What are some bad HR practices

HR Best Practices for 2020 - A Must-See List!

It's the year 2020 and the way we hire, develop and fire employees is evolving at a rapid pace. Now is a better time than ever to check that your HR best practices are up to date.

Did you know that 83% of employers believe that attracting and retaining talent is a growing challenge?

Or that 93% of employees say that they are more likely to stick with a company that has a sensitive employer.

The method of hiring and retaining employees in such an environment is not easy. When you add a bunch of young job seekers who have a different mentality than previous generations, it doesn't get any easier.

So what can you do to attract the best talent and make sure you offer a comfortable position; one that addresses all of the employees' needs and at the same time aligns with the company's goals?

You can get started by adopting our HR best practices detailed below!

What are HR Best Practices?

Simply put, HR best practices are principles of HR work that lead to great business results, regardless of the organization or industry in which they are applied.

Following habits and guidelines that are considered industry best practices can ensure that HR is doing its part to make the organization successful.

HR practitioners are unable to tread the status quo path of yesterday. Nowadays the industry is a vibrant and innovative scene. Companies with the best HR practices have their finger on the pulse of business strategies and advances in HR technology. Modern HR ensures continuous business success by meeting employee expectations, supported by technology.

It is important that you also keep in mind your company's immediate needs. HR best practices are not one size fits all. It is important to align the HR goals with the overall goals of your company so that the HR, business and strategy departments are in sync with each other. Remember: Building a successful set of human resource best practices is one that best fits the needs of the business and meets employee expectations.

To help the best HR departments focus their efforts on HR best practices, we've done the groundwork and listed our favorites. You can try these out in your own organization and see how they can help you increase engagement, improve employee retention, and much more.

Photo credit: ISHR Group

Revealing our HR best practices

The following list has been compiled to help you focus on improving the areas that we believe you have the best chance of seeing great results.

Image credit: Empxtrack

1. Recruitment and selection

Did you know that there are many "managers" who have never received formal training in recruiting? In most organizations, it is usually the HR professionals who have received formal training. Since not every organization has the benefit of formalized HR support, what can employers do to ensure they are hiring the right person?

  • Emphasis on culture - Be ready to bring your company culture closer to candidates by using a strong employer branding strategy. By emphasizing what your company stands for, your message will get across to applicants who are more likely to enjoy working for your company. A new employee who only discovers a company's culture during their first steps in the organization can have disastrous consequences for both parties.
  • Know the difference between a job description and a job posting - Before posting the job, consider the difference between a job description and a job posting. While a job description clarifies the technical aspects of the job, a job posting is essentially your sales pitch, and your best chance to promote your employer brand! Your job advertisement gives an insight into your company and its culture and names the most important competencies, requirements and qualifications in order to motivate interested applicants to read on and apply.
  • Keep track of candidates with an ATS - Applicant tracking is essential to maintain a valuable database of potential candidates that is sure to save you time and money in the future. The old days of paper and filing systems must be forgotten if you are to establish best practices in this area. Using cloud-based recruiting software allows you to see candidates more easily when a position is vacant. It also helps you ensure regulatory compliance and provide security and privacy to candidates.
  • Use technology to your advantage in job interviews - Don't be afraid to digitize areas of your hiring process. Using video interviews or even chatbots can quickly increase productivity without harming your business. A recent case study showed that a company made a $ 1.3 million difference in net worth while improving onboarding and management practices over a three-year period. You would be surprised how empathetic and open to conversation artificial intelligence can be. Save yourself face-to-face meetings with candidates who have the potential to be a good match.
  • Apply agile selection methods - Scouring job boards and using your social media are a given if you are serious about finding the right person. But how do you know they are capable, even if their experience and qualifications are right? If skills are your search, try a screening platform to help identify the most talented candidates. By investing in a screening platform, the risk of a bad match is reduced and you have at least physical evidence of what they are capable of. After all, time is money.

Photo credits: Personnel Management + Strategy

2. Training and development

There is a current trend of HR managers planning to invest in the education and training of their employees.

LinkedIn's research found that 68 percent of employees prefer to study on the job; 58 percent prefer to learn at their own pace and 49 percent prefer to learn where they need to be. So giving new employees the opportunity to learn from different angles is critical to keeping them engaged.

To get to the heart of this point, 87% of millennials rate professional growth and development opportunities as important to them in a job, second only to a good cultural fit.

Here are a few things to keep in mind when training and developing HR best practices.

  • Encourage self-directed learning - Consider giving your employees access to a workplace learning platform like Udemy. Your employees can access over 3,000 courses on critical topics such as development, marketing, IT and software, finance, and more, all developed by credible subject matter experts. Department heads can be responsible for assigning and managing courses while also being part of the induction of new employees.
  • Focus on subject-specific training - The most important thing to keep in mind is that your programs are relevant to your company and its goals. Also, set clearly defined goals for the program and clearly communicate the benefits and purposes of the program.
  • Give employees flexible roles or tasks - This enables them to make decisions that go beyond the level of their expected competence.
  • Let your employees know that you are investing in their long-term development. Offer mandatory and optional training for various disciplines. Encourage employees to follow their curiosity.
  • Bring employees in contact with external thinkers - Bringing industry leaders into your company to give motivational lectures or allocating a budget to employees attending industry conferences can be very influential. Employees can gain new perspectives and innovative ideas through contact with outsiders.

Photo credit: Stay relevant

3. Transparency

Maintaining an open, communicative, and feedback-driven organization is an HR best practice that is critical to making your employees feel trustworthy, valued, and respected. Here are some points that we believe are critical to promoting this culture.

  • Be open with co-workers Encouraging leaders to have open conversations with their teams can produce surprising results. This enables all employees to ask the management team hard and honest questions. This could include the company's financials, frustration with a project, or an issue that hasn't been brought up to management.
  • Be open to bad news - Transparency is taken more seriously by employees when managers are willing to share bad news. When management is willing to share bad news and even admit mistakes, it will be easier for employees to do the same.
  • Practice discretion - Discretion is just as important as transparency. Leadership transparency doesn't include sharing performance reviews, salaries, banking details, or any other incredibly sensitive information about employees or executives. Know where to draw the line to avoid holding grudges from your employees.
  • Set up different communication channels - The use of technology, such as B. Apps for teamwork can help to involve employees and keep them up to date with important information. It also gives employees the opportunity to speak freely with one another and with management. Holding department-wide meetings on a weekly or monthly basis can also help.

Photo credit: Prisma Recruitment

4. Employee benefits and incentives

We know that satisfied employees are usually the best and most loyal employees. Giving them perks and incentives is a great way to show them that you care about them and that you want them with you for the long term. However, sometimes it can be difficult to decide which services to offer. Here are a few that are part of our HR best practices.

  • Choose benefits that show you care - As we have already discussed, professional advancement comes first for every employee. The best candidates always want to learn, continue their education and refine their craft. Giving them the opportunity to sign up for continuing education courses can be a good option.
  • Understand what motivates employees - Employees perform better when they feel they are valued and valued by management. Conduct a survey in your office to understand what the majority think is important. Motivating employees with commissions or productivity as an indicator of a raise can help so that they don't have to wait until the end of the year for a bonus.
  • Choose salary increases instead of bonuses - A study by Google found that employees prefer a base salary increase to a one-time bonus because it has long-term effects. Keep this in mind the next time you have to decide between the two.
  • Be creative with incentives - not all incentives have to be money related. It can be a good idea to introduce a rewards program for the employees in the office. Or offer them greater independence at work when they are performing particularly well. Alternatively, you can make it easier for your employees to get to work with a range of commuter benefits; designed to take the toll for their the most stressful part of the day.

5. Compensation

The 2020 Compensation Best Practices Report gave us some important pointers about employee compensation. In a shrinking job market, getting the right pay is a critical part of any strategic approach to talent acquisition and retention.

  • Use more compensation data - Top performers consult salary market data more often than non-top performers. About a third (31%) of the top performers have conducted a market study within the last six months compared to 23% of the non-top performing organizations.
  • Compensation options vary - Companies with top performance are more generous with variable compensation and incentive-based bonuses (81%) than companies without top performance (77%). But increasing the compensation offer doesn't always mean giving more numbers. Other types of compensation to consider include extra vacation days, gift cards, corporate discounts, stock options, or profit sharing.
  • Training managers to communicate compensation - Research suggests that increased pay transparency also increases employee engagement and loyalty when the compensation strategy is well communicated. In addition, PayScale research has shown that wage transparency closes the gender pay gap. Companies that are among the top performers are more likely to have trained managers to communicate compensation (36%) compared to companies that are not among the top performers (30%).

Image credit: Battleson

6. Compliance issues

The old saying goes that you learn from your mistakes, but in the world of corporate compliance, it's best not to make those mistakes in the first place. Make sure you understand these points before your next audit goes wrong.

  • Use HR software - One of the most effective ways to navigate the world of compliance is to invest in some form of document management software to make sure your records are up to date.
  • Assign a compliance officer to your team - Entrust a team member with the responsibility to keep abreast of new regulations and changing labor laws. In addition, he can forward this information to the HR department to ensure that everyone is informed.
  • Hold compliance meetings for employees - It is definitely a good idea to provide ongoing training to employees so that they understand compliance issues. 15-minute training courses delivered online can improve compliance without disrupting performance or availability.

Photo credit: LegalZoom

7. Degrees

Quitting an employee is one of the hardest things to do in business. Although sometimes it is really necessary. If so, we recommend that you follow a few best practices that apply regardless of the reason for the cancellation.

  • Minimize the embarrassment of the employee - Hold the termination interview at a time and place that reduces the likelihood of contact with the employee's colleagues. Make sure you give the employee the reason for their dismissal and show empathy towards them, but not pity.
  • Do not apologize for your decision - Statements such as: "I'm sorry to have to let you go" do nothing more than confuse an employee, especially in the event of a causal termination. Choose your words carefully and write them down so you can practice if necessary. But don't go in and read off a piece of paper.
  • Have another manager or HR person present - The presence of another person can help defuse a bad situation. You also have such a witness who can testify to what was said and done at the meeting. You never know how the employee might react.

Photo credit: Lukas Engel

Innovative companies and practices

If you're looking for more inspiring HR best practices, take a look at the 100 best HR companies in the world. We've just put two of these in the spotlight to give you a quick rundown.


There is an article in the Harvard Business Review entitled How Netflix Reinvented HR.

Enough said.

In 2009, a video showing the Powerpoint presentation Netflix is ​​using to build corporate culture went viral. The infamous 127 slide presentation has been viewed nearly 20 million times and is still known for its relevant and influential content, even by today's standards.

Netflix is ​​one of the first major companies to introduce unlimited paid time off and do away with formal performance reviews. Instead, they ask managers to hold regular 360-degree performance reviews with their employees. We're talking about leadership from the front.

FedEx company

FedEx is a company with a track record.

FedEx claims that its success is a by-product of employee efficiency. The company found that well-treated employees turn into top producers, which leads to positive company growth.

In 1973, FedEx developed and practiced its "Human-Service-Profit" philosophy, which stands for excellent employee care. The company tracks employee satisfaction with its annual Survey Feedback Action (SFA) program. Management and staff meet to discuss the survey results, raise issues, and clarify how they can be resolved.

HR Best Practices Final words

As mentioned earlier, HR best practices are about making employees feel valued and satisfied in their position. Getting the right people to work for you is hard enough, keeping them there is another matter. Read our article on HR Best Practices so that you know about human resource etiquette next time around.

Photo credit: Priority HR

More reading

If you're looking for the best HR software out there, take a look at SoftwareWorld's list of the Top 50+ HR Software in 2020.