If someone is dealing with HR nightmares such as talent acquisition, employee retention, unnecessary lawsuits, the contagious negative atmosphere at the workplace, then its time to evaluate and convert some of the best HR  ideas into actionable plans and get the situation under control.

With some of the extensive workplace changes, we need the best  HR Ideas in 2020 for a more productive work environment. These ideas graduated from 2019, and some are entirely significantfor 2020. Such ideas are the smart ideologies that bestow power to HR and HR trends. 

For a typical case of employee retention, which is one out of many, more than 50% of organizations globally have difficulty retaining some of their most valued employees. According to the research, the reasons for low retention are poor onboarding experiences, a lack of clarity in job duties and expectations, inappropriate payoffs, and lack of recognition and adaptiveness.

Thus the key to unlocking the elucidation is IDEA. “Everything begins with an Idea.”, an HR idea ingrains the power of reformation, innovation, and correction. It becomes highly imperative to innovate processes and policies conducive to the work environment. These ideas, when implemented successfully, become LAW, and when do not perform at par expectation becomes an assessment.

The Director of the HR Trends Institute Tom Haak researched and listed some of the  Ideas that are capable of making a difference in the HR bailiwick. He studied work patterns and performance, analyzed people, inspected organizational behavior, and workforce trends to document and suggest a few of the Best HR ideas fix the organizational qualms.

Best HR

The HR refers, revive, renovate ‘Ideas’ that  suits the best in any organization.. Comprehensive HR is a multidimensional approach in its entirety that is devised to plan, systematize, derive and create actionable policies to guarantee permanence in the work environment leveraging the interest of the management and employee both simultaneously.

Recruitment, Onboarding, Development, Retention, and Separation are the stages of the employee life cycle that continuously revolves in the orbit of HR. HR works with a double edge sword hence needs to tackle and apply the policies and regulations with the highest precision.

As change is the only constant, and HR has to vie in the organizational sphere influenced by a state of affairs that are internal, external, and sometimes abstract. In such situations, nothing is predefined or predictable, and hence the best HR solutions focuses on experiment to obtain an equilibrium to address emergence in interest of the organization and employee both.

Comprehensive HR: A parallel approach

The primordial  HR approach was based on abstract and intuitions; the number policy never worked for the HR domain as it worked for Sales and Finance. With Abstraction, HR often strived hard to qualify and measure its success as others do. 

Modern HR analytics with a data-driven approach has entirely changed the scenario. Today HR controls both a people-centric and a technology-centric approach. The quotient is an optimized, accurate, and simplified differentiation that makes decision making smarter and faster.

It was difficult to estimate the probability of how high an annual employee turnover would be or how much a regretted loss of potential employee costs an organization. But with the advent of HR analytics, approximations can be made, and preventive measures can be applied.

Analytics makes HR policies  more exciting. The insights are input for strategic decisions and optimize day-to-day business processes. R, Microsofts BI, Visier, Qlik are revolutionary the HR analytical tool that has given a cutting edge to HR.

Learning in the Flow of Work   

 A paradigm shift in the induction process is the learning in the flow of work approach. This allows the employee to grow with the organizational workflow. Gallup research reveals that 70% of the employees are disengaged at work. Disengagement is the origin of problems that leads to high rates of turnover and increased cost.

This strategy of Learning in the Flow of Work allocates the employee to learn and up-skill himself being at work. A vital attribute of a learning organization is that, the entire organization shares the responsibility of supporting the workers to do their jobs effectively and while developing their skills.Researches at Dellotite shows that high-performing organizations warden experiences by making content relevant, personalized, and available to learners when they need it.

A learning organization performs at a higher level because of its ability to adapt to its environment. It curtails the disorientation among the employees and keeps them motivated. This results in reduced disagreement and chaos within the team at the workplace.

Less emphasis on Process improvement

Man, Money, Material, and Management are the integral entities of the organizational work domain where the HR professionals work hard to streamline the process that involved talent management, succession management, and performance management.

A variety of methodologies available for process improvement include Six Sigma, Lean Six Sigma, Lean Management, Agile Management, Re-engineering,  Just-In-Time, Kaizen, Hoshin Planning, Total Quality Management, Poka-Yoka, Design of Experiments, and Process Excellence.

These process improvement methodologies are the set of protocols that technically examine the business model by every minute and generates large amounts of factual data, which incurs time-consuming and complicated procedures. The problem arises when the process improvement policies supersede the specific mission statement of the organization. 

In the case of small businesses, it may restrict new ideas endorsing creativity and innovation, which may require some risk to implement them. This leads to a diversion of company roadmap overridden by the process improvement methodologies. 

Today’s HR reformation demands more focus on its people and the social obligations affecting the work patterns. This requires more human intervention and becomes more people-centric than technology and processes.

More Appreciation of Complexity

It’s a general human tendency to appreciate the simplification of complexity. Simplification helps in decreasing the pressure but consequently fails to generate the best output. If one knows that they are dealing with something difficult, they will ensure to work with the entire synergy of preferences, experiences, and efforts to make it successful and obtain maximum results with increased productivity.

Issues, such as talent acquisition and retention, employee turnover, and increased engagement at work are critical issues that are regarded as  HR nightmares. These sounds unproblematic but are complex concerns and need extreme research and heed in the achievement of organisational goals. Hence these should be dealt with the highest precision and consideration to generate multiple domino effects and opt for the best from many.

 More Appreciation of Adaptability

Adaptive System is the ability to change or modify as per the situation. The idea is to identify and prioritize necessary obligations and reduce a tedious process to attain a more targeted approach. It is known as a process for driving individual and organizational performance management. 

For instance, an organization works for China and Japan, which are both located in East Asia. While there are common habit and origin between the two countries, there are also some differences, such as the economic system, the labor market environment, society, and culture, etc. Here in this scenario, the HRM (Human resource Management) is compelled to review whether, in China’s environment, the Japanese-style human resource management system will still be viable? Would there be any adaptive changes in HRM systems for Japanese companies operated in China because of the environmental changes?

Continuous processes in an organization can be intensified by the application of the Adaptive system approach. This will eventually save the resources and the time involved in applying a lengthy process to conclude.

A stricter approach to diversity and equal opportunities

Allowing reformation to attract more diversity in talent acquisition is purely based on innovative HR ideas for employee engagement. Restructure to create a strong organization by giving opportunities to diversified candidates based on talent and irrespective of their physical capabilities, age or gender. Diversity in inclusion emphasizes on their ability and cannot be judged by their depravity. 

This idea insists on channelizing recruitment audits and encourage social mobility. Allotting women the right to work, including during pregnancy. The EEOC continues to use appropriate means to protect this right.”

Catch the attention of disabled candidates to offer them a comprehensive recruitment experience. Identifying the key role of technology is shaping inclusive recruitment practices. Recruiting older workers and create a multi-generational workplace.

Corporate and employee activism

Corporate and employee activism is a must to support society. Directly or indirectly, organizations contribute to society. The environment should be developed in such a way that it is not restricted to an inward approach but also outwardly. If the aim of the organization is high enough to satisfy the organizational goals, it will eventually reflect in the society’s up-gradation.

CSR (corporate social responsibility) is an evolving business practice that applies sustainable upliftment into a company’s business model. It positively impacts factors such as economic, social, and environmental. Katie Schmidt, the founder and lead designer of Passion Lilie, said that CSR could positively impact one’s business by improving the company image, building brand, and motivating one as a business owner.

In addition to this Jen Boynton, CEO of B Targeted Marketing Co., states that “A robust CSR program is an opportunity for companies to demonstrate their good corporate citizenship and protect the company from outsized risk by looking at the whole social and environmental sphere that surrounds the company.” 

Being kind    

Kindness encourages honesty and trustworthiness. These are abstracts but play a very crucial role in HR management. Understanding an employee helps one connect more firmly because they feel empathy. They will opt to be honest rather than discerning in critical situations. This leads to a healthy work environment where the team participants encourage each other towards goal achievement.

Few more words……

HR  Ideas in 2020 are those unregistered thoughts or suggestions that can potentially be converted to a possible course of action. The best ideas for HR 2020 equip you to apply measures to deal with this ever-changing environment. Ideas may work or may not, but to go on is the pulse of organizational growth. One should always keep experimenting with new ideas that could result in desirable output.

Supriya is a content writer focused on developing articles and blogs for Media organizations. Her genre is an insightful article on human resource management synchronized with tech trends in HR. These articles are not just for information but are tech optimized to engage their audience by delivering content that solves problems.
A belief that the world constitutes about 75% of readers, encourages her to write lucid, informative and useful content for the online platform. She has an adaptive writing skill that molds her content as per the requirement. Her articles are scalable as they blend past business references, their relevance in the present scenario and envisage business opportunities or threats.

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