Top Five Bad Human Resources Practics

In any organization, the most valuable department is the human resource management department. Whether we talk about the recruitment of employees or discuss the managerial part in any organization. The HR managers are the responsible entity that caters to any kind of managerial tasks within the organization. It means, we can say that the recruitment of an HR manager is one of the biggest steps toward organizational success. It is so because bad human resources practices can seriously impact organizational success. In addition, when we come to talk about the utmost purpose of an HR department, things get too vast.

The HR managers are responsible for the well-structuredness and strongness of any organization. But it’s a common thought that HR does not pay much attention to employees’ rights. So, how does HR support employees? Well, the answer is, by making strategies and plans to keep the workplace awesome to retain employees on track and focused.

One of the main issues with HR managers is that they often “know HR” but don’t know anything about the business they work for. The best way is to identify the bad HR practices and avoid them. Make sure you are aware of the company policies and regulations. In addition, study what HR information system your company uses to facilitate and provide benefits to the employees. This approach will not only build trust between employees and HR authorities but also assist your company to grow and make an impact. Moreover, this approach also increases the overall productivity of any organization.

Table of Contents  hide 

1 What Do We Discuss in This Blog?

2 Practices That HRs “Must Avoid” for the Welfare of an Organization:

2.1 Mis-Management of Files:

2.2 An Outdated Employee Handbook:

2.3 Lack of Accountability Skills:

2.4 Incompetent HR Policies:

2.5 Unawareness of Employment Laws and Regulations:

3 At the Last of the Discussion:

What Do We Discuss in This Blog?

In this blog, we will enlighten our minds with the knowledge about the perspectives that HR must avoid in any organization to make it prosper. So, let us start to explore things and make them easy to embrace.

Practices That HRs “Must Avoid” for the Welfare of an Organization:

When we come to talk about organizational functions, the harmonization and coordination make it healthy. On the other hand, employees are the core element of any business that makes it successful. The mismanagement of employees’ data and other aspects can make your business less productive collectively. At that time, an HR manager should avoid the below-mentioned points so that things can be in the favor of them.

Mis-Management of Files:

In any organization, the management of employees’ legal and personal data is a foremost important task. That’s why make sure to keep track of the record of your employee’s legal and personal information efficiently. Also, insure them about the safety of their personal information. On the other hand, neglecting this issue portrays your non-serious behavior towards this matter. How can a company grow when human resources are the only problem? Indeed, they can’t. So, keep the documents containing personal information in a separate file and secure them as they are not required for the performance evaluation of an employee. Avoid these kinds of mismanagement as it is one of the major bad human resources practices. And for that purpose, nothing is more effective and efficient than the HR software for employees’ data management.

An Outdated Employee Handbook:

The handbook of an organization allows the employees to get basic and important knowledge about specific business policies. In addition, it is normal to change the employees’ policies according to the need. At that time, the HR managers should provide an up-to-date employee handbook. There are so many benefits of doing so. That’s why keep the employees’ handbook up to date if you want to drive a great impression of your company. If you are disregarding this matter, that means you are calling trouble that can depreciate your company’s standards. The employees’ handbook should be updated for at least two years. In addition, ensure your employees are abiding by the policies. Moreover, Include the details like code of conduct, policies for better communication, benefits, compensations, employment regulatory laws, and termination guidelines.

Lack of Accountability Skills:

Most employees and candidates complain about the poor accountability of HR. This is considered one of the biggest failures of HR management and bad human resources practices. It is so because it lowers the trust of employees which causes lower morals of employees and eventually, lessens the overall organizational productivity. Moreover, it puts a bad impression on the employees and candidates. Contrary to this, it increases the retention percentage in a company which causes huge loss. To avoid such a perilous scenario, make sure you are skillful enough to lead the accountability. Secondly, make wise decisions in hiring the candidates for the selection of appropriate talent.

Incompetent HR Policies:

Make proper policies that cover all the aspects, so the employees could know all those regulations. Also, include the vacation payout policies, a complaint process, and policies for workplace violence in the employees’ handbook for the goodwill of your organization. If you are disregarding this major part, you might not be able to respond to certain prior scenarios as the proper guidelines were not mentioned. The provision of clear guidelines will eliminate the chances of various uncertain events ultimately. In addition, minimize the negative impacts on your employees and organization.   

Unawareness of Employment Laws and Regulations:

Being informed and knowing the right next step for any legal situation that comes up is one of the great skills of an HR professional. If you lack the knowledge of employment laws and regulations it means you are not eligible to deal with the particular matter that may happen. It can make a bad impression on your fresh employees and the candidates. Keep yourself aware of the laws, regulations, and policies and make wise decisions in any kind of situation.

At the Last of the Discussion:

From the above discussion, we can estimate the value of good HR practices. Whether we talk about business flourishment or discuss the healthy management of a business. All these important things can be done with the help of adopting good HR practices. On the other hand, we all know that technology changes the ways of HR management. In today’s perspective, we have much software available for HR management. Resourceinn also offers such a facility so that you can make your business management smart and effective, despite the difference in employee numbers.