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Best Practices in HR

HR is a crucial department in any organisation or business office that plays a critical role in the development of a company. For many years, HR best practices have been divisive and a hot topic of conversation among expanding firms. It is a plan, philosophy, or idea that is universally acknowledged by businesses in order to provide them with the greatest possible business execution. This is true regardless of the firm, industry, or specialty to which it is applied.

However, we cannot generalise the best fit case for HR best practices to any format, and a clear HR goal is required. This HR goal should revolve around a razor-sharp goal that is shared by all business departments.

These techniques will assist you in envisioning a future in which you have better employee engagement, enhanced team retention, and much more.

HR practices aim to identify company needs and develop strategies to address them, while HR activities are in charge of putting those plans into action.

The HR practices should generate a logical transition to HR activities directly in order to link with the practice. If one or the other is neglected, a disconnect will develop that will be felt throughout the organisation. Working in such a way that your organisation can function in this manner is not an issue, but it is not optimal.

Here are the 10 best HR practices:

1.    Create a Happy Workspace

Maintaining a secure, healthy, and cheerful working environment is one of the best ways to keep employees focused at their desks and in the workplace. Creating a home-like environment that encourages employees to be dedicated and stay with the business for a long period. Surveys should also be conducted to gather their ideas and observations about the office’s current state. You can use any printed forms or HR software to run an anonymous employee survey programme and collect feedback.

2.    Open-Book Management

We imply having a transparent business when we say open-book management. Employees must also be kept informed about company developments.

3.    Providing Bonuses based on Performance

Rewarding employees who have been innovative and have gone above and beyond for the company is a fantastic method to keep them motivated. Bonuses must be structured in such a way that employees understand that they will not be paid unless the company achieves a certain profit level. The success of the team and the individual’s performance could be added to the list of factors. It also aids in retaining the dedicated and committed person in the office.

4.    360 Degree Performance Management

This methodology, which necessitates feedback from peers and juniors, has been widely embraced as the most effective means of gathering performance feedback. Everyone in the team is responsible for providing timely, constructive, and positive feedback.

5.    Neutral Evaluation System

Creating an evaluation system that connects individual achievement to corporate business objectives is of paramount importance. Every employee should have a clear understanding of their reporting responsibilities. Employees should rate themselves as part of the appraisal process since it empowers them. When an employee’s achievements are recorded over the course of a year, the evaluation becomes neutral. Aside from the immediate employer, each employee should be examined and graded by the next higher level as a reviewer for more objectivity. If the immediate boss obtains cross-functional feedback from another management (for whom this employee’s job is also critical), the system will be more just.

6.    Knowledge Sharing

A systematic method should be taken to guarantee that knowledge management complements strategy. Store and save knowledge in databases to improve access to information previously provided by the company or its employees on the company’s knowledge portals. When an individual returns from any capability or skills development programme, it may be deemed crucial and required for them to share crucial knowledge with others. These knowledge-sharing platforms should also be used to share new and innovative ideas. In any case, maintaining a knowledge base and storing data necessitates more extensive planning.

7.    Highlighting Performers

Through the workplace intranet, display boards, and other means, the best performance and employee achievement must be highlighted. It will raise their morale and motivate others to do their best in order to foster a competitive climate within the firm.

8.    Discussions and Feedback

Organizations that want to come up with big ideas and try to put them into action are working on it. Employees have an important role in developing and discussing the concept, and they are a valuable resource. The only thing that may prevent outstanding ideas from being implemented in your organisation is a lack of planned and targeted mechanisms. Open house conversations, employee-management meetings, suggestion boxes, and tools like Critical Incidents are just a few of the options available.

9.    Rewarding

Working on recognising skill alone may not be enough; you must combine it with public recognition. Receiving a monetary incentive is frequently less important than hearing loud acclaim from coworkers in a public setting.

10. Unexpected Rewards

Finally, you should frequently surprise your staff with unique items such as a reward, a present, or a certificate. Reward not only the top achievers, but also a few more who require encouragement to achieve at their best.


Google is one company where great HR practices have contributed to employee satisfaction. One of the most important factors contributing to Google’s success is creating an environment where employee happiness is a top concern. Free healthy meals, on-site laundry and workout centres, paid parental leave, and daycare for children are all available.

With an average salary of $140,000, the employees have no problems with their pay. Even new hires can expect to earn roughly $93,000 per year. Google provides transportation and a flexible work environment, including the option of working from home. They give importance to maintaining transparency and encouraging staff to set lofty goals and learn from setbacks.

By implementing flexibility and training within the HR best practises of your corporation, you can see higher employee retention and happier employees who contribute to the success of your corporation.

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