Human Resource Processes: Learn how to implement them

Human Resource processes are necessary, no doubt. Mainly because without people, there wouldn’t be processes. Some humans do most of the tasks, even in a process that’s highly automated and permeated by machines, with sensors and robots, someone will have to create the process at least and, moreover, make decisions based on the indicators that this process offers.

In this context, Human Resource processes are extremely critical to the achievement of corporate objectives and getting the expected results. In the following text, we detail how the connection between people and processes should be seen to bring the best return and more productivity for the company.

See also: Business Process Management Methodology, read all about it here.

Advantages of creating Human Resource processes

To derive the best benefits from Human Resource processes, it is necessary, first of all, to define them clearly, deploy them properly and then disseminate responsibilities and the company’s expectations for each of its employees. With this information, employees can:

  • Better understand the processes
  • Execute tasks with speed and productivity
  • Generate quality results
  • Associate performance with meeting targets

All this to show their managers that if the goals and indicators of the production process are achieved, they deserve recognition. And if the politics of recognition is defined clearly and widely publicized in Human Resource processes, the developer will know exactly what kind of return you receive, whether a promotion, an extra benefit or a bonus, etc.

There can only be one result: more productivity, processes performed with more accuracy and speed and the achievement of the strategic objectives of the organization.

View more: Learn all about Business Process Workflow right here.

The 6 key Human Resource processes

According to Chiavenato, a renowned specialist in Human Resources, there are 6 main processes in personnel management:

  • The process of choosing people: Select people with an appropriate profile for each position.
  • The process of implementing people: Once selected, people are integrated into the organization, positioned and evaluated.
  • The process of remunerating people: There are different ways, mainly divided into fixed and variable remuneration.
  • The process of developing people: Related to leadership development, organizational learning and acquiring new talent.
  • The process of maintaining people: Ensuring that employees are satisfied so that the organization does not lose talent.
  • The process of monitoring people: Following up on the implementation of goals and results by professionals.

For all these processes, the use of BPM software is recommended and can be developed with the right tools

Positive Competition: Get over yourself!

To overcome something, achieve a goal, we need to be clear where we want to go. It’s like that old saying: He who doesn’t know where he’s going, will never get there.

Thus, if the professional is clear with what to do, how to do it, in what time-frame and the criteria that will be used to measure their performance in each step and on all of the tasks performed in the process, he only has himself to beat.

He becomes a strict supervisor of his performance. The logic is to do the best, achieve the goal and reap the rewards. Simply to increasingly perfect themselves in the process of continuous improvement.

See also: The Business Management Process of Outsourcing, take a look here.

People + Process = High Performance

There are some prerequisites about Human Resource processes to getting these benefits: they should be fully organized and mapped. Their definition should be clear, and everyone should have access to these details. And what better way to do this? Automating Human Resource processes with BPM software.

With everything organized, the employee’s perception of their role in the company can change.

“That task is so well described, could it be performed by someone else? I better show my value by fully understanding each step, each performance indicator, and strive for my best to be recognized as the ideal person for the job. “

Expected gains:

  • Increasingly able professionals
  • Motivated employees
  • More knowledge of the processes
  • More productivity
  • High-performance results
  • Employees look for career advancement within the company
  • Minimize impact of turnover
  • Cost reduction
  • Achievement of targets

Human Resource Processes for Recruitment and Selection

Now that you’ve seen all the benefits of implementing Human Resource processes in general, we will show how this can be beneficial specifically to acquire new talent.

In a country where the legal proceedings are overly complex, mapped processes bring more speed and assertiveness to hiring, including lowering the cost of any labor claims.

But the most valuable benefit will be the selection of the best professionals. With defined criteria, chosen methodologies, detailed tasks for each employee involved in the process and, consequently, with trained and qualified professionals to perform the process of selecting in the best possible way, the reliability when choosing new employees will increase substantially. It will add staff with expertise developed in other companies into the organization, which may further promote performance and efficiency, especially in roles that require teamwork and information exchange.

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