Companies can be defined as a group of people who seek to achieve a common goal and receive a legally constituted form of profit. A simple and objective definition.
But you may have noticed one thing: there is no mention of technology, projects, machines, capital or buildings.
Think about it: if we talk about all these things, but do not include the people in the definition of what is a company, this definition is incomplete. On the other hand, I did not have to use any of the above terms for us to reach a very reasonable definition of what a company, a business or an organization is.
And this only underscores an important point we want to emphasize: it is people that drive companies, that have ideas, that set goals and outline plans. It is people who give and receive orders, operate machines and lead groups that collaborate and celebrate results.
In other words, people are the soul of a business! And, after hearing about this, the importance of factors such as organizational culture or Corporate Values become even clearer. Concepts that make no sense to machines, installations, actions or technologies, but are the basis of the guidelines and decisions that people make.
It is for all these reasons that this post will address one of the most important types of processes of any company or organization: HR Processes, Human Resources, (or human talent, as some prefer).
The importance of HR processes in companies
HR processes must take into account two main aspects:
- They are responsible for attracting, selecting, training and maintaining human talent in a company.
- In the sensitive area of “labor claims/complaints” in the case of disagreements and also, in many companies, the workforce represents much of the fixed costs, the payroll.
Therefore, the importance of modeling HR processes with the greatest care is quite evident, unlike many managers and entrepreneurs who overly focus on production processes (looking at HR processes as just a Personnel Department with bureaucratic functions), forgetting that Human Resources are responsible for providing the people who manage and operate these processes, from the factory floor to the CEO.
In this context, modern Human Resource Management must prioritize what is called strategic HR management, ie an alignment with the strategic objectives of the company and the support of senior management so those objectives can be attained.
And this is only possible if those responsible for the Human Resources department help the company in issues such as these:
- To attract and select the most suitable employees in order to achieve the stipulated goals.
- To retain talent in the company (it involves remuneration, incentives, motivation, climate etc.).
- To maintain a healthy organizational climate and take action when necessary.
- To empower the organization’s members to perform their tasks properly.
- To ensure the dissemination, assimilation and maintenance of the company’s culture, as well as its values.
- To make the knowledge of the company’s management into an asset that can be used by employees when necessary.
But how do you put all this into practice?
To help you to better understand how HR processes work, we have separated two practical examples, already drawn in process diagrams, so you can use them as models and easily adapt them to the characteristics of your company.
2 examples of HR processes to adapt for your business
Employee Recruitment HR Process
As we mentioned, this is a critical process, such as in the case of improperly hiring, the termination costs, severance pay, recommencement of the selection process and training etc., are very expensive. Have a look at the main stage of HR processes:
- After the request to fill a vacancy from within a department, the Area Manager does or doesn’t approve the future contract necessity.
- HR consults curriculum’s and disseminates the job, receives more resumes, makes selections and sends them to the original vacancy requester.
- The requester then selects some or asks for more if they don’t approve of any.
- HR calls the selected candidates for interviews, does screening and testing, and sends the best to be interviewed by the requester.
- After the applicant is chosen, HR notifies the applicant of when to start and what steps to take, and notifies the others that did not pass the process, and also to inform them that their resumes are in the database for future opportunities.
Then, the following process provides for the on-boarding of the new employee.
Want to check out this process?
New Employee On-boarding HR Process
As you can see, this is one of the more complex HR processes. It is divided into five pools and some of them into lanes.
What is important to note here is that the employee on-boarding process is crucial to making them feel welcome and getting to know the company culture, values and principles. In addition, any legal paperwork must be correct and made with due caution, preventing abuses and allowing the best of this talent to be tapped by the company as soon as possible, but without causing discomfort.
To see more details on each task of this process, you can access this article:
Employee on-boarding process flow chart.
At the end of it, you find a link that will take you to a bpmn editor online with the full process fully editable!
These processes are already created with BPMN 2.0 notation, the interface is very intuitive and super easy to move around. You can adapt it to the realities of your business hassle free.
Ah! Almost forgot! Here is the link to the detailed post for the recruitment process, just click, access the process and edit it the way you want: HR Processes – Recruitment