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Guidelines for Effective Human Resource Management Guidelines for Effective Human Resource Management

Guidelines for Effective Human Resource Management

While the guidelines set forth below may seem mundane, in this challenging employment environment, some or all of these criteria may be worth considering as you manage your workforce.
First, obviously, recruit the best people available within the economic constraints of your financial position. 
Second, review wage and benefit comparables. After obtaining and reviewing the available comparables, consider their applicability to your workforce and your budget. From a hiring and retention perspective, it’s necessary to remain competitive. It can be helpful to establish a percentage guideline for where you want the organization to fall on a scale of competitive comparables. For example, you may decide your wage and benefit package should fall within the 80th percentile of employment packages offered in your market.
Third, studies have shown that wage increases provide only a short-term bump in satisfaction, even though maintaining relatively competitive wages and benefits is essential, but non-quantitative actions impacting the manner in which employees are treated can have long-term benefits. Professionally compliment employees for performing at a high level. In today’s market, employees clearly want to be recognized and treated as valuable contributors to the company. Employees in more recent generations are also motivated by being exposed to challenging work as a means of enhancing their skill sets. Many studies ranging back to the 1960s have demonstrated that it is imperative to provide employees with simple jujubes (little goodies), which improve and sustain positive morale. 
Fourth, when an employee is not meeting expectations, don’t ignore the problem by hiding your head in the sand. Directly meet with him or her in a professional, non-demeaning manner to clearly express your dissatisfaction. If feasible, provide the employee with guidance on how to improve his or her performance. Obviously, it is imperative that you document your communication in writing. Face-to-face meetings are preferable to emails or texts.
Fifth, when implementing new policies, explain the rationale for the change to employees. Your team wants and deserves to understand the basis for a new or modified policy or process. If you are unable to explain the rationale for the change, consider reevaluating the basis for the new policy or process before implementation.
Sixth, as always, treat employees in a uniform and consistent manner. 
Finally, in this dynamic society, be ever diligent in trying to understand what motivates a changing workforce and seek input and guidance from a range of generational groups working within the company or prospective recruits.
All employers will continue to face enormous human resource challenges. However, we should welcome, rather than fear, such challenges and remain actively engaged in the process of resolving them.

For more information, contact a member of our Labor, Employment and Immigration Group

This publication is intended for general information purposes only and does not and is not intended to constitute legal advice. The reader should consult with legal counsel to determine how laws or decisions discussed herein apply to the reader’s specific circumstances. 
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