How HR Can Enhance Its Reputation

Many Human Resources departments have a perception problem. Some employees see HR as being more supportive of the company as a whole and of upper management but not necessarily of rank-and-file employees. However, HR departments can overcome this perception by implementing the following:

1. Either set up an HR tab on the company website or set up an independent HR website. List the bios of all HR members with photos and responsibilities and let other departments know who their HR liason is. In other words, let employees know who you are.

2. Allow employees to fill out an anonymous survey which rates the HR department on various measures. Don't be afraid to get negative feedback but once you know where the problems are and among which group(s), it will be much easier to fix the problem.

3. Be proactive. HR shouldn't just see employees on their first day, their last day, and when they have a problem. Randomly select employees from various departments and contact them on a quarterly basis to get input on what is going on in their department and in the company. Handle problems in their initial stages so they don't get out of hand.

4. Take a second look at the HR receptionist if you have one. This is the first person many job candidates and employees see and hear. Their first impression of HR will come from their interaction with the receptionist so make sure they represent HR in a positive way.

5. Consider sending out a monthly or quarterly newsletter letting employees know what HR is doing including any new HR initiatives that are upcoming. It would be a good opportunity to remind employees about their internet usage, the importance of having a professional social networking profile, sexual harrassment laws,etc. You can also have some employees provide guest blogs.

6. Proactively meet with department heads on a quarterly basis to find out if they have any employee issues or potential employee issues.

7. Make it a requirement for management to attend management classes either at the company or off-site. Many employees are thrown into management without proper training so this training will be very beneficial to them.

8. During employee exit interviews, in addition to having the departing employee fill out paperwork, give them the opportunity to be very honest about their time with the company and assure them that whatever they say will be kept confidential.

9. Reevaulate your testing process for applicants when it comes to Word, Excel, and PowerPoint. Check with the department that has the job opening and see if their job candidate needs to take a more stringent test in these areas.

10. Does the HR department give job applicants a writing test? Many applicants lack excellent writing skills so if one doesn't exist, provide one to help weed out bad candidates.

11. Check websites like glassdoor.com and ebosswatch.com to see if your company or its executives are being rated by employees. This is a good way to get feedback without soliciting it.

12. Utilize personal coaches to help employees who have a lot of potential but are currently experiencing problems in their job or in dealing with other people. It pays to invest in good employees so that they can become great employees.

13. Evaluate how you reward employees. Consider having quarterly breakfasts to explain to employees how the company is doing or provide cash rewards for perfect attendance during the calendar year.

Many of these suggestions will take a lot of extra time and perhaps extra money but in the long run, if the employees feel that HR is on their side, then the extra effort is well worth it.