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10 Helpful HR Hacks for Talent Management + Free Guide

It’s here! Download the brand-new HR Know-How Talent Management Guide. We don’t even know if you can call this simply a guide, it’s so packed full of advice and free stuff!

#TLDR? Check out these quick tips for HR to hack Talent Management for more productivity!

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Overall

Time & Task Management

Managing new and existing talent is a job of its own – make it easier by creating time and task management processes for your HR team (and coordinating personnel). Break down your major areas of concern (recruiting, training, evaluation, etc.) into daily chunks of time or dedicate a whole day of the week. Utilize a task management program like Asana, Trello, Wrike, etc. to help coordinate responsibilities between your team and other departments. Many time management apps have free versions so even your CFO will approve!

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Self-Service Tools

Save yourself and your employees time by implementing self-service tools. Use a company portal to allow employees to take care of their needs from updating the personal information, request time off, or elect their benefits. Make sure to provide adequate training on your self-service tools to ensure everyone can take full advantage of the technology.

Recruiting

Brand Management

Brand management means you should understand your brand story, mission, values, and brand pillars. Shout them from the rooftops and be certain to make sure that your employees have the same understanding.

When hiring, make sure you are selecting candidates not only for their qualifications but also with how they align with your brand mission and vision. Every employee should be viewed as a brand ambassador; another person to help carry your message to the masses. This is equally important for selling the product and service that your company offers as well as for selling your company to potential candidates.

When your employees align with your core values, they are more likely to be engaged employees who will stick with the company. Recruiting and retaining employees who fit your brand, not just bullet points means more success and time saved for HR.

Read More: Think Like a Marketer – 5 Tips for HR Pros

Internships

Running an internship within your company may sound like a hassle, but it could have significant rewards. Forming a good relationship with up-and-coming talent helps build up your company’s reputation in the job market.

Working with fresh talent through internships means you can develop the future superstars of your organization. You’ll also likely benefit from having the fresh eyes and super tech-savvy skills of Gen-Z on your team.

Internships can also give employees at your company new leadership experience benefiting your existing employees and helping support company growth in the future.

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Performance Evaluation

Ongoing Feedback + Formal Feedback in Harmony

Train managers and leadership on how to offer on-going feedback. While employees (and your company) can benefit from real-time and informalize feedback, make sure to still offer avenues for formal feedback and performance reviews.

You may find the effective on-going feedback means less time is needed on traditional evaluation practices, improving productivity and employee satisfaction.

Holistic Reviews

Holistic reviews mean your company gets a complete performance review – not just manager to employee. Holistic or 360 reviews can include manager to employee, peer to peer, employees to leadership, employee to HR, etc. Taking this approach may offer a complete view of the company culture, employee experience, and more.

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Retention

Benefits Customization

You didn’t think we’d leave out benefits, did you? The focus for HR should be promoting customization options to appeal to employees and potential candidates. Invest in an online enrollment system to streamline the process for employees and HR.

Customization doesn’t necessarily add cost, explore voluntary benefit options that will appeal to all demographics. Make sure to skew your benefits package away from too many “perks”, the more real value you offer, the more satisfied your employees will be.

Read More: Voluntary Benefits

Survey Says

How do you know what benefits and other needs your employees have? Ask.

Survey your employees on a regular basis for feedback on the areas you care about most: employee experience, benefits, wellness, and more. Just remember that you should DO something with the feedback you gain, or employees may become disengaged when they feel their voice isn’t heard.

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Training & Career Development

Management Training

To help your company run and grow smoothly, ensure employees have proper training on the necessary skills to lead successfully. Without effective leaders throughout your company’s ranks, employees cannot reach their potential and productivity can suffer.

Mentors

Outside of formalized training, consider developing an internal mentorship program. Mentorship may be from veteran employees to new hires, or even from new hires to other employees to share skill sets.

Reverse mentorship can help company leaders and HR get to know employees better and identify problem areas in onboarding, training, procedures, etc.

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Don’t forget to request your copy of our HR Know-How Talent Management Guide for in-depth advice and free resources.

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Cathy Siska COO

Cathy Siska
Chief Operating Officer

2018-04-20T10:07:40-05:00 HR Best Practices|