June 9, 2023
10 tips to optimise your HR policy
Throughout the different growth phases of a start-up, scale-up and SME, the approach to attracting and retaining talent also evolves. Has your organisation gone through many evolutions? Is it time to take the next step and optimise your HR policy so that you are ready for the future?
Our HR experts gladly give you 10 topics that are crucial for the development or optimisation of your HR policy, taking into consideration the needs, wishes and well-being of your employees.
1. Must do's
As soon as you employ staff and as soon as certain number of employees is exceeded, there are a few legal obligations that must be complied with. Are you aware of these social, fiscal and labour law obligations? Does your organisation have the correct (and up-to-date) information or is it best to focus on this in the future?
2. How do I attract the right candidates?
An organisation cannot function without its employees. That is why attracting the right people is crucial for the success of an organisation. Do you use job boards? Experienced in targeting on social media? Do you look beyond the traditional CV and really get to know your candidates? How do you focus on the onboarding of new employees?
You can find talent in various ways, but not everything will work for your organisation. Be creative and make sure you can make a difference at the start of the recruitment process and that all candidates have a positive candidate experience.
3. How is your organisation positioned in the market?
Or rather, how advanced is your employer branding? Authentic employer brands are the strongest as they directly lead to more and better candidates, a positive connotation on the labour market and also to employees who are proud to be part of the organisation and the brand. Want to combine forces and let recruitment, marketing, design and development flow together in this process? Unikoo can support you in this from A-Z.
4. Noses in the same direction
Mission, vision and strategy are concepts that sound familiar to you as an employer and entrepreneur. But do your employees also know what they stand for? Transparency in this and good leadership help attract employees, create commitment and help shape the company's identity. So it is important to invest in this too. Really go 'next level' here? Give your employees a say and involve them in determining the strategy and objectives and make them ambassadors of your company.
5. What's in it for me?
The question that (future) employees ask and which is not unimportant in order to offer them transparency in the field of pay and remuneration and to be able to present attractive employment conditions and benefits as an employer. In 2023, it will no longer be all about remuneration per se, but rather about the benefits that an employer can offer.
6. Is training the new retention?
Your business is growing, but are you making sure employees can grow with you? Offering the right training and development opportunities to employees both ensures individual development but will also lead to increased efficiency, performance and productivity, expansion of skills and knowledge, increased loyalty, etc.
From 2023, it will be compulsory to draw up a training plan for companies with 20 employees or more. So, in addition to a legal obligation, this is also the perfect opportunity for an organisation to go the extra mile. In doing so, look beyond the traditional learning offer. "Learning" in 2023 is a domain that is rapidly evolving with innovations in microlearning, game-based learning, augmented reality, etc.
7. How do employees achieve their potential?
Connecting and engaging people throughout the duration of the cooperation requires a policy that pays attention to the development of their skills and competences, the growth of employees through feedback and evaluations, etc. Important here is not only to look at the individual, but also to include the team and the organisation. This allows you to include team and organisational objectives in the process, in addition to steering on personal objectives.
8. Feel good, especially in the workplace
A huge cliché, but yes, we spend more time in the workplace than in our home environment. That is why providing a pleasant and safe working environment is essential for the health and (mental) well-being of employees. Create a working environment where everyone feels welcome and valued, regardless of their background, and thus also form the key to diversity, inclusion and equal opportunities.
9. Driven by technology
Technology plays an important role in our daily lives, so too in an organisation's HR policy. By using technology, HR processes can be made more efficient or even automated, which can save time and resources and improve data accuracy. In addition, technology also has a crucial role and positive impact on the entire employee life cycle and employee experience.
Having all HR-related data available at a single glance, we would be happy to examine with you which tools could add value for your organisation.
10. Thinking ahead and anticipating
Despite the fact that as a company you focus on all the above topics, employees may still leave the organisation. Preparing for the future with succession planning and a back-up plan for crucial positions is therefore of great importance. As an organisation, do you have a concrete view on succession in these relevant functions? Have you already examined the possible avenues? Nobody wants to assume departure scenarios, but preparing for a possible departure as a company can save you a lot of worries.
What makes you Uni(e)koo
Because every organisation is unique. Every organisation will have different priorities depending on factors such as company size, sector, etc. That is why we are happy to help you optimise your organisation's HR policy. With our extensive HR maturity scan, our HR experts map out where the challenges lie for your organisation, provide hands-on advice and draw up an action plan together with you.
Discover now the maturity of your organisation’s HR policy with our Quick Scan!