In today´s digital environment, many changes are being made to HR systems. We´re digitalizing our processes by deploying new human capital management tools. However, apart from bringing our processes online, do we also dedicate enough attention to updating our processes? Because a lot of old HR processes surely could use an upgrade to make employing easier.
Here are some examples of old HR processes that in this era are a little bit outdated and you might want to consider getting rid of them.
Processes that show you don´t trust your employees
You should get rid of all processes that imply you don´t trust your employees. If everything goes well, you hire great people, who deliver great results so why not take trust as a base and only deal with the exceptions instead of making all your employees jump through crazy hoops. Some examples of processes you should probably get rid of sooner than later to make everyone´s life easier:
- Requesting a doctor´s note when sick for more than x days
Do you really need proof that your employee is sick? Don´t you trust your own employees that if they say they´re sick, they are actually sick? This is just hassle for both sides.
- Check in and check out to control hours in the office
What do you care more about, hours spend in the office or actual work delivered? Probably the latter so you unless you need to bill clients for hours spend on their projects, you should probably get rid of your clocking system.
- Block certain internet sites
Again, if your employee delivers the output they should deliver, why do you mind if during their coffee or lunch break or after hours they do some personal errands? Blocking internet sites outside of what is needed for work is another sign of distrust and can easily be avoided.
- Tracking keystrokes and other KPIs
Some companies are using software to track keystrokes or other KPIs of their employees. This basically comes back to what has already been mentioned above, if your employee is delivering the required results, do you need this?
No referencing policies
Some companies forbid manager to give references for their former employees because they are afraid of lawsuits. But, referring back to the trust issue, if you don´t trust your managers to avoid lawsuits when giving references, do you trust them with the work they do for your company and with managing employees?
Many companies like to have their employees structured in a bell curve in the annual performance review. However, the bell curve implies that you can´t have an all-star team, there need to be average performers and underperformers and there can only be a few outstanding performers. But, why would you want this? Do you want to encourage your managers to hire mediocre employees because they already have some outstanding performers? Or, to not get rid of the underperformers because they need to deliver a bell curve team? Or, to downgrade someone´s performance because the right side of the bell curve is already filled? Probably not so just get rid of the curve.
The policy to get your manager´s approval before pursuing a new role in a different department is not helping either. If your employee wants to make a move, he or she will make it, and if it´s not with you, it might be with your competitor. In order to keep your talent, encourage internal mobility instead of preventing your employees from making a move.
What other old HR processes do you think we should get rid of to make employing easier?