Adjusting the six elements of the human resources department

Business Core: First and foremost, adjustment requires a strong commercial motivation. This requires companies to have a deep understanding of their future, values and mission, as well as to understand the principles of business operations. Human resources work needs to be familiar with the work processes of internal members of the enterprise, so as to understand the needs of these internal members (employees and management).

Plan: An effective plan consists of several parts: specific measures to make adjustments and a clear target plan; a communication plan; the most forgotten point, specific implementation steps; A plan for the impact of the company's customers; and finally, a method for evaluating the results.

Communication: The importance of communication cannot be overemphasized. Well-run companies believe that communication never ends. This is especially important during chaotic times when companies are adjusting. Power changes, management structure adjustment, production process redesign, the shock brought by adjustment affects every corner of the enterprise, and employees need to track the progress of enterprise adjustment at any time. Insufficient communication can cause fear in employees, and fear can lead to confusion in behavior.

Teamwork: The large-scale adjustment of the enterprise requires the close cooperation of the team, and it is only rare for a few people to complete the company's projects. Companies make adjustments that affect every employee, and HR will keep an eye on each employee's response, which requires a lot of teamwork. Establishing cooperative relationships with people in other departments is conducive to the smooth progress of the adjustment, so as to establish the belief to overcome the difficulties together.

Active Participation: Senior management should actively participate in the adjustment of the enterprise. Otherwise, employees may suspect that the corporate adjustment is just another go-ahead. The role of project leadership is crucial, and the company should assign senior managers to lead the adjustment. Managers should be prestige, conscientious, proactive, creative, and influential people.

Benchmarking: Three-quarters of companies referenced and compared external standards before implementing adjustments. Through benchmarking, you can generate some good ideas, pay attention to some problems in advance, and learn from some effective methods. It should be noted that when practicing, what you have learned should be combined with the current environment.

Assessing Return on Investment

After all the work is done, you need to know if the results of the adjustments are on target. Obviously, right from the start, you should set goals for ROI and determine how to measure it. A fundamental question for ROI assessment is, "Where do we want to improve: service, quality, productivity, management, across business processes, or something else?"

By comparing, you can determine whether you have achieved your goal. The focus is to look at what happens when the adjustment begins, ends, and quarterly progresses.

Breaking down the results of adjustments into individuals can help boost morale. People want their efforts to be rewarded. They need affirmations like: "You're doing a good job." or "You can do better." That way, employees can see how fast and how they're doing.

Some changes come quickly, while others take time. For example, adjustments to the employee recruitment process can be made when time is more plentiful, or an automatic applicant tracking system can be installed. Considering the relationship between the number of recruiters and work efficiency, if you can minimize the number of recruits in the recruitment process, then you can invest more in the more value-added work of human resource management. You can move some of your recruiters to other departments or downsize your HR department. From a cost perspective, it's easy to see the value-added effect because the cost of recruiting is reduced.

Improving service to employees will obviously boost morale, which in turn will increase productivity, and turnover will soon rise. It takes at least six months for this effect to be felt and recognized by employees. But if you have a tracking system monitoring progress, you'll find out in time how the time and money spent on tweaking is paying off. By studying the adjustment project, you will find that companies are shifting their focus from emphasizing technical expertise to emphasizing services to the core business; from managing human resources departments to managing human capital; and from managing processes and policies to managing programs and operations.