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The 7 Worst HR Mistakes to Avoid

12th September 2019

Ellie Coverdale is a writer on technical and recruitment topics at Do an assignment and Literature review writing service. Her goal is to help individuals and organizations get connected for smart fit hiring practices. In addition to these subjects, she also teaches useful writing skills and techniques at Boom Essays. Here she gives her view on the 7 mistakes HR should avoid.. 

“The human resource department is one of the most critical parts of an organization, connecting employees across the company to the training, management, and tools that they need and establishing a talent recruitment and retaining strategy. Due to its importance in the business, a mistake made by HR has the potential of having major impacts on the rest of the organization. We researched the costliest and most common HR mistakes and how they can be prevented so that you can make sure to avoid them within your own company.

1. Ignoring Employee Issues

It’s normal for employees to report problems to HR, but what’s unfortunate is when these issues get ignored. This happens more frequently than we think, and it leads to more problems like tensions between employees, higher turnover, and hostility or lack of engagement. One way for HR to fix this is to sympathize with the employee and take concrete action to resolve their issue.

2. Hiring Based on Interviews

A lot of HR managers seem to think that the interview is the most important part of deciding whom to hire. As per the explanation provided by Jeanine Ritchie, an HR manager at Academized and Best essay writer, “the issue is that a candidate can sell themselves really well but they may not be the best fit for the organization. Instead, try to include more steps in the hiring process that will determine if they fit in the corporate culture to make sure you’re hiring the best person.”

3. Develop a Clear Salary Increase Strategy

You should be transparent from the start about how performance reviews and salary increases work within the company, so you’re not creating false expectations about annual raises. An alternative option is to create a salary cap for each position, and putting down in writing some clear and consistent benchmarks for determining how to grant salary increases.

4. Lack of Management Training

Managers are the core of your business, and it’s important to make sure they’re well trained for the position. Make sure your managers are clear on the rules of HR and hiring, can be flexible and autonomous, and understand the values and ethics rules of the company. Failing to do this can put your business at risk of failure or lawsuits.

5. Incorrect Disciplinary Actions

Studies have shown that discipline by using punishment will create a culture of fear and resistance and are not the right way to go for a successful organization. Tessa Brookston, a recruiter at Paper Fellows and State of Writing, shares her suggestion for disciplinary action: “Instead of creating situations that can escalate out of control, HR managers should approach discipline discussions by having an open conversation, reflecting on the employee’s perspective, and asking permission to give feedback.”

6.Poor Hiring Decisions

Making a bad hiring decision and then having to replace that person can be quite a costly mistake for an organization, especially a smaller one. Look for candidates that will fit well within the organization’s culture and can grow and adapt as needed. It’s more important to find the right candidate with good soft skills that can learn the hard skills needed than finding someone that fits the criteria on paper but can’t work as a team or adapt to change and a large learning curve.

7.Weak Onboarding Process

A solid onboarding process will help new employees integrate more quickly and be able to contribute positively to the organization sooner rather than later. It also helps build trust between the employees and the organization and helps create a more confident workforce. Review your onboarding process and make sure it includes a detailed and clear view of the company, its values and objectives and corporate culture, as well as what training is required for each unique position. Write it out clearly and have a schedule for onboarding and training, and be consistent at applying it for all new hires.

By avoiding these 7 common mistakes that are very costly to HR departments, you’re building a better HR strategy and setting yourself up for success. Committing just one of these mistakes can be enough to send a budding start-up into failure before it can even develop and grow.”

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