HR Process Flowcharts
The HR Process Flowcharts exist usually in every big HR Organization. The people have to draw the process flowcharts as the HR Processes are documented and standardized. The employees draw the HR Process flowcharts and they do not return to them. The flowcharts usually do not describe the real process, they describe the “wish-process” and their value added to Human Resources is extremely limited.
The HR Process flowcharts and process maps are extremely useful, when they are kept alive documents and the employees strictly follow the processes as they are drawn. But, this is not usually the case. The HR Managers are not consistent and they do not ask the employees to update the HR Process Flowcharts on the regular basis. They know the processes and they do not need the processes to be drawn. They do not think about their successors.
The HR employees should act pragmatically during drawing the HR Process Flowcharts. They should draw and update the process maps mainly for the most important HR Processes in the area of the personnel administration and the payroll as these processes are critical for the employee satisfaction.
HR employees should focus on drawing the HR Process Flowcharts for the processes, which are not run each month. The performance appraisals are a good example. The performance appraisal process is not run too often and it should documented well and HR employees should ask for the feedback regarding the process after each performance management round.
The HR Flowcharts should be prepared pragmatically, it is not a full-time job. Many process specialists believe, the process maps are the most important documents in the organization. The process maps are important, but ... using the brain has the same importance.