The results of the study make it clear that SMEs need to set a new course for successful HR work. By adopting a strategic approach, digitalizing processes and strengthening the HR department as a strategic partner, SMEs can not only increase employee retention and satisfaction, but also secure their own competitiveness in the long term. It is time to recognize HR as a success factor in SMEs and to actively shape it.
In an increasingly complex and dynamic business world, SMEs are faced with the challenge of strategically aligning their HR work and establishing the HR department as an active partner in the business strategy. A recent study shows that there is a clear need for action in the area of human resources (HR) in SMEs in order to ensure sustainable competitiveness.
Need for action in the HR area
Theresults of the survey make it clear that many SMEs lack a clearly formulated and communicated HR strategy. In addition, there is often a lack of the necessary skills and competencies within the HR team. The HR department is rarely perceived as a strategic partner, which makes it difficult to integrate HR into the corporate strategy.
Digitalization has already made progress in the areas of recruiting, project management and talent management. Nevertheless, the survey shows that although the majority of companies link remuneration to performance, only a few processes are standardized and based on a competency model. A comprehensive total rewards strategy that is regularly reviewed exists in only a few cases. Future trends in HR will focus on strategic workforce planning, diversity & inclusion, talent management and strategic succession planning. These areas offer potential for the further development of HR work in SMEs.
Fivesuccess factors for HR in SMEs
Inorder to be successful in the SME sector, the following five success factors should be taken into account:
Strategic HR alignment: HR work must specifically support the business strategy and objectives. This requires close cooperation with the management levels and clear communication of HR objectives.
Consideration of business requirements: The HR department should consider the specific requirements of the various business areas and ensure that the basic HR processes are designed efficiently.
Standardization of (global) HR products and processes: A standardized approach to HR processes and products enables greater efficiency and quality in HR work.
Alignment and empowerment of the HR team: The HR team must have the necessary skills and receive ongoing training to meet the demands of the modern working world.
Supporting change through tailored change management: Change processes should be actively supported in order to promote employee acceptance and commitment.
Your contact person for the survey is
Dagmar Pithan
dagmar.pithan@berndtson-hrconsulting.de
