Tackle Your Biggest HR Challenges With These Four Best Practices

Imagine you show up for the big game. Your uniforms boast the best performance technology to maximize player comfort and movement. You brought all of your staff—your trainers, managers and coaches. Everyone has signed a contract and you have team insurance. There’s just one thing—you never developed a playbook for your players.

Or maybe you have been spending months studying your competition, running drills and sketching out plays. But you didn’t get player’s contracts signed, and with several players out with injuries, you are left with a roster that isn’t deep enough. And to top it off the uniforms you ordered for your new players haven’t arrived yet.

These are bad scenarios for a coach like you.

A great strategy without the brass tacks is useless. And knocking out the essential everyday tasks without a bigger vision doesn’t move you closer to the goal line.

Human Resources is a unique business function. It’s where the tactical and the strategic aspects of how you manage people resources meet.

Tactical functions will always be the backbone of HR. If routine functions including administration, policies, payroll, and reporting aren’t done well, it doesn’t matter that you have ideas about how to recruit and retain top talent. You won’t have the credibility with senior leaders to play a more strategic role in decision-making and planning within your organization.

On the flip side, if you are bogged down exclusively in tactical tasks then you’re missing occasions to leverage your team’s strengths and engage HR in profitability.

For the overworked and overwhelmed professional, there can be a constant tension between the tedious administrative “to do’s” and the exciting, strategic opportunities that HR presents.

And it may feel like there’s just not enough hours in the day for both.

We have some good news. Over the coming weeks we’ll be looking at best practices to help you elevate your HR game. Here’s a preview:

1. Evaluating Your Performance Improvement Processes (Two-Part Series)

Is your playbook for employee evaluations outdated and inefficient? We’ll start with why you can’t skip performance reviews and then take good look at how to do them better. You’ll have the tools to formulate a winning strategy to get the most out of your team.

2. Four Things You Need to Know about Attracting, Hiring and Keeping Millennials Engaged

Odds are you’ll be adding some millennials to your roster. This generation of talent requires a special recruiting strategy. While you may not be able to offer your new hires a $22,185,523 signing bonus, like the Cleveland Browns awarded No. 1 overall pick, quarterback Baker Mayfield, there are strategies you can employ to draw all-star talent to your team.

3. Onboarding Best Practices

We tackled why employee onboarding matters in our blog, Employee Onboarding: How to Fuel Your New Hire’s Success. You can’t afford a fumble with that new recruit you worked so hard for. We’ll talk about how to train your new team members for success and turn them into raving fans.

4. Why Your Office Needs to Be Paperless

There’s a bunch of reasons to go paperless: reducing payroll errors, 24/7 access to your data, cost savings and data security to name a few. (I bet Alabama defensive line coach Karl Dunbar wishes he hadn’t had his playbook on paper when it was stolen with his backpack just two days before the 2018 College Football Playoff national title game!)

When HR is operating at peak performance, the benefits are numerous:

    • Recruitment, retention and development of all-stars
    • High levels of employee engagement
    • Increased customer satisfaction
    • Improved productivity and profitability
    • Stewardship of company resources

Just a few tweaks to your current approach to HR may relieve your stress, increase your time and help you knock out your goals. Stay tuned!

In Your Corner

Punt back office burdens to us. More than a payroll provider, we love coaching managers on how to both streamline their processes and think strategically.