You need to revamp your HR strategy. What tools can help you do it cost-effectively?

Please be careful when looking over your current situation. One of the prevalent mistakes is relying on one tool/technique or focusing on a single data source. For example, surveying your employees, analyzing internal HR results and KPIs, and evaluating gaps based on your organization's strategy are all internally focused. In addition to understanding what is happening in your organization, you must also analyze market trends, technological developments affecting your industry and HR, etc. This is a step that can NOT be too exhaustive. The more data and information you have, the better your new strategy will be.

Revamping HR strategy often involves leveraging cost-effective tools to streamline processes and enhance efficiency. Here are some tools that can help in this endeavor: * Learning Management System (LMS) * Employee Engagement Platforms * Survey and Feedback Tools * Time and Attendance Tracking Before selecting tools, it's crucial to assess the specific needs and challenges of the organization. Additionally, considering tools with scalable features ensures that they can grow with the evolving requirements of the revamped HR strategy.

There are two aspects here : Business relevance and functional excellence. HR strategy should be aligned to the business needs. This would bring the relevance. However, functional excellence is where HR plays a role like a consultant to business. These initiatives are often. ot pressing needs if business and even direct impact may not be visible. However, may impact employee experience, operational efficiency and future talent capabilities. Like succession planning, HR tech.

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Implementing a cost-effective HR strategy revamp can be achieved through leveraging tools such as cloud-based HR software, employee management platforms and analytics tools for informed decision-making.

I would start by creating environments that enable more employees at all levels to be involved. By organizing more workshops and team coaching sessions, I would ensure that goals are redefined and a road map is created with joint decisions.

To prioritize and allocate HR resources effectively, focus on tasks that require immediate attention and have the greatest impact on your overall HR goals. Use a prioritization matrix, RACI chart, and consider cost, urgency, and impact. Be flexible and regularly review your resource allocation plan as priorities change.

One thing I saw working very well, is to start from the business strategy, and defining how the HR will enable it. This approach will guide what is relevant for you and mostly important, what is NOT relevant for you as a company. In this sense, the HR roadmap should change/ be redefined / be checked when the business strategy change.

Most important is to have clarity on you goals and to prioritize these goals. To speak with people in similar jobs might help. The problems and goals you are dealing with might have been solved before by others. Also AI can provide you with information that can help you!

Eu iniciaria come?ando a juntar lideres multidisciplinares da organiza??o, para estabelecermos OKR'S necessários para a empresa como um todo. A partir da cria??o do objetivo central da empresa, divide-se os mesmos e define quais desses precisam ter a??es e projetos de RH. A partir disso, come?a-se a ter os OKR's específicos só da área de RH

Knowing and doing are two different aspects. Success of HR Strategy lies in its execution. How fast and effectively you convert your HR Strategy into process, systems and tools is key differentiater. HR Strategy evolves around tools and process used in Hiring, Training, Engagement, Evaluations, Succession planning, Rewards, Recognition, Communication, HR Automation and related Great Workplace enablers. Employee connect programs, town halls and feedback mechanism provides insights on status of HR Strategy and execution efficiency. Any gap identified in execution of HR Strategy need to filled timely with appropriate action and communicated to the stakeholders and employees proactively.

In the day-to-day, tools like Trello become my trusty companions, transforming the jumble of responsibilities into a neatly organized storyboard. From managing recruitment intricacies to tending to employee queries, having a well-structured daily plan not only boosts productivity but also brings a sense of order to the HR routine. In this personal approach to HR organization, it's more than just scheduling – it's about crafting an experience that maximizes efficiency while maintaining a sense of rhythm and harmony.

As per the HR roadmap definition, the selection of initiatives should follow the business needs, integrating initiatives aimed at ensuring the short-medium term goal (eg. upskilling of a specific functions connected to a re-organization) with initiatives are impacting more the medium-long term (eg. employer branding)

Sempre utilizo o trello para todos os projetos de RH, ele apoia na visualiza??o das atividades e acompanhamento de prazo. Utilizar software para comunica??o, feedback e avalia??o dos colaboradores também é bastante efetivo, entretanto, a implanta??o desse só é viável e útil se houver um bom plano de comunica??o antecessor.

The continuous monitoring and collection of relevant information through HRMS, surveys would help in ascertaining the progress and effectiveness of the strategic initiatives. Collection of data need not necessarily should include costly tools, but even with excel and power BI would help. The emerging Generative AI tools are expected to make analysis and reporting far more easier with cost effectiveness. Needless to mention, lest the monitoring and evaluation of the strategic initiatives meeting the desired outcomes are achieved, strategy remains just a dream.

Definir indicadores importantes de RH, medir qualidade, receber feedbacks. Acompanha-los através de dashboards é interessante porque pode ser colaborativo. Quando percebe-se alguma falha, entender junto aos dados e feedbacks as possíveis oportunidades de melhoria, e assim, ajustar

Gosto muito de realizar beanchmarks para entender a realidade dentro de outras organiza??es do mesmo segmento. Outro hábito é a participa??o ativa em cursos e palestras. Além disso, é bastante proveitoso fomentar "cafés de RH" com pessoas da mesma regi?o que atuem no mesmo segmento, assim pode-se aprender e estabelecer networking

In my experience, finding the right tools, and providers to enable the tools adoption, is a critical phase (however, I suggest to never start from the tool if there is not a clear need beyond). Of course, each tool needs to be able to be integrated with the people data platform you have (eg. HCM) in order to not miss the opportunity, even if it does not seem an urgent need, to make data analysis, people analytics. AI is already and will allow HR to do this more and more with less expensive tools.

One of the best ways for revamping your HR strategy is to take feedback from your employees. Every organization has its own technical and functional challenges. There is not much percentage of what you can copy paste from other companies. your employees need to be onboard while transforming the strategy and believe me, HR working close to its employees always brings the best results.

Tools like Workday/ADP make it easier to handle payroll & attendance ensuring things are accurate by reducing work for HR's. These tools help track time smoothly every day giving HR more time for important tasks. Communication tools like Slack/ Teams help members work together creating a friendly work culture. Platforms like TINYpulse/ 15Five get feedback from employees regularly making workplace more positive. Using Udemy/ LinkedIn Learning helps employees learn important skills which are for long-term growth. This way of working is cost-effective because it makes things more efficient & keeps employees happy. Looking at bigger picture & using different tools shows a senior's view of modern workplace helping organization adapt & succeed.

To revamp the HR strategy cost-effectively, it’s crucial to align organisation strategy with HR practices through regular audits. Leveraging technology to automate operational tasks is the key to optimising resources and enhancing overall efficiency. This includes the adoption of tools and systems that streamline processes, enhance communication, and provide valuable insights for informed decision-making.