Sir Francis Bacon once said, “Knowledge is power.” How does your company handle its knowledge about itself, that is, employee records? The answer to that question can indicate the effectiveness of both your employees and your organization.
A company can collect more data than any other business, but if that information is not accessible and utilized well, what good is having the data in the first place? Or, as Aristotle said, “Knowledge without implementation is useless.”
Here are four questions to help assess the current state of your HR department’s data management processes:
3.If you have an employee learning and development program in place, how easy is it to manage and track?
When you onboard a new team member, what does their first week with you look like? Are they thrown into the fire, or do they wade in through the shallow end? Taking time to properly educate new employees about company history, culture, and practices will help prevent issues in the workplace before they happen and will provide for more cohesive staff dynamics. In addition to initial efforts in onboarding, organizations often neglect or outsource staff development, both of which can be costly. It takes energy to build an effective employee learning and development program, and clearly defined and documented processes will help streamline the program. If your education processes are put on paper, theoretically any HR employee in a development position should be able to educate new or existing employees. When your organization becomes less dependent on individual peoples’ skillsets and more supported by well-documented processes and systems, the company will be able to run smoother overall, regardless of who is in the office.
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