HR Tips: How You Can Customise Your HR

In the dynamic landscape of modern business, Human Resources plays a pivotal role in shaping organisational culture, managing talent, and driving growth.

However, any leader, business-owner or entrepreneur must know that one-size-fits all HR strategies are not suitable – or effective – for a growth operation. Moreover, one of the first lessons you ought to learn when it comes to HR, is that HR softwares and tools are only useful for automation and finding efficiencies.

They cannot be relied upon to manage HR – the work of managing the software will fall to a member of the team, often an overloaded finance or operations manager. There’s no need to rely on software or overload people who have other responsibilities, especially when outsourcing HR is so effective.

To truly thrive, a business must establish quality HR foundations. It will make all the difference when it comes to your bottom line. These HR basics must be tailored to your organisation. Here’s some tips on how to achieve that:

Designing Onboarding Programs: Onboarding sets the tone for new employees’ experiences within your organisation. This can be strategically planned.

Tailor the onboarding plan to suit your business, as well as the person who’s starting work. Make sure they not only have all the workplace policies, handbooks and information, but also access to the immediate training resources, set up introductory meetings to the people they will be working with.

Tailoring this onboarding process will make a new team member get comfortable quickly, ultimately meaning they are confident in the workplace, get off on the right foot and can start being a productive member of the team as soon as possible.

Conducting Exit Interviews: Exit interviews provide valuable insights into the reasons behind employee turnover and areas for improvement within the organisation. Customising exit interviews involves tailoring questions to elicit honest feedback and identifying trends or patterns in employee departures.

Rather than just asking why an employee wants to leave, approach these interviews intelligently, use data in your preparation. This way you can ask the right questions to identify trends in why people are leaving the business: systemic issues, toxic leaders, market changes.

By tailoring your approach, the responses you get will be more useful – and likely more honest. You can then apply corrective actions and mitigate further turnover.

Fostering Leadership & Development: Leadership development programs nurture future leaders and cultivate a pipeline of talent within the company.

Rather than asking everyone to attend a generic leadership skills workshop (or similar), be selective and strategic. Work with leadership coaches and experts to design a tailor-made learning experience, select specific employees who have expressed interest in progressing as a leader, or who have been identified as suitable candidates for this type of upskilling.

Throughout this process, you should also be taking note of the outcomes, who applies their knowledge and ultimately, start planning for succession, aligning future leaders with the goals and growth objectives of the business.

With tailor-made leadership coaching, you’ll find that new managers and those in new positions are more equipped to handle the responsibilities. You’ll cut down on toxic leadership and start instilling the type of values you want to see in the people who shape your business.

Designing an Employee Value Proposition (EVP): An EVP outlines the unique benefits and opportunities that employees can expect from working at your organisation.

Customising your EVP involves understanding the motivations and preferences of your workforce and aligning them with your employer brand – naturally, this will not be the same for every organisation. This data should come directly from existing employees of the business, from exit interviews as well as market data.

By highlighting aspects such as career growth opportunities, work-life balance initiatives, and organisational culture, you can attract top talent who resonate with your company’s values, reducing recruitment costs and enhancing employer reputation. Again, you need to be highlighting the things that matter the most to your employees, so this must be a tailor-made approach.

Business Culture Development: We know that culture in the workplace is hard to control and will be unique to every organisation, like its own fingerprint. We also know how important business culture is to satisfaction, retention and a smooth operation.

A business will implement a culture strategy when they want to evolve elements of their workplace environment and align the business mission and values with its people. This plan must be tailor-made for every operation, otherwise it will be inauthentic and will not benefit the organisation.

Want to be a company for innovation? Lunch time training, gamify learning, make knowledge-sharing part of every day. Want to be a company that champions individuals or encourages them to be thought-leaders? Implement recognition opportunities, shout-outs and appreciations on branded socials.

Want to be a bastion of work/life balance? Encourage down-time, organised breaks away from desks, team bonding experiences, wellness and mindfulness spaces.

You can’t do it all when it comes to workplace culture, so you’ll have to plan strategically.

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