What Are Examples of Cross-Departmental Collaboration Improving HR Processes?

What Are Examples of Cross-Departmental Collaboration Improving HR Processes?

Exploring the power of teamwork across different areas of expertise, we’ve gathered insights from top executives, including HR consultants and a CEO, on how cross-departmental collaboration can enhance HR operations. From crafting a harassment prevention policy to developing a predictive model for employee engagement, discover the four transformative scenarios they’ve shared.

  • Crafting Harassment Prevention Policy
  • Collaborative Retention Strategy Development
  • Launching Cross-Functional Rotation Program
  • Predictive Model for Employee Engagement

Crafting Harassment Prevention Policy

At a previous organization, we undertook the task of implementing a “Prevention of Sexual Harassment at Workplace” policy. This initiative involved a collaborative effort between the HR and Legal teams to craft a thorough policy tailored to the organization’s needs. Together, we ensured that every employee received comprehensive training on understanding and adhering to all aspects of the policy.

Manish Khanolkar
HR Consultant, Leap2Excel Consulting

Collaborative Retention Strategy Development

The HR department has been facing challenges in talent acquisition and employee retention. Despite having robust recruitment strategies in place, we have noticed a high turnover rate, especially among employees in certain departments.

The HR team suspected that there might be underlying issues related to job satisfaction, work environment, or career growth opportunities that were causing employees to leave. The HR department collaborated with other departments, i.e., Operations, Accounts, and Marketing, to address this issue.

Ashish Gaur
HR Consultant

Launching Cross-Functional Rotation Program

When I worked at Ford Motor Company, I launched a cross-functional rotation program. HR business partners and business leaders helped break down silos to help develop mid-career leaders gain an understanding of the different key divisions (product development, manufacturing, and customer service) that impacted the customer.

The program helped the engineers appreciate the different perspectives and needs of the divisions and built long-lasting relationships to better communicate and collaborate across the company.

Amy Cell
President, Amy Cell Talent

Predictive Model for Employee Engagement

We faced challenges in employee engagement and retention. To tackle this, we initiated a cross-departmental project involving HR, the tech team, and our data analytics group. The collaboration was aimed at developing a predictive model to identify factors leading to employee dissatisfaction.

By leveraging our expertise in AI and machine learning, along with real-time data from our indoor air-quality sensors, we could predict potential disengagement and intervene proactively. This approach not only improved our retention rates but also fostered a more positive and productive work environment, demonstrating the power of collaborative innovation in enhancing HR processes.

Gideon RubenGideon Ruben

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