In the ever-changing business world, the area of human resources continues to play both an urgent and vital role. Companies must recruit and retain valuable employees. They must properly develop and train team members. They must advocate for the needs of staff, especially when it comes to compensation and benefits. All in all, a business should make it a priority to incorporate a healthy and efficient human resources workflow for its employees.

Best Practices for Human Resources

If you’re a business owner, consider these 6 best practices for human resources.

1. Innovative Recruitment

Traditionally, the first point of entry for job seekers has been through a human resources department or job site. However, with the emergence and growth of social media and a more “word of mouth” approach to hiring these days, companies must be innovative with hiring tactics to stand out as an employer of choice, or a place where people want to work.

One new and effective method involves recruiting talent who aren’t necessarily applying for your open positions. With tools such as LinkedIn and university career websites, you can search for and recruit candidates whose skills match with your job vacancies before they find you. In addition, social media is becoming a very common tool for job seekers. If you’re not already, consider investing in social media as a fun and innovative way to find the best talent for your team.

2. Diversity and Equal Opportunity

Every company should abide by best human resources practices when it comes to fair employment and treating employees and prospective candidates equally. From age to sex to race to national origin to religious affiliation, your hiring and employment practices should be reviewed to ensure they are not discriminatory.

Also, remember the importance of diversity within your company, and not just diversity in terms of race or ethnicity, but also diversity in recruiting from outside the company. Your business will benefit from different perspectives and knowledge that can be gained from hiring externally. On the same note, it’s also important to acknowledge when an employee from within the company is the right candidate for potential promotions or opportunities to grow.

3. Employee Retention

If you have great employees and want to keep them, make sure you are making them feel valued. There’s no better way to do that than through compensation and benefits. Consider whether you are offering the best possible benefits to your team members or if you need to seek out more or better plans. Be mindful of the value of jobs and there worth in the labor market. When employees feel valued and are shown it through compensation and benefits, you’ll see higher productivity, stronger team morale, and an overall culture of satisfaction that maintains retention.

4. Performance Management

Both employees and employers need feedback. It’s not only important to provide proper performance expectations, but it’s also a must for employees to be able to offer input and feedback when possible. The best companies will not only want to hear the concerns and needs of their employees, but those companies will also provide the most efficient channels for the feedback to occur. A good question for employers to ask is whether they have a simple and user-friendly performance management tool. In other words, don’t make your performance review a dreaded or tedious task. Learn more tips on how to better your performance reviews.

5. Onboarding

From the very beginning, strive to make sure your newly-hired employees have the tools needed for success. From the first impression to the schedule to the team culture, there are several best practices for new employee onboarding. Make sure you have a plan, are organized, and that you show your new employees why they chose to interview for a role at your company.

6. Communication

Every great company will make it a priority to communicate well with its employees. Especially with human resources information like benefits, insurance, and payroll, good communication is a must. Whether through monthly e-newsletters, weekly emails, or face-to-face meetings, ensure that your HR communications are both valuable and visible.

Got HR questions or need some assistance with your company’s HR needs? We’re happy to help. Learn how LBMC Employment Partners can assist you with your human resources best practices. Contact us today!