How HR Can Drive Productivity

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Workplace productivity is essential for maximizing profits. Too many companies have productivity problems that prevent them from reaching their full potential.

The human resources department bridges the gap between the goals of the employer with the needs and abilities of the employees. A company’s human resources are its most valuable asset. They need to be equipped to do their job and comfortable in the workplace. They also need to be productive so that they contribute positively to the organization’s aims.

Here’s how the human resources department at your company can drive and improve productivity:

1. Recruitment and hiring

One of the biggest productivity killers is insufficient knowledge and skills. An employee may have the necessary qualifications to do the job, but they still need orientation. You might work with a software program they’re unfamiliar with.

During the recruitment phase, the responsible HR employee should make the job requirements and functions clear in the advertisement. That will prevent misunderstandings. The interview can draw out a candidate’s perceptions and expectations of productivity.

2. Monitoring

Productivity is a matter which can be measured and empirically quantified. It is then easy to determine if an employee is productive or not. Employees can undergo a productivity study by HR officials as part of their annual performance review. This type of information is recorded on the HR software system to calculate performance bonuses.

Before an employee’s productivity can be assessed, a benchmark should be set. It lays out how long a task should take to complete. This is usually calculated as an average. Employees should know about these benchmarks from the time they start the job. For instance, a typist should know how many pages they are expected to complete in an hour.

3. Training and development

Another vital component of the HR function is ensuring that employees have the education and learning opportunities they need. An employee who is equipped with the requisite knowledge can work more productively.

Each employee has different training needs. Taking a one-size-fits-all approach will be a waste of time and resources. There are occasions where mass training and development is needed. However, decisions around individual programs should be taken based on the employee’s specific needs. It maximizes the return on investment on the money spent on training and development. It also encourages and motivates employees by allowing them to self-actualize.

4. The work environment

A hostile work environment does not promote productivity. Part of the HR function is making sure that employees have a good working environment. It should be safe, secure, and fit for purpose.

Employees without workstations cannot be expected to produce the required work. An office that doesn’t have enough electrical outlets can affect productivity.

These are physical planning functions, but they also fall within the ambit of the HR department’s responsibility. The HR personnel must make sure that employees have a conducive workplace that facilitates productive work habits.

5. It’s the little things that count

Sick or overworked employees don’t give the organization what it needs. They might put in the hours, but that doesn’t mean they produce the results. The HR department should focus well-being through wellness checks and encouraging employees to maintain a healthy work-life balance.

Flexibility in the workplace is vital on the part of employers and employees. A lot of companies expect their workers to be flexible about their work schedules.

But when the employee needs some flexibility, the employer doesn’t want to hear of it. Employees who see that the employer is willing to accommodate them to a reasonable degree are more likely to put their full effort into their jobs.

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