Beruflich Dokumente
Kultur Dokumente
enforcement of policies across the company in general. Here are the top ten issues facing
HR teams in the UK and how they can be addressed.
Advert Advertise with us
1. Retention
Many people think that the main task of Human Resources is to source and employ new
talent. However, the truth is that most HR activities revolve around retaining existing
talent.
Employees are the lifeblood of every company, providing the skills and experience
required to keep productivity levels up. Your business will also have invested significant
time and money into ensuring maximum productivity wherever possible. And the key HR
responsibility is to protect this valuable asset.
Employee retention is a fine balancing act between company culture, remuneration and
incentives. The HR department needs to provide each employee with the right
combination of all three to satisfy the employee without compromising company interests
in the process. They also need to keep accurate records of these combinations to ensure
that the agreed packages are being delivered to employees.
2. Recruitment
Whether to complement the existing workforce or to replace staff lost through natural
attrition, the second major challenge facing the Human Resources department is
recruitment of talent. Finding staff with the correct blend of skills, personality and
motivation is difficult, even when the pool of available candidates is relatively large.
Trending
efficiency gains and pave the way for future capital investment to improve productivity
and conditions.
Using an integrated HR software platform, senior management and the HR team can store
and analyse the T&M data collaboratively. The HR system can also retain this data to
provide historical context for later studies to provide a benchmark and to accurately
measure improvements made.
4. Training and Compliance
Training is an essential aspect of employee development, both for their own education but
also to ensure you continue to get the best from your workforce. Certain roles demand
official training and certification, such as CORGI registration for gas installers, many of
which also have a lifespan for renewal.
Although the employee bears some responsibility for keeping a track of their own
professional registrations, if your business relies on their certified skills, it makes sense to
track this information for your own records. If your business has agreed to pay for exams
or registration fees, you can keep track of when these payments are due. You can also
alert the employee involved, schedule cover for absence during exams, and arrange
payments to prevent lapses.
Even where training takes place in-house, recording course attendance in a central HR
system allows for at-a-glance assessment of workforce skills and regulatory compliance.
Has every member of staff received their full induction training? Has anyone missed the
annual fire alarm training and needs a refresher? Have internal promotion candidates
completed all the relevant courses for the new role? Keeping details of training can help
answer all these questions and more.
As before, these records need to be easily stored and retrieved, along with any relevant
contract details. By using an integrated HR system that supports your process, much of
the evidence gathering is simplified, helping to reduce much of the legwork and time
associated with resolving discipline issues.
8. Outsourcing
Freelancers and contracts provide an attractive way to augment your company workforce
skills and abilities, without the need to permanently hire new staff. This is particularly
relevant to projects and contracts that require specialist knowledge, but which are
unlikely to become a routine part of your company requirements.
However, outsourced employees present new challenges when trying to ensure they meet
internal standards and requirements. Do they hold qualifications or industry body
memberships? Have they undergone standard company induction training? You may need
to know this kind of information at some point in the future, even if it does not seem
particularly relevant at the start of their contract.
In the same way that you record the employment details of permanent staff, it is essential
to keep the same information about contractors, consultants and outsourced employees.
Your ideal HR system should let you maintain clearly labelled records of temporary staff
for easy retrieval in the event of a future dispute. Or even just to make it easier to re-hire
the same people in future.
9. Payroll
Responsibility for payroll falls between the remits of the accounts and HR departments,
often leading to problems with accurate payments to staff. HR maintains records about
salary, benefits, bonuses and attachments of earnings, whilst accounts are tasked with
actually making the payments. This creates a potential disconnect that can lead to the
payroll being run late or employees receiving the wrong sums in their wage packet.
To maintain morale and prevent future pay problems, your business should investigate the
potential of using a dedicated payroll solution that interfaces directly with your HR
software and account system. By uniting both departments electronically, most of the
manual headaches associated with pay can be resolved automatically.
Dedicated payroll software helps ensure staff get paid what they are entitled to, when
they expect it. Your HR department will also benefit from a reduction in queries, helping
to better spread the workload throughout the rest of the month.
10. Employee queries
The HR department provides the interface between the company and the staff. This
means that when it comes to employment issues, disputes or queries relating to work, the
HP department is the point of first enquiry.
Dealing with queries on pay, perks and performance management reviews on a
reasonably regular basis is routine, but also extremely time consuming, particularly
where data is not readily available. Every time a member of the HR department needs to
chase down a payment detail, or the specifics of a contract variation, they are unable to
focus on any of their other responsibilities.
A dedicated HR system keeps employment data centralised ready for easy retrieval and
significantly reducing the time taken to answer each query. More advanced system allow
self-service style access to some data, allowing staff to answer many of their own more
basic questions themselves.