HR practices that are 2000 & late – Part Deux

Aaaaaannndd we’re back!

We’re playing “Are you ahead, on top, or behind the HR game?” and last week we had questions on recruiting, performance management, and trends in business.  This week focuses on your knowledge on the latest goings on in HR.

Let’s Get Ready to Rumble!super mario bros

 

 

 

 

 

 Q:

  1. During these tough economic times, organizations are trimming headcount, merit increases, salaries and benefits to keep costs down.  Are you offering alternatives to staff to offset these cost cutting measures,  such as flexible schedules, extra vacation time, etc.?
  2. Are you making business decisions without data?
  3. Are you outsourcing any of your HR functions or processes and gaining efficiencies or cost savings with them?

 & A: 

  1. Just like every organization is trying to figure out how to make do, so are employees.  Life is about  compromise and trade-offs.  Why not offer something your employees value at minimal cost?  Keep ‘em happy, keep ‘em loyal and at the end of the day, you’ll get to keep ‘em.
  2. When you make decisions without data, you’re upping your chances of making the wrong one.  Without data, who is really taking you seriously?  Imagine your organization’s leader saying to you that  he has this gut feeling that the organization isn’t doing so well.  Sure, he’s right but he doesn’t sound like he’s the right person for the job.
  3. Outsourcing is not always the holy grail of efficiency and cost savings.  ExcellerateHRO is getting out the outsourcing business because it discovered that it’s not making any money.  Other companies have had a tough go at implementing their contracts, especially when they are highly customized.  And on occasion, offshoring work can pose challenges and require contingency plans perhaps not previously considered, such as in the case of organizations outsourcing to Mumbai.  Outsourcing can still work, but only if you can keep your processes simple and you’re extra careful to cross your t’s and dot your i’s.

How about adding suggestions on any other HR practices out there that you think should be considered old school?  Submit some comments!

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