Embracing a Two-Way HR Process
Published on 17th May 2017
With the influx of millennial employees in recent years, the human resources process has changed drastically. For a large period of time HR was not only functioning in a very traditional and slow-to-change way, but it was also dealing with more ‘classic’ career paths.Today’s job climate is shifting focus away from the sort of 9 to 5 jobs that employees tended to stick with until retirement. Instead, the modern employment landscape is becoming more about self-employment, freelancing, and shorter careers with various companies – sometimes known as employee restlessness.
Today, in such a rapidly changing industry, it is vital to stay ahead of the trends and cater for this new generation of globetrotters. HR has found itself in a position where a more diverse range of things is expected from the department: PR and marketing when trying to attract prospective employees; maintaining a happy, healthy office culture; the recruitment process; employee personal and professional development; and even data analysis. These days, human resources has transformed into a totally multidisciplinary role.
A two-way relationship
Achieving a two-way relationship between managers and employees is the smart way forward for HR departments in any industry. Ensuring that employees feel that they are being heard and have a voice within a company does wonders for staff morale, which helps foster creativity and motivation. As for employers, working with the staff to improve work conditions of all kinds will boost the overall running of the company and help avoid the costs of a high staff turnover.
Some advantages – both direct and indirect – of two-way communication in the workplace are:
- Increased productivity and motivation
- Reduced internal conflicts and disputes
- Increased teamwork and harmony
- Increased loyalty and dedication
- Mutual understanding of company goals
Often, achieving this two-way relationship can be difficult. For smaller agencies or companies, monitoring and managing employees may be more logistically feasible for a HR team, but for larger companies, franchises or multinational businesses, this presents a challenge. Simply put, there are more employees to handle, making it harder to effectively nurture and utilise talent across the company. In this case, a HR and talent management software solution like this one can be greatly advantageous. Amongst other features, such software provides a central portal for HR departments to manage performance and competency evaluations, training initiatives, and HR analytics. This way, more time is freed up to focus on engaging in a genuinely two-way relationship between management and employees.
The creative industry
Although buzzwords like two-way communication or talent management solutions are often associated with the commercial world, these can also be of interest to the creative industry. Forging communication on a smaller scale between, for example, producers and musicians, directors and actors, or photographers and agencies, is just as important. While HR within the creative industry does not necessarily take the same form, it is always present in some way. Here too, a two-way communication system is key. HR is often deemed to stifle creative industries so getting the balance right can be difficult. Whether acting as an agent and incorporating HR skills into your role, or being on a small HR team within a creative agency, all human resource activity should be centred upon listening to your creatives and involving them in the decision-making process.
For more on creative industries, tune in to our Hiive Creative Businesses podcast.
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