Understanding your team is an important first step in building a strong HR framework. Without knowing who is on your team, you would be ill equipped to make any decision effectively when it comes to the employer-employee relationship. Fortunately, there are many tools you can use to solicit this useful information, so you can make more meaningful and impactful decisions.
Organizational Charts show at-a-glance the roles and individuals in your organization. It also summarizes key reporting relationships amongst different people and business areas. An organizational chart (or “org chart,” as its commonly known), is an important tool for business planning and modeling. As a visual representation of the roles within the organization, an org chart helps business leaders ensure the workload related to critical business processes is assigned in the most efficient way and allows for appropriate collaboration and communication within the organization.
If the company org chart provides insight into the “who” aspect of understanding your team, job descriptions cover the “what” and the “how.” Where the org chart was a skeleton of the organization, the job description contains the remaining body parts that make up the whole employee profile. A job description outlines each role within the company, bringing clarification to matters like job title, specific job duties, and pertinent qualifications. It will also include required information for a multitude of other uses, such as pay determination, performance management, return-to-work planning, and training needs analysis.
Overtime a gap can form between the actual duties an employee is performing and the duties formally listed in the job description. The most common reason being that the business is changing as it continues along its own lifecycle. Hence, ensuring job descriptions are kept current is essential to ensure there is alignment between worker contributions and business needs.
Other useful information tools for decision making include HR Reports. Depending upon the purpose of each HR report, it can provide useful feedback and insight for employers to let them know if they are on the right track or if adjustments need to be made. For example, a headcount report will provide a good snapshot of basic employee information – from there, further analysis allows for more meaningful insights. Various HR reports can help you anticipate (and budget for) hiring requirements, to evaluate patterns related to employee turnover, to manage compensation, and more.
Some reports will allow you to move the business forward, while others will act to force you to look backwards. For instance, time tracking reports can help you see when employees are abusing their time off privileges or if there is a marked difference between work hours and work contributions. A very easy way to see who are the employees going above and beyond or those employees who are becoming complacent.
In an increasingly digital world, business leaders must not lose sight of the human element of their organizations. In fact, they should be taking greater efforts to nurture it otherwise they risk losing their star employees or building a team of low performers.
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