HR Impacts in Organization.
If you think about the employee life cycle, feedback is an essential piece in each phase – from new hires to activated employees to departing employees – and every transition in between. HR plays a central role in the success of each phase.
Here are some examples:
1. Recruiting – HR needs input about the hiring process from hiring managers and candidates. I’ve worked places where we conducted a new hire survey to get feedback from candidates about our hiring process. HR also needs to hear from management that the organization’s replacement and succession planning efforts are meeting the company’s talent needs.
2. On boarding – The best way to learn is by gaining knowledge and skills when you need them. Then being able to apply those new knowledge and skills. HR and hiring managers are tasked with making sure that employees learn what they need to know at the time they need to know it. Part of the process includes following-up with employees to confirm learning is on target, on schedule, and in alignment with the organization’s needs and goals.
3. Performance Management – HR and department managers are responsible for setting and communicating performance standards. This takes place during the hiring process, orientation, and on boarding. Once performance standards are communicated and employees receive proper training, then employees expect regular conversations about their performance.
4. Employee Satisfaction – HR needs to receive feedback about compensation, benefits, rewards, and recognition. They need to know that what the company offers is internally fair and externally competitive. This has an impact on recruitment, employee engagement, and retention. Often this information is gathered during an internal employee satisfaction survey.
5. Offboarding – Let’s face it – employees do leave the organization and that’s not always a bad thing. Even when employees leave, HR wants to receive honest, open input about the employee experience. Departing employees can be a source of candidate and customer referrals. There’s also the possibility that they might want to boomerang back to the organization at some point.
Himanshu29
From India, Vadodara
If you think about the employee life cycle, feedback is an essential piece in each phase – from new hires to activated employees to departing employees – and every transition in between. HR plays a central role in the success of each phase.
Here are some examples:
1. Recruiting – HR needs input about the hiring process from hiring managers and candidates. I’ve worked places where we conducted a new hire survey to get feedback from candidates about our hiring process. HR also needs to hear from management that the organization’s replacement and succession planning efforts are meeting the company’s talent needs.
2. On boarding – The best way to learn is by gaining knowledge and skills when you need them. Then being able to apply those new knowledge and skills. HR and hiring managers are tasked with making sure that employees learn what they need to know at the time they need to know it. Part of the process includes following-up with employees to confirm learning is on target, on schedule, and in alignment with the organization’s needs and goals.
3. Performance Management – HR and department managers are responsible for setting and communicating performance standards. This takes place during the hiring process, orientation, and on boarding. Once performance standards are communicated and employees receive proper training, then employees expect regular conversations about their performance.
4. Employee Satisfaction – HR needs to receive feedback about compensation, benefits, rewards, and recognition. They need to know that what the company offers is internally fair and externally competitive. This has an impact on recruitment, employee engagement, and retention. Often this information is gathered during an internal employee satisfaction survey.
5. Offboarding – Let’s face it – employees do leave the organization and that’s not always a bad thing. Even when employees leave, HR wants to receive honest, open input about the employee experience. Departing employees can be a source of candidate and customer referrals. There’s also the possibility that they might want to boomerang back to the organization at some point.
Himanshu29
From India, Vadodara
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