Are you getting everything you possibly can out of your Human Resources Department? To answer that question, you first need to define exactly what expectations are for HR. Believe it or not, many business owners and project managers are not able to list all responsibility either they or their predecessors have assigned to the team behind the glass doors. Sure, you know they are good people in charge of hiring and job applicant tracking, but what else do they do? You know that you have sent staff there when they benefit questions or complaints about bosses and co-workers, but what’s the point? You might want to find out.
The first step in maximizing the potential of your Human Resources Department is to define what their duties are and who exactly in the department is handling each of them. Cross training everyone to perform all tasks are good when you are short hand, but have one level of responsibility will tell you if you are over-staffed. The department great and busy as human resources may be, it is easy to spend more than you have to. Filing and registration can cost you much more than they should. Are you effective job recruitment software to take care of or are using file folders?
Once you have evaluated the responsibility of each of the individuals in the Human Resources Department, take a look at the list of tasks for the department as a whole is expected to perform. Is duplication services? Are they taking on too much? Larger companies often separate benefit administration of Human Resources. Have you reached the point should or job applicant tracking and insurance questions still to be in the one department? Take a look at technology solutions before you start moving people around. Investing in some web based recruiting software that has health care, EEOC and OFCCP guidelines based on could help streamline the current department.
When you update your technology, targeted advertising and recruitment efforts will further reduce waste. Where exactly are you looking for new employees? If you are using a newspaper you are likely to get dozens, maybe even hundreds of applications from people who are not qualified for the position you are hiring for. The best Applicant Tracking Systems Track sources all return submitted. Run some reports showing how many actual hires are coming from what sources and target those who are giving you the highest proportion of good candidates.
In recent years, compliance issues have been added to the plates of human resource professionals in the United States. There are guidelines for the recruitment, hiring, termination and benefits administration. Some companies are outsourcing some tasks related to compliance to external legal team. It is expensive, but for larger companies it is worth the investment. Compliance fraction cost a lot more than preventive legal fees. Look at outsourcing options for this and other tasks now handled by Human Resources if you are looking for more ways to maximize the potential of the department.