuilder survey of 88 leaders at companies with revenue of at least $50 million revealed that a majority of CEOs (65 percent) agree that HR opinions carry greater weight with senior management. What’s more, 73 percent say that their HR leader has provided data that they have incorporated into their business strategy. To provide business leaders with insight they can apply toward overall strategy, HR professionals need to effectively and efficiently assess employees.
Training and Development
The best HR practices include keeping an eye on how to train existing employees internally and dedicate a substantial part of the company budget to research and development. This means hiring workers who can act as skill trainers and instructional leaders.
Like an organisation, Jiffy Lube International accelerated into No. 1 (up from No. 2 last year) on the 2016 Training Top 125, a survey conducted by Training magazine which is a 52-year-old professional development magazine written for training, human resources, and business management professionals in all industries.
It’s crucial to focus on individual talents during the search for company training candidates, so as to match skilled leaders with an interest in and a talent for teaching to the position. Making sure that the trainers picked are born teachers, rather than experienced project managers or product developers, can help avoid future frustration and lack of productivity. And as per the Training magazine companies in the US spend an average $4.5 billion on training and development programs for employees and the top performers in this category are Seattle Genetics, SAS, Amazon, to name few.
A recent Forbes article by Adam Hartung points out the importance of diversity and the need for HR to make a concerted effort to recruit outside the company—if only to gain a new and different perspective of the usual order of business. David Neeleman, founder and CEO of JetBlue started a new airline at a time when the marketplace was flooded with airlines. According to him, "Innovation is trying to figure out a way to do something better than it’s ever been done before.”
To accomplish this his edge was innovation. Innovation only comes as a result of change, and change is not possible without somebody being willing to rock the proverbial boat. Also, never underestimate the value of empathy and emotional intelligence, in relating to colleagues, job candidates, and new employees.
Tesla Motors tops Forbes’ sixth annual list of The World’s most Innovation Companies (in the September 13, 2016 issue of Forbes magazine), for the second consecutive year.
In the present competitive world, the companies are facing lot of skill shortage, talent crunch and attrition those reached historically height ever, that made the companies feel the internal customer also more important equally with external customers, so every company try to devise best HR practices to attract best talent. It is found that convergence of practices of different companies in different HR areas, if any company wants to apply those practices that will benefit for the company to become more competitive in the global market.