We are constantly bombarded with the many solutions there are to keep an organizational structure. It can be difficult to know where to start and this might even defeat the purpose of trying to structure your company. Here we will talk about what you can implement into your company to achieve the best HR organizational structure in very simple steps.
Intimidation of Upper Management
We first have to say what everybody doesn’t want to talk about. Upper management can be intimidating. This might discourage the workforce and complicate the work life of employees which will create HR issues that might affect career-development. Strategic management must be put into place to not let the HR organizational structure bring boundaries and the HR department can help facilitate the performance management of this topic.
Prioritize Employee Retention
The first step is to always have the retention of employees as a priority. What can you do to facilitate the employees’ journey throughout the company? This can be from overseeing the paperwork from the initial recruitment of the new hire to the implementation of appraisal to employees. Through the HR organizational structure, you will find that it creates barriers which come in-between maintaining talent.
Another way of retention is to invest in your employees which is a crucial step in the manager job. This could be in investing in their MBA, master’s degree to sticking with training programs. It is simple to oversee this as a waste of time as maybe there is scare of retention and if it is worth the hassle and money. This will not only affect the job by attracting talent that is interested in growth within the company but, it will limit the amount of employees who are seeking termination from as their contract.
Upper vs. Lower Management
The next step is to start finding solutions to unite upper and lower management. This can be in forms of events or activities to unite each other through partnering. This can be a competition to solve a business case the company is currently having difficulties with. This can take two birds with one stone. If this isn’t something you are interested, you can simply implement taking a day to eat with your team and maybe incorporate a lunch with the whole office. These solutions are easy to implement and will make a major difference to the quality of the work relations in the company which will make things easier for the management team and overall coursework as it will increase employee satisfaction.
The third step will be to have an open-door policy. Managing people can be hard to deal with when there isn’t any communication from employees. You don’t know if training development is needed or how are the knowledge and skills developing within the company. This will also help with compensation benefits as management will know the employee better through their efforts and competencies. HR professionals will also have their HR functions more easily distributed as there will be a decrease of burnout, training and development of employees. Through an open door policy in HR, there will be an increase in talent acquisition and the knowledge of weaknesses throughout the company through constant performance evaluation and supervision.
Adaptation to Change
Change is something we are all afraid of. It is new, scary and may highlight our weaknesses. Through HR organizational structure, we can better strategize who is most capable for certain tasks. We can also see who may have too much on their plate or too little. What are they in charge of? Who are they in charge of? What are new policies to implement in HR that may facilitate this process? All of this can bring confusion if there are new policies to be implemented or changes in the workforce management.
HR policies play an important role in the company. One that is mostly ignored is the support management gives to employees which can affect the culture of the company. HR policies are there to know what the employees’ needs are and know how to implement the policies around their needs. The main mistakes that are currently being done is only having meetings with employees and asking them about their grievances. Sometimes employees can be intimidated by management and may feel a wall to communicate their HR problems. One must go deeper and observe their employees. This can easily be done by seeing their schedule and seeing if there are tasks that they not completing immediately or maybe their progress has slowed down for a couple of weeks. Some questions that you can ask yourself:
1. Is the way I compensate employees fair or is advancement needed?
2. Is the organization egalitarian?
3. Are there new ways to determine compensation/ rewarding employee benefits?
4. Am I hiring the right people? How can I assure this through business strategy?
5. Are my old employees/new employees developing their skills through their tasks?
There are many excuses for change management, that supervisors/managers are scared of. The most common ones are new tools/softwares that employees need to be familiarized with. These changes can just be tools, resources and adapting to new procedures and technologies. The thing that isn’t talked about often is the change in leadership and mergers & acquisition. We need to ask, how is the HR organizational structure being affected through these changes and how can we facilitate these changes to not affect the performance of employees. Here is a list of things you can do now to ease this process.
1. Increase communication between staff and be open to tend certain constraints the new employees are facing.
2. Have a meeting of how previously things where being done in the company and be open to change if the process was already working with the staff.
3. Have a meeting of how the M&A could change the way the company is working including the financial strength to make the employees know of the benefits of this organisational transition.
Lack of Personalization and Flexibility
Through an organization that is inclusive and takes into consideration all aspects of the work, one can take away this constraint and focus on the other constraints that might be having a major impact on employees. The workforce planning should be there to guide and to bring more certainty to KPIs. Although, this is important. There has to be a higher flexibility to administer the task to employees. This will decrease the grievance as personnel management will seem more willing to be understanding of their new employees, especially if they are new hires that are just adapting to the work environment. This is an important aspect as it is the manager’s job to have talent management and this should be used as a handbook to supervise work-force as a generalist.
Through personalization and flexibility, one can take any pressures coming from the company to employees. This shouldn’t be misinterpreted with the lack of rules. Rules and standards are key to keep the organization standard of the company. KPIs can also be great indicators of how the performance of employees are impacting the company and see if there are issues that employees are facing that may be impacting their performance. From problems with compensation and benefits, payroll, equal employment, interviewing, employment opportunity, and succession planning, there will be less time consumption which means that any of these issues will have more time to be spent with or there will be a decrease of the amount of work that has to be done through the incorporation of a well thought out HR organizational plan. Through this, there will be more structure and less confusion dealing with certain tasks.
How to Implement the Solution
What is needed is a more personalize and flexible way of thinking when it comes to situations the employees may face and is in need of further advancement of implementation of new techniques or softwares. Through having a good perspective into which HR organizational structure is more suited to your company and how an HR manager can help in retaining staff to grow in employees’ qualifications, the team will be able to focus on their jobs and creating employee relations stronger.
HR organizational structures are here to help but, one shouldn’t let these divisions separate the team or create barriers that decreases employee performance. This will also create a better structure to integrate new employees and increase human capital. Implement these tricks and help navigate employees through your HR planning and no longer have Human resources issues.
Through these changes, HR services will be greatly optimized as they will now be capable to increase its HR functions. While having an increase in quality of its human resources managerial job, HR specialists can waste less time in HR services that are repetitive and oversee their HR strategy to their organizational structure.