How To Make HR Team More Efficient

By Ashutosh Jha → Last Updated on Tuesday, May 7, 2019
There’s no denying that HR is among the most important teams in your business. While other departments might be focused on advertising, on product development and on customer service, HR is focused on your business’s most important capital — the people.

How To Make HR Team More Efficient
However, businesses of all sizes — from brand-new startups to international conglomerates — often find that HR isn’t doing enough to keep the people within an organization content or productive. If you suspect your HR team isn’t meeting your business’s needs, here’s what you can do.

3 Ways to Make HR Team More Efficient

Here are some of the leading ways using which you can make HR team more efficient. These are the proven ways and as HR team is responsible for all people management and policy in the organization and so having a great team is much required.


It might be that your HR efforts aren’t working because you simply lack enough HR team members to provide adequate support. Even when a business is brand-new and teeny-tiny, it isn’t ideal to rely wholly on DIY HR tools like BambooHR or Zenefits. While these software solutions can be helpful, they still require you to take time from your busy schedule to manage HR-related responsibilities. Instead, you need a qualified HR professional to do this work for you, and as your business grows, you need to hire additional staff members to deliver the support your growing company requires.

Hiring HR professionals isn’t exactly like hiring employees to fill other positions around your company. That’s because HR is such a diverse field, and it can be difficult to find candidates that check all the boxes on your business’s HR must-haves list. It’s imperative that you craft your job description carefully, making specific note of the responsivities of potential hires and the proficiencies demanded by the position. In interviews, instead of asking about vague strengths and weaknesses, you should ask more targeted questions, such as:

  • How do you organize recruitment initiatives?
  • How do you conduct job terminations?
  • How would you handle an unethical situation?
  • Describe a difficult encounter with an employee/colleague and how you handled it.
  • What trends do you foresee shaping HR departments in the coming years?

Hiring the right people is only the beginning; you need to be sure you can retain a strong and effective HR team, which means you need training, too.


It might be that your HR team is enough — they just aren’t reaching their full potential because you haven’t equipped them with the right skills and tools. Employee training initiatives are much less expensive and much more impactful than many higher-ups believe; one study from the American Society for Training and Development found that comprehensive training programs increase income per employee by 218 percent, and companies that emphasize employee training have a 24 percent higher profit margin.

Perhaps even more importantly, training is vital for retaining employees, especially those that are effective in their roles. Roughly 40 percent of employees who don’t receive job training will leave their positions within one year. Most employees expect to continue receiving career training for the duration of their careers, regardless of their seniority. Thus, you should be able to provide training options if you hope to maintain a capable in-house HR team.

Your training program can take many forms, from a series of in-person seminars led by business leaders to tuition-free community college courses to purpose-built online classrooms. What’s crucial is that you keep the conversation open with your HR team (and other employees enjoying continued training) and measure the success of your training initiative, so you can ensure its effectiveness over time.


Of course, paying attention to HR through the recruitment and training processes takes your focus away from potentially lucrative endeavors, like product development and marketing. HR is important, but that doesn’t necessarily mean you need to create space in your office for an HR team. HR outsourcing companies are plentiful and productive solutions for providing employees the resources they need without wasting employee time or energy. Plus, outsourcing plans are essentially fully customizable; you can cherry-pick the exact tasks you want to handle in-house, and then you can relegate other responsibilities to a third-party services provider. Some example of oft-outsourced HR actions includes:

  • Payroll
  • Benefits administration
  • Retirement planning
  • Recruitment
  • Compliance
  • Coaching

Typically, brand-new startups are keen on outsourced HR, but even larger businesses with in-house HR teams can benefit from a third party relieving the pressure. HR outsourcing providers have the tools and expertise to perform to a high standard, which is what your business deserves.

Over time, any department can lag behind — but that doesn’t mean you should lower your expectations for their performance. By adjusting your hiring practices and your training services, and by outsourcing crucial tasks to a competent third party, your company can enjoy high-quality HR once again.

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Ashutosh Jha

Ashutosh Jha is a professional blogger, Blog and IT Consultant. He writes about Blogging, SEO, Making Money, Internet Marketing and Web Design.
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