In the context of HR, this could mean successfully implementing that innovative project that’ll not only earn you a deserved pat on the back, but will benefit the organisation and the HR industry as a whole.
However, HR teams are constantly fire-fighting just to get through the millions of tasks required each day – plus, it’s often an uphill struggle to get the backing, resources and funding to put the wheels of the project in motion.
But that’s not going to stop you from trying though, is it?
There are plenty of HR projects that are simply crying out to see the light of day and could prove to be the change needed to advance your organisation’s goals and objectives.
It’s no secret that an organisation’s success is mainly down to hiring the best people – which means that your recruitment practices need to be top notch.
Take Google, which is world-renowned for its innovative recruitment programmes and firmly believes that hiring is the most important thing you can do.
A critical part of its recruitment process is being extremely selective and ensuring it only recruits the very best talent for every single job.
As a result, Google’s employer brand is second to none, it has been rated the best place to work several times over and its workforce productivity is estimated at $1.23 million per employee each year.
Wow – that’s seriously impressive and goes to show how important it is to hire the right people.
So if that’s inspired you to shake-up your recruitment strategy, try adopting a data-driven approach, so that you can demonstrate the difference your proposed recruitment plan will make, to the company’s long term goals.
If your recruitment project is a success, you could not only save your organisation the cost of hiring the wrong people, but make a real difference to productivity and performance, whilst inspiring other HR functions to follow your lead – just like Google.
And that means serious brownie points for you.
One of the most important projects you can champion is talent management and development.
As we all know, people are an organisation’s greatest asset and can have a major impact on the bottom line, so it’s essential you nurture your best talent.
Yet a talent project will only succeed if it is aligned with the business strategy, so it is up to you to be seen as a strategic partner and prove to the board that investing in talent is critical to the organisation’s success.
‘But how do we do that?!’ I hear you cry.
Well, first identify any organisational challenges, goals or objectives – and the skills you need to address this.
Ask questions like: How are we investing in our people? How are employees currently performing? To get buy in from the execs, it helps if you can measure the ROI on any talent strategy, so make sure you are familiar with data and analytics.
If you can successfully implement a talent strategy, you will be seen as playing a strategic role in the organisation, whilst enabling the business to gain a real competitive advantage. It’s a win-win.
Implementing an HR Information System (HRIS) can make your life much easier.
Not only will it automate those dull, routine HR tasks, but it can save valuable time and resources for not only the HR team, but employees and managers too.
One of the great things about implementing an HRIS is the self-service functionality, enabling staff to manage their own HR requests such as annual leave, benefits and more. Not only does this empower employees, but it significantly reduces the admin burden on HR, freeing you up to focus on other important tasks.
An HRIS can also give you real-time data access, helping you make informed decisions for any future plans in the business and become a strategic business partner. Plus, it allows managers to streamline a number of HR tasks, such as attendance tracking and performance reviews.
Many organisations are now re-evaluating their performance management strategies – and for good reason.
A report by Deloitte found that just 8% of the 2,500 global organisations surveyed felt their performance management process drives high levels of value, while over half said it is not an effective use of time. (1)
There are now several high profile companies that have decided to break the mould and try something different, including Microsoft, Accenture and Expedia.
After employee feedback, Microsoft realised that its performance management process was having a seriously negative impact on its employees, creating division and dissatisfaction amongst the workforce. So, in 2013, the tech giant decided to scrap their entire process and replace it with regular ‘connects’ throughout the year that are altogether more organic and light, with positive results.
By implementing an effective performance management process that is fair and collaborative, your organisation will benefit from enhanced productivity, performance levels and engagement, with individual goals aligned with those of the business.
Hopefully this has given you a few pointers, so if you have a project you’ve been yearning to implement for a while – now might just be the time to get it started. Go for it!
It’s our mission to advise and develop the employment law capability of HR professionals wherever we can, helping HR teams make a real commercial difference to their organisations. That way, you spend less time solving operational issues and more time actioning projects that drive far-reaching change in your company.
Call 0333 006 2929 or email email@example.com today to discover exactly how we can help you.