Top Ten HR Practices

Gireesh Kumar Sharma | April 29,2014 10:23 am IST

Here is a collaboration of Top Ten HR Practices that can help you achieve your organizational goals every year..

Summary of Practices

Safe, Healthy & Happy Workplace

Open Book Management Style

Performance Linked Bonuses

360-Degree Performance Management Feedback System

Fair Evaluation System for Employees

Knowledge Sharing

Highlight Performers

Open House Discussions & Feedback Mechanisms

Reward Ceremonies

Delight Employees with the Unexpected


1. Safe, Healthy & Happy Workplace
Creating a safe, healthy and happy workplace will ensure that your employees feel at home and stay with your organization for a very long time. Capture their pulse through employee surveys.


2. Open Book Management Style
Sharing information about contracts, sales, new clients, management objectives, company policies, employee personal data, etc., ensures that the employees are as enthusiastic about the business as the management. Through this open book process, you can gradually create a culture of participative management and ignite the creative endeavor of your work force. It involves making people an interested party to your strategic decisions, thus, aligning them to your business objectives. Be as open as you can. It helps in building trust and motivates employees. Employee Self Service Portal, Manager On-Line, etc., are the tools available today to the management to practice this style.


3. Performance-linked Bonuses
Paying out bonuses or having any kind of variable compensation plan can be both an incentive and a disillusionment, based on how it is administered and communicated. Bonus must be designed in such a way that people understand that there is no payout unless the company hits a certain level of profitability. Additional criteria could be the team's success and the individual's performance. Never pay out bonus without measuring performance, unless it is a statuory obligation.

 

4. 360-Degree Performance Management Feedback System

This system, which solicits feedback from seniors (including the boss), peers and subordinates, has been increasingly embraced as the best of all available methods for collecting performance feedback. Gone are the days of working hard to impress only one person, now the opinions of all matter, especially if you are in a leadership role (at any level). Every person in the team is responsible for giving relevant, positive and constructive feedback. Such systems also help in identifying leaders for higher level positions in the organization. Senior managers could use this feedback for self development.

 

5. Fair Evaluation System for Employees

Develop an evaluation system that clearly links individual performance to corporate business goals and priorities. Each employee should have well-defined reporting relationships. Self-rating as a part of evaluation process empowers employees. Evaluation becomes fairer if it is based on the records of periodic counselings and achievements of the employee, tracked over the year. For higher objectivity, besides the immediate boss, each employee should be screened by the next higher level (often called a Reviewer). Cross-functional feedback, if obtained by the immediate boss from another manager (for whom this employee's work is also important), will add to the fairness of the system. Relative ratings of all subordinates reporting to the same manager is another tool for fairness of evaluation. Normalisaion of evaluation is yet another dimension of improving fairness.

 

6. Knowledge Sharing

Adopt a systematic approach to ensure that knowledge management supports strategy. Store knowledge in databases to provide greater access to information posted either by the company or the employees on the knowledge portals of the company. When an employee returns after attending any competencies or skills development program, sharing essential knowledge with others could be made mandatory. Innovative ideas (implemented at the work place) are good to be posted on these knowledge sharing platforms. However, what to store and how to maintain a knowledge base requires deep thinking to avoid clutter.

 

7. Highlight Performers

Create profiles of top performers and make these visible though company intranet, display boards, etc. It will encourage others to put in their best, thereby creating a competitive environment within the company. If a systems approach is followed to shortlist high performers, you can surely avoid disgruntlements. 

 

8. Open House Discussions & Feedback Mechanism

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Gireesh Kumar Sharma is BA & MA (English) from Kakatiya University. He is currently working as HR Analyst in Saigun Technologies Pvt. Ltd., and also pursuing PGDBM from IIMM, Pune. His first book titled, "How to Win Office Politics", has been published by Mahaveer Publishers, New Delhi. The book highlights variou...