HR-instruments – also called HRM or personnel instruments – are instruments that HR professionals use for personnel policy within the organization. An HR instrument is deployed in three different phases that an employee goes through within a company: entry, progression, and exit. From recruitment to retirement: each phase has its own HR instrument. Organizations that deploy the right HR instruments for their employees develop a good relationship between the company and the employees. The deployment of HR instruments thus contributes to the sustainable employability of employees.
The different HR phases
In three phases, HR instruments can be deployed for a successful personnel policy:
Intake
De HR department focuses in the inflow phase on the recruitment and selection of new employees. With the right recruitment and selection methods the most suitable candidates are found.
Throughput
Wanneer the right employee has been hired, you move on to the progression phase. In this phase the focus is on retaining and developing permanent employees. By starting a conversation at regular intervals, HR immediately knows what drives and motivates employees. Organizations that map out this information ensure that the employee sustainably employable remains.
Outflow
From dismissal to reaching retirement age: you can't stop the outflow within the organization. The third phase focuses on ending an employee's employment. It is important to properly end the outflow. You never know when you'll meet each other again!
The most important HR instruments per phase
Which HR instruments your organization needs depends on the different phase the employee is in. The HR department should in any case take into account which challenges the organization will face, both in the short and long term. Where do you as an organization want to go? How do employees want to develop? When you map this out, you can adjust HR policy so that it seamlessly aligns with the wishes and needs of the staff. We list the HR instruments you can deploy:
Inflow
Strategic personnel planning
This is a handy method to get a grip on the future of the organization. With strategic personnel planning you can predict which changes in the area of staffing – and management will be necessary. For example, whether new employees will need to be recruited within a few months. You can also gain insight into possible training activities and future career opportunities.
Recruitment and selection
The search for the right employee for the organization. With recruitment and selection methods the HR department searches for the most suitable candidate. After he or she is hired plays onboarding an important role, so that employees know exactly how they can fulfill the role, to make the best contribution to the organization.
Throughflow
Career development
All activities to find the right employee for the right role. In this process, the interests of the employee weigh just as heavily as the interests of the organization. It is important that employees keep their knowledge and skills up to date. With development opportunities you can realize employees' career aspirations.
Houd in de gaten hoe een werknemer zijn of haar werk verricht. Afhankelijk van het vakgebied en de functie, spelen drie factoren een belangrijke rol: mentale gezondheid, fysieke gezondheid, en sociale vaardigheden. Werknemers die tijdens hun loopbaan hun vaardigheden bijspijkeren zijn voor de lange termijn inzetbaar. Door het aanbieden van opleidingen en cursussen vergroot je als werkgever de duurzame inzetbaarheid van werknemers.
Outflow
Exit policy
Saying goodbye to a valuable employee is unpleasant. Yet the HR department can learn an important lesson from the departure to see what can be improved. With the right offboarding process you as an organization give off a clear signal about how you deal with employees.
