Human Resource Administration

Best Practices for Human Resource Administration
Employ an Organized Recruiting Process

A common problem that HR managers run into is when hiring managers begin the hiring process without a well-defined idea of what type of candidate they are looking for. It is imperative that hiring managers clearly define the job responsibilities, salary range, and the minimum/desired qualifications for the position. Also, don�t forget to post all jobs on the company website so that everyone knows about the available positions and can apply or refer the vacancy to somebody else who might be qualified.

Hire Temps

HR administration requires a long production cycle that involves head count flexibility. Hiring temporary workers can provide a creative, cost effective solution to increasing efficiencies around the ebb and flow of the production cycle.

Here are some advantages of hiring a temp:

They come in when you need them,
Their work is based on specific deliverables,
They can be paid a premium in exchange for their short term work schedule, and
They do not contribute to claims experience because they are not eligible for benefits.

Hold Regular Manager/Producer Meetings

Have your HR administration meet regularly with department managers to discuss individuals and their performance, training needs, succession, planning possibilities, etc. These meetings keep HR administrators aware of the hiring or firing decisions that are being considered. In response, they can proactively make arrangements for succession, coordinate resources, coach managers through HR issues, etc.

Utilize an Open Book Management Style

Consider sharing contract and financial information with employees so that they understand the logic behind the decisions that are made and the ramifications of those decisions. This process allows employees to feel involved with the company while learning about the business.

Offer Bonuses

Paying your employees bonuses or any other form of variable compensation can pose either an incentive or a distraction, depending on how it is administered and communicated. When you offer bonuses to your employees, make sure that they clearly understand that they will only paid out if the company hits a certain level of profitability. Then, set additional criteria to determine the team�s success and/or an individual�s success.

Employ 360 Degree Performance Management Feedback

HR Administrators use this system to solicit feedback from supervisors, peers and direct reports. It has become increasingly adopted as the best for collecting performance feedback. Gone are the days of working hard to impress only one person. The opinions of everyone in your work environment now matter. As a result, this feedback is inclusive and every person on the team is responsible for giving relevant feedback--whether positive or constructive�in order to help to paint a more comprehensive picture of an individual�s performance.

Keep It Legal

Due to the ever-changing nature of HR administration, put together a list of organizations to which you can turn for legal advice. Minimally, references should include membership in a national human resource organization (such as Society for Resource Management), and links to your national, state or regional government. Keeping this list up to date and having on-hand resources adds tremendous value to your HR department.

Read some suggestions on how you can make HR software work for you