How to Create a High-Level HR Strategy for Your Tech CompanyNovember 8, 2021 No Comments
Featured article by Richard Grant
As a tech company, you know that HR matters. It’s a vital part of your company that affects employee happiness and retention rates, which in turn impacts the bottom line. More importantly, it can have a huge impact on cultivating a culture with strong values.
A good HR strategy not only attracts the best talent, but also trains them to meet company standards. It also provides a structure for employees to grow both professionally and personally. This blog post will help you create an HR Strategy for your tech company using digital tools.
How to create a high-level HR strategy
The HR function today is more complex than ever. With the amount of new technologies out there, it’s important to understand how your company needs to use them. To figure this out, take a look at your company’s goals and aspirations. When you need to create a human resource strategy, a good place to start is with your current processes, and ask the following questions:
- How are you currently assessing employee needs?
- Where can your current processes be improved?
- Are you consistently looking at and analyzing your business practices?
For example, if you have an employee survey, are your surveys based on traditional methods? Or do you have employees using internal tools like Slack, Trello, or Basecamp?
These questions can help you understand what processes you need to change and can help you see where your technology can fit into your business goals. But, how do you actually create a high-level HR strategy?
First, you need to consider your company culture and values. What do you value the most? What are the things that you want your company culture to represent?
If you want to attract top talent, you’ll need to know what your company culture is. Start by identifying and implementing values in your company’s system, team, and anywhere else your company collects data. These values should be consistent and realistic, and be clear to employees and management.
If you’re not sure how your values should be reflected in your company culture, you should ask your employees.
Once you have defined your company culture and values, then you can move on to your next step.
Using digital tools to create an HR Strategy
If you’ve done some research on how you can improve your HR processes, the next step is to use digital tools to build out a high-level HR strategy. With a few simple tech tools, you can share best practices, measure and learn from employee behaviors, monitor activity trends, and provide simple solutions to pain points.
While there are several all-in-one HR software suites available, you may want to consider individual tools that help you in different parts of the HR process, so that you aren’t tied to any particular suite. All-in-one HR suites can be highly beneficial, but you may run into scenarios where a handful of features are excellent, but another feature is flawed.
Here are some of the most commonly used HR software tools, and what they address:
- Benefits management software
- HR compliance management
- Learning management systems
- Time and attendance tracking
- Payroll automation
- Employee self-service portals
- HR analytics suites
Overall, the market for HR software is ocean deep – but there are core tools to address every need. Using the right tools can also give you insights into your processes that you can leverage to make improvements.
For example, many HR software suites provide employee analytics to help you track employee activity and behaviors. But all of that data doesn’t amount to much without proper data analysis, which can help you make better HR decisions. This is especially important if you have a particular department or group that is in need of improvement.
Final tips for planning an HR strategy
Planning a high-level HR strategy starts with outlining core objectives based on your existing processes, how to improve them, and anticipating future HR needs.
As you outline your objectives, you should:
- Evaluate your current tools and processes.
- Consider gaps between present and future HR needs.
- Formulate a plan to reduce those gaps.
- Research the digital tools that you need and prioritize them.
For example, let’s say your time and attendance tracking is already perfectly functional, but transferring the data to your payroll system can be problematic. In that case, it’d be beneficial to consider a payroll platform with built-in time tracking as one of its features, or at least a service that will take the time and attendance data you’re collecting and move it seamlessly into your payroll system.
If that sounds simple enough, it’s because it really is. While we can dress it up with fancy words, the entire point of planning your HR strategy is identifying your weak points, visualizing what you need to do to solve them, and getting those things into place.SOCIAL BUSINESS