What are HR processes?

HR processes refer to the fundamental strategies necessary to support the employee lifecycle and a positive employee experience. Each HR process follows an intricate pathway that demands strategic planning according to specific parameters and objectives. While every process involves its own procedures, all processes are interdependent.

What are some examples of HR processes? 

The core HR processes include:

Let’s take an in-depth look at performance management, for example, to understand what a process looks like. Performance management involves evaluating people’s productivity, efficiency, and work quality while also offering performance improvement options through coaching and training. As an HR process, performance management encompasses:

  • Establishing a clear company vision
  • Setting realistic personal goals
  • Continuously providing constructive feedback
  • Offering upskilling opportunities

To design an effective performance management process, HR must first ensure alignment between leadership and each department’s organizational strategy, a credible and transparent performance management system, and an appropriate framework for completing each step of the process. Only then can HR get started with the performance management process of planning, checking in with professionals, and reviewing their job performances.

Why should HR leaders care about HR processes?

HR processes serve as an organization’s arteries, carrying the lifeblood to every department and nurturing company-wide health. Systemic approaches can help HR leaders promote efficient processes, thereby boosting productivity, retention, and engagement in the workplace.

What’s the difference between HR processes and systems? 

A system is a unified whole made up of interdependent processes. An HR management system encompasses all HR processes, creating a cohesive unit so the company can manage its workforce and deliver valuable services or goods to its customers. Today, most HR systems are software-based and involve digital automation.

What is end-to-end HR process management? 

End-to-end HR process management means that HR is responsible for carrying out every people process from start to finish. Process management is comprehensive, involving breaking down each task into smaller steps so the process can flow smoothly. 

For example, end-to-end onboarding does not involve a mishmash of duties HR teams must accomplish at some point. Rather, onboarding demands a sequence of actions to take at the beginning and end of the process. The initial stages could include emailing a job offer to the candidate, completing new-hire paperwork, and sending an informational welcome package.

In contrast, the final stages may involve emailing the onboarding schedule to the team manager and scheduling a welcome meeting for the new team member.

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What are the advantages of HR process automation?

HR process automation assists companies in their HR processes, such as recruiting, hiring, paying, upskilling, and offboarding their people. Automation brings HR processes to the next level while also improving:

What can HR leaders do to manage HR processes effectively?

HR leaders can incorporate the following methods into their approach to process management:

  • Review objectives. HR leaders should regularly check that process objectives align with company goals. Reassessing by asking a series of goal-oriented questions allows HR to ensure they’re progressing in the desired direction.   
  • Let automation do its job. HR tech automation helps processes function more smoothly. For instance, team members and managers can use task lists instead of handwriting an infinite number of items on a to-do list. These remind people of their responsibilities while simultaneously allowing for convenient back-and-forth collaboration. Tech automation facilitates this crucial communication between professionals during processes such as onboarding, offboarding, and employee transfers.    
  • Maintain flexibility within the framework. Using tried-and-tested management methods can help HR track progress, pinpoint areas for improvement, and redesign practices for better functioning. While a data-based framework provides structure and guidance, HR deals with humans, so there must be room for flexibility, critical thinking, and differing perspectives. Thus, within each HR process, HR must continuously assess its workforce data to ensure it consistently and accurately reflects its people.  
  • Listen to your people. Individuals offer wellsprings of advice, information, and experience about how HR can better adjust process components. After running an employee satisfaction survey or a performance review with multi-directional feedback, HR professionals can glean how to improve processes internally.

How can well-managed HR processes improve company culture?

Seamless HR processes are essential for continuous workplace productivity. As people are the most valuable asset of any company, ensuring a positive employee experience is critical. HR processes that flow efficiently drive results that drive job satisfaction, engagement, and productivity—key elements in a robust company culture.

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