11 Real-Life Human Resources Examples
In the ever-evolving world of human resources, countless tools and strategies can help you maximize efficiency while keeping staff morale high. To prove how useful these techniques can be, we’ve gathered 11 real-life human resources examples from organizations all over the globe. From comprehensive benefits to AI talent retention solutions, these cases paint a vivid picture of HR in action.
Let’s dive into what makes each example interesting and what you can implement in your own company.
Contents
What is human resources (HR)?
Why is HR important?
11 real-life human resources examples
1. Comprehensive benefits and mental health support
2. Paid vacation policies
3. Innovative reskilling initiatives
4. Targeted learning and development strategy
5. Virtual platforms for early career talent attraction
6. Effective employee onboarding process
7. AI talent retention solutions
8. Gender diversity initiatives that make an impact
9. The ultimate flexible working policy
10. Prioritizing employee wellbeing
11. Beyond traditional performance management
What is human resources (HR)?
Before we discuss the different company examples, let’s briefly paint a picture of what HR does.
In a nutshell, human resources is an organization’s critical, strategic function that manages all things employee-related. From finding and hiring new talent, providing training and development opportunities, to ensuring compliance with labor laws and managing compensation and benefits. But this description is just a small sample of human resources examples in business.
Here are a few more that demonstrate what HR teams do:
- Strategically align workforce planning with organizational objectives
- Manage the onboarding and orientation process of new hires
- Foster a positive company culture and promote employee engagement
- Collaborate with managers to develop a performance management system
- Serve as point of contact for employees for career guidance, concerns, and contact resolution
- Support diversity and inclusion initiatives.
Why is HR important?
HR is a business-critical function in an organization because it manages a company’s most important assets – its people. HR’s importance is undeniable. It ensures a well-functioning work environment – contributing to employee engagement and wellbeing.
Here are just a few key roles that HR plays in the organization:
1. Talent agents
What’s the key to finding the right people for the right roles (and keeping them happy)? HR’s expertise in driving recruitment strategies for attracting and retaining top talent.
2. Culture champions
HR professionals support initiatives that nurture an organization’s unique identity. This contributes to a strong culture – key to employee satisfaction, a sense of belonging, and loyalty.
3. Performance enablers
Through targeted training, clear evaluation measurements, and strategic incentives, HR influences performance management that drives continuous career growth and development.
4. Benefits & reward advocates
HR’s compensation, benefits, and rewards expertise supports employees’ financial security and job satisfaction. In fact, nearly 80% say they’re more likely to stay if the benefits are attractive.
5. Organizational excellence
Staying updated with the latest approaches, trends, and technologies that keep organizations agile is another valuable HR capability. This knowledge also increases efficiency, streamlines workflows, and develops effective change management strategies.
11 real-life human resources examples
The wait is over. Here are the 11 real-world Human Resources examples in business. Many of these examples can be adapted to drive HR initiatives in your organization.
1. Comprehensive benefits and mental health support
EY’s Employee Assistance Program (EAP)
A comprehensive benefits package that includes an employee assistance program (EAP) stands out from the crowd. Like EY’s (formerly known as Ernst & Young) employee assistance program, with its strong emphasis on mental health.
Among the highlights, EY’s in-house clinicians raise mental health awareness by extending up to 25 psychotherapy sessions to employees and their immediate family members. Through EY Assist, employees can access a range of other support services, such as:
- 24-hour hotline for emergency counseling services
- Childcare, homecare, and other caregiving services
- Online health and wellbeing resources
- Legal and financial consultation
- Personal travel assistance
- Reimbursements for physical wellness activities (e.g., gym memberships)
HR departments that offer EAPs in their benefits package can help reduce depression and anxiety, which cost the global economy US$ 1 trillion a year.
2. Paid vacation policies
Reimaging time off: FullContact’s innovative vacation perks
Some companies, like tech company FullContact go the extra mile to reward employees. On top of its unlimited vacation policy, the company also provides an annual lump sum vacation bonus. Employees receive between $2,000 and $7,000 each work anniversary towards their vacations (depending on tenure and good job performance).
Rewarding employees in this way has a positive impact on engagement. According to the company’s global human resources vice president, the vacation policy is the main reason that FullContact has an 85% retention rate. Of course, not all organizations can afford to do the same for every employee. But this human resource example can be implemented on a smaller scale as part of recognition and rewards programs.
3. Innovative reskilling initiatives
Navigating the talent gap: BT Security’s skillful approach
BT Security tackled its cybersecurity skills gap head-on with an innovative reskilling solution. It took the bold move to offer an intensive 16-week boot camp for employees with transferable skills.
Close to 90% of companies worldwide report having a skills gap or expect to within a few years. And when it comes to technology, 75% of organizations globally reported talent shortages in 2022.
Such employee reskilling programs acknowledge that it’s necessary for HR to address skills gaps in internal training to mitigate having to compete for scarce talent. Especially where technical skills are concerned. In fact, the OECD estimates that 1.1 billion jobs will likely be transformed by technology in the next decade.
4. Targeted learning and development strategy
Nurturing growth: Panda Restaurant Group’s learning platform
Panda Restaurant Group takes employee learning and development seriously. Its University of Panda Online supports over 40,000 associates globally to develop the skills needed for current and future roles.
An interactive development planner is a key element of its online platform, which enables associates to identify, enroll, and complete learning experiences aligned with specific job-level competencies. The planner is based on Panda’s competency model and helps supervisors and associates develop targeted development plans.
The result? Around 85% of associates are happy with the training and development available at the company. And 89.5% of restaurants have achieved passing scores in Operations Service Audits.
A centralized hub for learning experiences linked directly to core competencies can supercharge HR learning and development efforts. By mirroring this practice, HR teams can ensure a seamless alignment between employee capabilities and organizational needs.
5. Virtual platforms for early career talent attraction
Preparing for the future: Lloyds Banking Group’s Virtual talent magnet
In response to the pandemic’s challenges, Lloyds Banking Group (LBG) launched the Virtual HQ to attract university students and recent graduates. This innovative platform was so successful that LBG continues to use it as part of its early careers talent strategy. The platform facilitates immersive experiences, one-to-one chats with LBG colleagues, and engaging videos highlighting LBG’s culture and values. Key areas covered include:
- The bank’s long-term strategy
- Events with LBG employees
- Sustainability commitments
- Inclusion and diversity
- Technology
- Mental health and wellbeing
- CSR efforts.
6. Effective employee onboarding process
The buddy system that works: Buffer’s approach to onboarding
Buffer, the social media marketing company, believes in the system of 3s for onboarding buddies. Every new hire receives three people to support their onboarding process:
- A hiring manager: Often the direct supervisor, the hiring manager crafts the new hire’s roadmap of 30-60- and 90-day goals. They foster continuous feedback and ensure the new employee connects with their other buddies.
- A culture buddy: An employee from a different team guides the new hire through the company culture, particularly the company’s history, values, and cultural norms.
- A role buddy: A teammate or a colleague with a similar role in the company supports the new employee with task or role-related questions.
Nurturing a supportive onboarding experience is critical for HR teams. In fact, 69% of employees are more likely to stay with a company (for at least three years) after a great onboarding experience.
7. AI talent retention solutions
Mastering talent retention: Webhelp
Webhelp, a global business process outsourcing (BPO) firm, embraces AI in HR to boost talent retention. Its People First platform leverages machine learning to drive employee engagement. Through predictive models, managers gain a holistic view of their team. The platform then skillfully identifies those who need support.
Managers and HR specialists work closely to develop customized action plans based on the platform’s recommendations. As a result, there has been a 40% decrease in employee turnover. The platform has a global reach to support HR operations in 50+ countries.
8. Gender diversity initiatives that make an impact
Pioneering gender diversity: Tata Consultancy Services
Tata Consultancy Services (TCS) has been advocating for gender diversity in tech for many years. Its internal diversity and inclusion efforts for women are noteworthy and have earned awards.
TCS has over 35% women in its workforce, making it one of the largest employers of women in the world. Its most notable gender diversity initiatives are leadership development programs for women, coaching women through major life stages, reconnecting them after long leave, and more.
TCS also helps lay IT foundations by empowering girls and young women to enter STEM. Its goIT Girls program connects students and female tech leaders from TCS and other organizations. As of December 2021, the global program has achieved a 90% success rate for girls choosing to enroll in university STEM courses.
TCS’ efforts towards greater gender diversity show that a company can increase its reach to inspire change in society. HR professionals can also play a critical role in widening their organizations’ reach into the wider community.
9. The ultimate flexible working policy
Results matter: The ROWE revolution at Watt Global Media
ROWE, or Results-Only Work Environment, is an HR strategy that transforms the traditional work model. ROWE ties compensation to tangible work results, not time spent working. Employees have the ultimate autonomy and flexibility; they can work whenever and wherever they like. But they must deliver results.
Companies like WATT Global Media, an agribusiness content marketing company, have been using ROWE since 2012. The policy has boosted its attraction and retention levels as well as productivity. But it only works with well-defined goals, frequent check-ins, and a deep trust in employees to get their jobs done.
While ROWE is not possible for all organizations, HR teams that embrace flexible working solutions set their organizations apart in the race for top talent. Over 50% of employees consider flexible working options a must-have requirement.
10. Prioritizing employee wellbeing
Enabling resilience: Peer support networks at Atlantic Health System
It makes sense that a non-profit healthcare network prioritizes health and wellbeing. Atlantic Health System offers a Caregiver Peer Support program that other organizations can implement. The program allows team members a confidential space to talk to a trained “peer responder” about a challenging work experience.
Enabling employees to seek emotional support from other colleagues can lessen the risks of stress and burnout. According to Gallup’s recent State of the Global Workplace, burnout costs $322 billion in turnover and lost productivity, so initiatives that tackle this problem before it occurs can be highly beneficial for the employee and the organization.
11. Beyond traditional performance management
Maximizing performance: Adobe’s check-in
Forward-thinking organizations are redefining the norms of traditional annual reviews. In its place, performance enablement is emerging as a dynamic HR strategy. It focuses on creating the optimal conditions that drive an employee’s peak performance. Clear and collaborative goal setting, continuous feedback and coaching, and ongoing skills development are among the core elements of a performance enablement framework.
Adobe’s check-in is probably the most famous example of performance enablement. It recently advanced its check-in process to become digital first, creating a centralized platform where employees can access:
- Check-in dashboard: Employees can manage their performance, development, and growth. They set individual goals, track their progress, and document quarterly check-ins and feedback.
- Real-time feedback: A platform where colleagues can ask for and provide feedback to better understand their strengths and areas for improvement.
- Career planning: A Career Discovery tool that allows employees to explore new roles at Adobe based on those other employees at similar levels have acquired.
Drive HR excellence
These inspiring human resources examples demonstrate HR’s importance – now more than ever. They illustrate that an organization’s success depends on a dynamic HR team that embraces innovative strategies, emerging technologies, and new ways of working.
By applying (or adapting) some of these real-world human resources examples in business, HR professionals can enhance engagement, productivity, and overall performance.
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