Good HR Practices for Business

by Ravi Dutt Sharma Digital Marketing

Human resources (HR) assure availability and quality of staff. This vital role is entrusted to HR to have top talent to work for the organisation, keeping them onboard correctly, ensuring their happiness, addressing their concerns and developing the potential.

The consistency of the human resource component is therefore a critical foundational piece to success. Gapeseed Consulting can help you in acquainting better HR Practices in your business.

Unlike most assets, which depreciate, an employee has the potential to increase in value. The quality and consistency of an employee’s output is directly linked to HR, making best practices in this area an essential and worthy investment.

Following are some of the good HR Practices for Businesses

1. Structured governance and business case development: Building a business case requires a clear understanding of the business or businesses that HR serves, as well as working relationships with all business leaders. HR can achieve both by involving business leaders in the planning processes and governance. This involvement also helps to ensure business alignment.

2. Developing advanced workforce planning capabilities: High-impact HR organizations incorporate sophisticated forecasting and workforce analytics into their processes. This enables them to translate company-wide talent, business data and external workforce segment data into workable insights that they can use and share with business leaders.

3. Implementing the right HR philosophies: High-impact HR organizations tend to commit themselves to creating work environments that enable employees to thrive both as individuals and as contributors to business success. They strive to create positive employee environments, and clearly communicate these expectations in the HR philosophy and mission. The most effective philosophies focus on fostering innovation and collaboration, or creating the best place to work, while the least effective philosophies focus narrowly on efficiency or cost-cutting efforts.

4. Reducing administrative work for HR business partners: Many HR functions have a role that is a liaison between the HR function and business leaders. The specifics of this role vary widely. High-impact HR organizations use it to advise senior business leaders, focusing on decision support, workforce planning, leadership development and executive coaching. By enlisting the right person, HR can improve its credibility across the enterprise, improve working relationships with business leaders, cultivate mutual understanding and gain influence. When this role is implemented poorly, with more focus on administrative duties and taking orders, our research found that it can actually reduce an HR function’s ability to work effectively and efficiently.

5. Maintain a flexible HR services philosophy: Organizations with a flexible approach to HR services are twice as satisfied with their service providers as organizations that use either highly customized or standardized services. Beware of vendors with a prescriptive approach to your needs; begin by determining where inefficiencies and gaps exist in your HR operation and select a vendor with a range of offerings that can meet your current requirements and scale to meet evolving needs

To know how we can help you with our HR services feel free to write to us and send in a mail to,

info@gapeseedconsulting.com or drop us a line here.