10 tips to optimize your HR policy

1. Must do's

As soon as you employ staff and as soon as certain employee numbers have been exceeded, there are a number of legal obligations that must be complied with. Are you aware of these social, tax and employment law obligations? Does your organization 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 organization cannot function without its employees. That's why attracting the right people is crucial to the success of an organization. Do you use job boards? Experienced in targeting on social media? Do you look beyond the traditional resume and really get to know your candidates? How do you focus on onboarding new employees?

You can find talent in various ways, but not everything will work for your organization. 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 organization 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 in the labor market and, in addition, their own employees who are proud to be part of the organization and the brand. Want to join forces and let recruitment, marketing, design and development flow together into this process? Unikoo can support you in this from A-Z.

4. Noses in the same direction

Mission, Vision and Strategy are terms that sound familiar to you as an employer and entrepreneur. But do your employees also know what they stand for? Transparency and good leadership help attract employees, create engagement and help shape the company's identity. So it's important to invest in this as well. Really going to the next level in this? Give your employees a say and involve them in setting the strategy and goals and make them ambassadors for 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's no longer just about remuneration itself, but factors such as passion, purpose, work and personal happiness... are also taken into account. Both candidates and employees look at the total package where you, as an employer, can make a difference in the labor market.

6. Is training the new retention?

Your company is growing, but do you also ensure that employees can grow with it? Offering the right training and development opportunities to employees ensures both individual development but will also lead to increased efficiency, performance and productivity, expanding skills and knowledge, increasing loyalty, etc.

From 2023, it will be mandatory to draw up a training plan for companies with 20 employees or more. In addition to a legal obligation, it is also the ideal opportunity as an organization to go the extra mile. In doing so, look beyond the traditional learning offer. In 2023, “learning” is a rapidly evolving domain with innovations in microlearning, game-based learning, augmented reality, and so on.

7. How do employees achieve their potential?

Connecting and engaging people throughout the duration of the collaboration requires a policy that focuses on the development of their skills and competences, and the growth of employees via feedback and evaluations etc. The important thing here is not only to look at the individual, but also to visualize the team and the organization. This allows you to not only focus on personal goals, but also involve team and organizational objectives in the process.

8. Feel good, especially in the workplace

A huge cliché, but yes, we spend more time at work 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 work 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, including in an organization's HR policy. By using technology, HR processes can be more efficient or even automated, saving time and resources and improving data accuracy. In addition, technology also has a crucial role and a 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 work with you to see which tools can offer added value for your organization.

10. Thinking ahead and anticipating

Despite the fact that, as a company, you are committed to all the above topics, employees can still leave the organization. Preparing for the future with succession planning and a back-up plan for crucial positions is therefore of great importance. As an organization, do you have a concrete view on succession in these relevant functions? Have you already examined the possible routes? Nobody wants to assume departure scenarios, but preparing for a possible departure as a company can save you a lot of headaches.

What makes you unique

Because every organization is unique. Depending on factors such as company size, sector... each organization will have different priorities. That's why we'd love to work with you to see how we can optimize your organization's HR policy. With our extensive HR maturity scan, our HR experts map out where the challenges lie for your organization, provide hands-on advice and work with you to draw up a plan of action.

Find out how mature your HR policy is now via our Quick Scan!