Designing Effective Human Resource (HR) strategies can significantly enhance employee satisfaction and organizational success. One innovative approach is Design Thinking in HR, which involves understanding employees’ needs through interviews and observations, clearly articulating problems from their perspective, brainstorming potential solutions, developing small-scale models of these solutions, and implementing them on a trial basis to gather feedback.
Employee Experience
Focusing on the Employee Experience is also crucial. This means treating employees as customers by prioritizing their experience throughout their journey with the company. Streamlining recruitment and onboarding processes, tailoring training and career development plans to individual needs, and setting clear goals with regular feedback and support are key components.
Data-Driven
Utilizing Data-Driven HR Strategies can help make informed decisions about HR practices. This involves predicting future workforce needs, identifying trends in employee performance and satisfaction, and developing targeted retention strategies.
Culture of Diversity and Inclusion
Promoting a culture of Diversity and Inclusion is essential. This can be achieved by reducing biases in recruitment, creating support systems for marginalized groups, and encouraging an empathy-driven workplace culture.
Finally, Strategic HR Planning involves developing a comprehensive HR strategy that aligns with overall business objectives. This includes assessing current employee skills, forecasting future needs, revisiting organizational design to ensure it supports strategic goals, and establishing key performance indicators (KPIs) to measure HR effectiveness.
SASAL, INC’s Direction
We run our company on a job-based recruitment basis. Some major foreign companies have an internal system that shows employees their next career path options, making it easier for them to see what their future looks like.
In some companies, the internal system provides employees with a clear picture of their future. The work designers can proceed more smoothly after the system is revised by designing the work considering the turnover of employees.
The work will be carried out with the background of the work in each country in mind. It is necessary to promote work based on understanding the cultural background of each country with regard to the HR system. As the cost of living differs from country to country, it is necessary to design a system that is rooted in the local context. In order to design a locally based system, it is first necessary to design a basic system, and we will draft a system design for the company that will be the head office. We will then design the system for the subsidiary company in a way that mimics the design of the head office. In this way, the reference company is clarified, and the career paths can be designed without any inconsistencies in each subsidiary.