Good human resources (HR) practices are essential to maintaining a healthy organizational culture, developing employees and contributing to the long-term success of a company.
Here are some tested and recommended HR best practices:
- Using a well-structured recruitment and selection process to increase the efficiency of the process of identifying the most suitable candidates.
- Integration of new employees based on a specific program, well-planned and detailed.
- Developing and training new employees by investing in professional training programs that will increase their motivation and performance.
- Assessing performance in a consistent and objective manner.
- Open and transparent communication with employees to provide an environment conducive to sharing new ideas.
- Applying clear policies and procedures to maintain an organized and fair work environment.
- Building an organizational culture that encourages collaboration, mutual respect and personal development.
- Providing a benefits and compensation program to attract and retain talented employees.
- Ensuring flexibility and a balance between work and personal life, essential elements for increasing motivation.
- Supporting a fair and non-discriminatory work environment, characterized by diversity and inclusion.
- Applying specific strategies for retention and engagement.
These are just some of the good practices that can help an organization optimize its human resources and achieve very good results in a sustainable way. From an administrative point of view, they can be supplemented with concrete proposals regarding a better organization of human resources within companies, also considering the field of activity:
- Use of a system for recording working hours based on time attendance - helps to accurately manage working hours and ensure compliance with labor legislation. Thus, even if the maximum number of working hours is exceeded weekly, i.e., 48 hours/week, the employer can ensure that the average working hours over a reference period of 4 calendar months does not exceed 48 weekly hours, according to the provisions of the Code Labor.
- To ensure a fair distribution of vacations and to avoid excessive fatigue of employees, we propose the creation of an annual calendar for vacation planning. Divide the holidays into periods of less intense activity, so that they do not affect the activity in a major way. Clear communication with employees about vacation planning and correlation with national holidays will help avoid conflicts and overlaps. Employees should be encouraged to plan and take their vacations during periods of less intense activity.
- Encouraging overtime only during peak periods and compensating employees with paid hours/days off during off-peak periods. Thus, you will keep employees motivated to work more during the peak season.
- Dividing employees into groups and establishing the shift schedule so that the entire period of intense activity is covered, as an additional measure to compensating additional working hours with days off. You must ensure that each shift is sufficiently balanced by providing rest time between shifts.
- The labor code stipulates that a person acquires the capacity to work upon reaching the age of 16 in Romania. Thus, the minor who has reached the age of 16 can conclude an employment contract alone, without any other consent. The fiscal obligations that minors have regarding the income obtained must be fulfilled by the parents, because minors cannot create an account in the Virtual Private Space (SPV) of the Fiscal.
Of course, adapting these practices to the specifics of each organization and updating them according to changes in the industry and the business environment are essential.
The Nexia ABS team stands by you in defining and implementing these HR practices. For more details, you can contact us here.