Alyson Pellowe, from People Vision, offers 12 simple tips for making the most of your employees’ energy, skills and creativity.

Many senior mangers claim that their company’s power comes from its people. But how many of those managers implement the HR frameworks and talent management strategies that maximise that power? Certainly less than make the original claim.

A well-considered and structured approach to HR is the best way to get the most out of staff and – therefore – the business. However, all too often organisations think that HR starts and stops with recruitment. But nothing could be further from the truth. Commitment and consideration are key to effective HR management; and time and effort should being given to laying the foundations of a people-focused strategy. Here are some tips that could be used as a starting point:

1. Strategy and workforce planning
Let’s start at the very beginning. Not the interviews. Not the shortlisting. Not even the job ad. You need to make sure that you are getting the right people, at the right time, with the right skills. The best means of achieving this is to have an over-arching human resources strategy that is closely aligned with the wider business goals, and positioning the HR team as a true business partner. Remember human resource management is a sustained process, and strategy should always be kept up to date.

2. Policy
If strategy sets the framework, policy fills in the details. Are you covering all areas – from health and safety and employee review to equal opportunities and grievance procedures? Strategy and policy cover the way in which your employees should interact with each other, so keep all employees up to date; obviously those in the human resources know of any new workplace legislation, but what about other heads of departments?

3. Diversity and equality
Diversity makes good business sense. The most successful organisations often reflect the make up of their own local community, customers and partners. One of the most important policies you can set, therefore, is that regarding equality and diversity. From your recruitment process onwards you need to work out how equal opportunities affect all areas of the business. You should also ensure procedures for dealing with any victimisation, should your policies be breached, are well known and transparent.

4. Recruitment and selection
If you need someone in a hurry and are not recruiting internally, it can be tempting to approach every recruitment agency in town. But developing strong relationships with a select few can deliver better results.

Once you have your shortlist, make sure your interviewers know exactly what information they want from a candidate, and how to get it. Training interviewers can dramatically improve the process.

Talent management is also an important part of recruitment and selection for all companies, not just the big blue chips. Having a talent management programme in place ensures high-flyers are recognised early, nurtured and not poached by your competitors.

5. Compensation and benefits
Do you know what your competitors are offering? Make sure your package is competitive at least in terms of attractiveness and originality, if you can’t match in value. Remember your employees rely on you. Ensure payment systems for wages, sick pay and holidays run efficiently. The ‘computer says no’ isn’t going to endear you to staff!

6. Induction
Do you remember your first day in the office? Starting a new position can be disorientating; so make sure your induction isn’t just about ticking boxes. New staff should know what their role is, what the business does and how the two are related. As well as covering formal policies like health and safety, inductions should introduce the employee to the workplace facilities, the local area and any social activities. Tailor inductions for individual roles. After all, a new executive has different requirements to a trainee.

7. Employee relations
You also need to check your position on trade unions, grievance policy and discipline procedure regularly. You are also more likely to retain recruits who are engaged with your business. Company handbooks, employee consultation groups and participation in decision-making can all help employee relations. Make sure it’s not just one way – encourage feedback and communication.

8. Health, safety and well-being
Every organisation needs a site and job-specific health and safety policy. But it isn’t just physical injuries that cause loss of productivity. Stress-related illnesses also play their part. According to a 2007 survey by the Chartered Institute of Personnel and Development, workers suffering from stress take an average of 21 days off sick a year. This obviously has an impact on productivity. It’s worth implementing strategies that are designed to promote well-being and ensure employees feel able to discuss any issues and seek assistance in confidence.

9. Performance management
You make a significant investment in hiring new staff and returns must be managed. Appraisals are one way, but the quality of results depends on the quality of the appraisal itself. SMART goals instead of vague assertions are the name of the game. And don’t feel you have to stick to formal appraisals; consider alternatives such as asking clients, partners and colleagues to be involved. Well-managed appraisals will also identify rising stars and ensure they have what they need to progress.

10. Training and development
Nurture in-house talent and remember that training deserves budget in line with its benefits. Look at all possible options: e-learning, secondments and mentoring, as well as formal courses to really maximise the potential of your staff.

11. Career management and executive development
Remember that your employees’ continue to develop throughout their time in your company – so mechanisms for managing their longer term careers are vital. Otherwise you may find your most competent staff leaving for better positions at your rivals. And don’t forget succession planning; it ensures you are not left in the lurch when your CEO retires.

12. Exit
You must also make sure your redundancy and dismissal procedures are fair and transparent. But even if you run the best company in the world, employees will choose to leave of their own accord. You can use resignations as a learning tool. An effectively managed exit procedure can help you to gain valuable feedback about your organisation and, if necessary, make changes so that key employees are less likely to go in the future.

And finally…

One last tip. Assess for success. Measure all strategies and monitor results – it’s the key to understanding what works and what doesn’t.

People Vision is an HR consultancy. For more information click here.