Every HR department of medium to large corporations often apply policies that make employees work more efficiently. These can range from monthly bonuses for reaching quotas to not being tardy for a whole month to reprimanding people from eating in their workstations. According to Tyler T. Tysdal, not all of these policies work. Some even backfire and result in downtime and poor employee feedback. Here are some common mistakes HR departments often make.
Relying on outdated handbooks
Companies that have been open since the ’70s or ’80s can run the risk of relying on outdated handbooks. Employee handbooks should be updated often to include new changes introduced by the government or even the sector the company belongs to. Such outdated guidelines could include rules on employee behavior, communication policies, benefits, and terms of employee employment and termination.
Failure to document performance
Salary raises, promotions, and even employee termination should be based on quantifiable metrics and not just by seniority and conduct. Some companies fail to document the performance of their employees, and this can lead to problems in terms of not knowing their overall effectiveness. As for the employee, performance reviews are good indicators for them to ask for better opportunities within the company and the corresponding compensation.
Inaccurate job descriptions
When other departments relay an opening to HR, HR needs to know the job description of the vacant position. There is nothing worse than inviting people to an interview with the job description, not matching what the actual position entails. According to Tyler T. Tysdal, if your HR makes this mistake, it wastes the time of the applicants, as well as company resources.
Tyler T. Tysdal is the Managing Partner of Platte Management, a single-family office with active investment strategies in private equity and real estate. Learn more about Mr. Tysdal’s work by visiting this page.
Tyler T. Tysdal 