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How to improve HR operations - Barometer in action

People & Culture Barometer analyses and evaluates the quality of HR processes and company culture from recruitment to employee departure. The assessment is based on detailed questions from the following perspectives: company policy, company practices, digitalisation, innovation, measurement methods and contribution to business.


What were the last year's results and what can we learn from them?


Below you can find one of the measurement areas for which we have also prepared a sample of Best Practices based on consultations with the participants who ranked highest in last year's measurement.




Basic practice

Basic activities that, if not performed yet, can provide the quickest way to improve quality and reach the common standard.

  • Define a unified company strategy, succession plan and career growth opportunities.


  • Clearly and transparently communicate this plan to managers and employees, train them. Present them with specific points and steps and how to achieve them.


  • Identify employees' potential and make development plans with them.


  • Link career development to the training agenda in a targeted way. Direct the individual training steps towards the career development goals. One will support and complement the other. At the same time, employees will have a clear motivation for why they should attend the training and how it can benefit them.



Advanced practice


These approaches are often used by companies with the highest quality ratings.

Interesting inspiration for achieving top quality HR work.

  • They have a clearly set process in which recruitment and training (education) are linked directly to succession; planning takes place from the onboarding stage, when they assess and identify the potential of the employee; the employee's career growth strategy is planned ahead and has clear steps and goals.


  • Company culture also plays a significant role in this process. It should be noted that company culture is reflected in all processes and thus supports its consistency.

  • As part of regular meetings, which take place twice a year, they collect feedback from employees on what they want from the company, where they would like to progress, etc... There is a continuous dialogue, which is taken into account in the career plan.

  • Employees are constantly being worked with and offered various opportunities - i.e. HR works with them on a regular basis right from the onboarding process and offers them training based on feedback, which is aimed at their career growth.

  • They have specific competencies they wish the employee to fulfil, they also assess motivations for development and draw up individual development plans.

  • They see their strengths primarily in the setup of the training process, in its complexity - it consists of many smaller elaborate parts, but all working towards the same goal.




Would you like to learn more? Attend the planned ONLINE WORKSHOP on "How to improve HR operations - Barometer in action" - 26th April 2022 at 11 a.m. We will introduce you to the People & Culture Barometer in detail, including practical tips on how to work with the results and how to increase the influence of HR within the management of the company. We will also answer your questions.


In case you are interested, you can also register directly to participate in the People & Culture Barometer 2022.









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