How can you make your HR operations more engaging?

Gone are the days when HR operations were confined to one corner department processing the payroll and other administrative obligations for the company. It could be a bit more aggressive of the UNION factor was prevalent!!!! The new millennium saw the advent of many corporations under the able leadership of innovative leaders focussing on people empowerment and hence giving way to a more significant role for HR. 1. Understand what really matters to employees- Surveys. 2. Communication from all levels- Town hall. 3. Focus on a TWO-WAY flow of information; 90% of the employees left the job as they saw no concrete action from feedback to acting upon the gaps. 4. Conducting quarterly performance appraisals.

In my experience it is important to integrate technology into HR operations to automate repetitive or routine tasks, which allows the team to focus on activities that add value and are more strategic for the company. Encouraging participation in different projects creates a sense of commitment and motivation for group members, as well as recognizing personal and team achievements, facilitates effective communication and poses inspiring challenges.

To make HR operations more engaging, these strategies can be used: 1. Clear communication 2. Interactive training sessions 3. Recognition programs 4. Wellness programs 5. Gamification 6. Employee feedback 7. Opportunity to attend social events 8. Customised HR services to employees as per their needs 9. Tech integration 10. Flexibility

One of the most significant benefits of automation in HR operations is the reduction of repetitive tasks. HR professionals often find themselves bogged down by administrative work, such as data entry, document management, and scheduling interviews. These tasks are not only time-consuming but can also be mentally draining. Automation software and tools can take over these mundane responsibilities, allowing HR professionals to focus on more strategic and human-centric aspects of their roles.

Breaking Down Silos within the organization, by fostering open communication, creating cross-functional across the organization. Implementing a shared digital platform (SharePoint) that allows easy access to information and collaboration which has helped in bridgings gaps between teams. Promoting a culture of transparency and inclusivity by sharing HR insights with employees and involving them in decision-making processes. Encouraging cross-training and skill-sharing/learning between departments/offices to enhance understanding and empathy among team members. Recognizing and rewarding collaboration efforts to reinforce the importance of breaking down silos and working together towards common goals.

HR Operations is really at the hub of so many separate HR centers of expertise. They are in the unique position to be a bridge builder and problem solver not just within and between their own area but also to help facilitate those discussions between other HR functions because they can see it from multiple angles. Building that reputation and setting the team up as a reliable partner not just for transactional expertise but also for valuable strategic insight is critical.

I don't operate a hierarchical approach with my team. Everyone has access to me and I also ensure they collaborate amongst themselves.. It's a item, success is shared- it's a team effort. Carry everyone along

The first step is dismantling narrow perceptions of HR's real value and that starts with emphasizing the 'Human' in Human Resources. We do this by bridging connections, supporting people's growth and talent, fostering initiative and intrapreneurial spirit, and showing value to our people in meaningful ways.

In my experience, individuals entering HR Operations often bring diverse backgrounds beyond traditional HR roles. Disregarding the insights and best practices they've gained from previous positions would be a mistake. Implementing a top-down approach that dictates processes can stifle innovation and ultimately lead to negative employee experiences.

Here are some actionable tasks that makes HR operations more engaging: 1. To assign short term projects in respective area of operations will not only keep team members engaged but also they will always aspire to learn and contribute. This activity will also enhance and sharpen their “SELF LEARNING” attitude. 2. Take out time to discuss and debate on latest tools, technological advancements, techniques, process. This activity will help in enhancing a specific skill , we call it “ INNOVATION “. 3. Investment in “CAPABILITY DEVELOPMENT “ will keep the team high on performance by learning and keeping updated with regard to the industrial development. 4. Make team act as “ ACTING OFICER” on duty. This will help to engage in various acts.

Perfectly said. Reskill and up skill. Always learning. Be up to date on information. Dessiminate information, share links, give them access and information sharing is a great way to build the capacity of the team members

Reskilling and upskilling is important part to maintain the employee stay update dan competitive in this era. Using competency management system (including regular and tumely assessment) and proper invidual development plan will help the employee to close the gap.

I would say, to make HR operations more engaging to train and develop team's skill, knowledge and competencies. Besides that recognizing the team effort, giving constant feedback is also very important. Fining the gaps and work on the gaps is very important. Also asking feedback and listening to the team and help engaging HR operations

Para que a equipe obtenha o sucesso que a empresa busca, é necessário ações para desenvolvimento profissional e pessoal, como cursos, palestras, workshops... São formas de desenvolvimento de competências e de trabalhar suas hard skills e soft skills.

For Improve HR engagement we should train our team regularly with courses or mentoring. Boost skills, stay current, and enhance HR quality and effectiveness.

Performance in HR Operations is very difficult to quantify and hence creates a challenge that most of the organizations prefer not to ponder much. Although if we can communicate HR Revenue Proposition (Otherwise known as HR Value Proposition) to the leadership team and get a buy in, it can help incentivize as per the appropriate metrics and timely feedback (360degree preferably for HR-my opinion). The revenue proposition can have all the costs saved/generated due to implementation of certain policies/practices/interventions.Keep on doing internal surveys and you will continue identifying areas to create impact on. This will not only help recognize better but also help set up benchmarks and case studies for other support members.

Understanding how each team member prefers to be recognized and rewarded is crucial. Some may value public acknowledgment, while others may prefer private appreciation. By communicating with your team to identify their preferences, you can tailor your recognition strategies to be more meaningful and impactful. Example: Conduct regular one-on-one meetings or surveys to learn how each team member likes to be recognized. Implement a system where employees can choose from a variety of rewards, such as extra vacation days, professional development opportunities, or a simple thank-you note.

HR must create an environment of gratitude. Inclusive recognition programs that uses means other than monetary compensation should be established first. Make an announcement during team meetings to recognize achievements on a regular basis. This platform allows employees to communicate and nominate each other for outstanding KPI accomplishments. Managers should take an active role by demonstrating participation themselves and offering timely acknowledgment. Also, make sure the program is hitting the mark by consistently asking for input from employees. Incorporating awards and recognition into the fabric of the business can boost morale and also can cement the bond between management and staff.

What I really observed throughout my experience is that gamification is a great way to reward others. Even in the HR operations gamification is a good choice to motivate others to be engaged and to recognize their effort at the same time.

Reconocer y recompensar no es solo retribuir. Supone también visibilizar las aportaciones de cada miembro del equipo al objetivo común. #RRHH #RecusosHumanos

HR Operations is an integral part of any organisation. Not only it helps in motivating company's greatest asset - it's human resources/employees but also does assist & support in their day-to-day tasks & in employee lifecycle. Hence, it is imperative that companies integrate their HR operations philosophy in their Values & Culture besides their Strategy to achieve company's business goals effectively. Be it designing HR best practices or optimizing workflows or implementing new HRIS technology or promoting teambuilding or providing development opportunities or assigning projects to talents, Communication & Connect with the employees is the key. Empathy & Trust in relationships is at its foundation to achieve success.

While almost all HR teams stay in touch with stakeholders, clientele, and employees alike in the design stages of HR Operations, it is important to constantly seek feedback through various channels. Ongoing stakeholder feedback, consistent usage for the purpose, and constant feedback on HR operations help one identify process and practice improvement areas on the go. It is essential that HR operations are available to all stakeholders to solicit feedback and constantly improve their Operations in an agile way.

Like I mentioned earlier - HR, Admin, Accounts, Logistics are silent departments. They support business. And for them to be effective, business needs to support these departments too. Sharing, cascading business related information, major achievements, plans, goals for next 1-3-5 years etc., should not be restricted within the marketing and project team only

Hace unos días leí que la comunicación descendente e informativa ya no está de moda. Estoy completamente de acuerdo. Las personas esperan transparencia, claridad, frecuencia (casi inmediatez) e intercambio bidireccional. La coherencia y la consistencia en el mensaje es fundamental si usamos distintos medios. También hemos de comunicar internamente el papel del Departamento de #RRHH en la organización, para ponerlo en valor y conectarlo con el resto de áreas y departamentos. #RecursosHumanos

Communication and connection are vital for engaging HR operations. Helpful Approach: Foster clear, frequent, and transparent communication with your team, clients, and stakeholders. Effective Strategies: - Utilize various channels like email, phone, or social media to understand needs and feedback. - Building trust and relationships improves HR operations reputation and impact.

Indeed, a great way to have a strong HR operations in your company is to challange and inspire others. I remember that in one moment I was part of a company where every Friday someone would prepare a presentation about themselves and their acheivements (throughout their career or even personal achievements). The presentation was called Sharing is Caring and would really inspire others on the one hand and on the other hand it would help people get closer and bond to one another.

Building a culture of continuous improvement and innovation is essential for any successful operation. Setting ambitious goals and providing consistent support and resources helps teams overcome challenges and celebrate achievements. This approach nurtures a culture of excellence, curiosity, and passion within any organization. Encouraging team members to step out of their comfort zones, explore new ideas, and strive for more than just meeting goals actively shapes an environment where innovation and continuous improvement thrive. Such a commitment to excellence not only enhances the overall value, differentiation, and influence of operations but also contributes significantly to the long-term success of any organization.

We need to set clear, ambitious goals that align with the company’s vision. Communicate these goals effectively so employees understand how their work contributes to the bigger picture. Foster a diverse and inclusive workplace where all employees feel valued and included. Promote diversity initiatives and create a culture of respect and belongin. By encouraging innovative thinking by creating platforms for employees to share ideas and solutions. Recognize and implement the best ideas to show that employee contributions matter.

In my work, I've met talented professionals who were initially hesitant to step out of their comfort zones. However, through consistent encouragement and a supportive environment, they embraced new challenges and achieved remarkable results. For example, a colleague was initially hesitant to lead a major project due to its complexity. By providing guidance, resources, and mentorship, we helped them navigate the intricacies of the project, resulting in their personal growth and the successful completion of the initiative.

To infuse engagement into HR operations, the challenge lies in fostering a culture that inspires participation and growth. Start by integrating technology for streamlined processes, freeing HR to focus on human connection. Implement gamification, turning routine tasks into interactive experiences. Encourage continuous learning through skill-building workshops and mentorship programs, inspiring employees to evolve. Communicate transparently, involving staff in decision-making. Celebrate achievements, fostering a sense of belonging and motivation. Ultimately, by blending innovation, learning, and inclusivity, HR operations can transform into an engaging, empowering force within the organization.

Infuse your HR operations with a continuous improvement mindset/model. Encourage your team to bring forward improvement ideas and have a structured approach to implement improvements regularly. Analyze key metrics (such as process flows, csat, sla's, OKR) to target areas of improvement and investments in HR Ops.

redefining the image and role of HR operations isn't just about making tasks more engaging, but it's also about creating an environment where the HR team feels valued, understood, and integrated into the larger purpose of the organization. By doing this, you not only boost performance and satisfaction but ensure that HR remains the strong backbone that drives organizational success. #HR #HRopertaions

Consider making HR ops the nucleus of HR function around which the other COE’s revolve. This increases the engagement within HR and provides a fantastic opportunity for the Ops team to upskill while on job thereby removing the routine out of their jobs.

Actively seeking and valuing employee feedback creates a more engaging HR ops. Implement regular surveys, town hall meetings, and anonymous suggestion boxes to gather insights. Show employees that their input is not just collected but acted upon, fostering a collaborative and responsive workplace.

You can make your HR Operations more engaging through a multi-pronged approach. 1. Automate - move people away from needless operational and manual work while enable employees through robust self-servicing. Create time for everyone to focus on more important things. 2. People Experience - Approach HR Operations with the same lens as you approach your customer experience. Focus on delighting your employees just like your customers. 3. Leverage technology - To support people experience, you'll need the right tools. With a great algorithm, you can create personalized HR experiences unique to each employee's needs. 4. Measure for Success - Define the right indicators to measure how well you're doing and keep pushing for improvement.