Signs that you might need HR expertise

 

Working at the SBTDC, we often see companies that need Human Resource (HR) expertise but don’t really know it. In this article, we will discuss some signs you might see while managing your company that indicate you should consider bringing in HR know-how.

First, you need to know just what a Human Resource professional can bring to the table — it’s more than you think! The role of the HR expert is no longer just hiring, it is an important strategic role in a growing company.

Some key things a great HR professional can provide include:
  • Implementing a hiring process – It’s HR’s job to supply the company with qualified, reliable talent. This includes preparation of pay scale research and job descriptions prior to beginning the hiring process.
  • Managing benefits – It also falls on HR to manage employee benefits such as health insurance and 401K’s. They can also manage schedules, time off, and other benefits that your company offers.
  • Company policies – Many businesses have policy manuals that are not up to date or don’t have rules and regulations in place at all. An HR Professional can “own” this.
  • Legal concerns – It can be difficult to keep track of all the applicable laws and regulations to make sure that the company is on the right track. With no HR professional to turn to when there’s a problem, issues may go unnoticed by the company until it escalates to litigation.
  • Onboarding – The new employee that you just spent months to find and hire will be more effective and happier with a great onboarding process. It sets the right tone and shows the company culture right away. Your HR expert can create a great onboarding process to engage your new employee from day one. First impressions count.
  • Training – Training both managers and employees is important for a variety of reasons. From safety training to employee engagement, leadership, and succession planning, HR experts fill a key role in the training process.
  • Resolving conflicts – HR professionals receive specialized training to be able to mediate conflicts between employees and between employees and management.

That said, some owners and managers try to fulfill the role of human resources on their own by attempting to do their job and the work normally assigned to HR. The problem with this strategy is it often leaves HR functions as secondary to tasks that more directly impact the bottom line.

Does your company need to consider engaging additional HR expertise?

Often, owners or managers think that their organization is too small to need HR expertise or that it is too expensive. Even more often, owners believe they can handle the HR function on their own.

Here are some business issues that indicate you just might need HR assistance:
  1. Attracting talented staff is a problem.
  2. Employee turnover is a problem.
  3. Managing benefits always goes to the bottom of the” to do” list.
  4. Overwhelmed with record-keeping?
  5. Compliance with state rules and regulations regarding employees is an afterthought.
  6. The company policy manual has not been looked at in 3 years – or was downloaded from the internet! Are these policies up-to-date and being implemented consistently?
  7. Your company has 45 employees or more and is growing. Many State and Federal rules and regulations kick in at 50 employees.
  8. You do not have a dynamic onboarding process in place.
  9. There’s no succession plan in place for key employees that might be retiring.
  10. You have no leadership in development to fill in the expertise gap as employees move on to other gigs.
  11. Too much time is being spent on HR and employee issues by others in the company and it is taking away from growth of the company.
If one or more of these signs apply to your company, we urge you to consider looking into potential HR solutions. Options include a part-time of full-time HR hire, or outsourcing specific functions, projects, or trainings. As a result, you will be able to make educated HR decisions based on an analysis of the facts and specific needs of your company.

Economic and Business Cycles

 

  A few years back, a Captain for a major airline told me, “you’re most vulnerable when you’re flying fat, dumb and happy in bright blue skies”. He goes on to say, “the seatbelt sign is off, flight attendants are serving and people are moving about the cabin enjoying the flight and suddenly you hit

Read More

Net Promoter Score

 

 Your Net Promoter Score (NPS) is a measure of customer experience and a predictor of organic business growth. Traditional business lore assumes that customers expressing satisfaction with a company’s products or services are those who will also be willing to repurchase or recommend those same products or services to a friend. In reality, studies have

Read More

Five, Plus-One

 

  Fortune magazine reports on five big business trends to watch in 2018, they are: 1: Recession Watch. 2: AI advances. 3: The tech backlash builds. 4: The CEO Statesman is on the rise. 5: A changing workplace for women. You will want to read the article – it is short and to the point.

Read More

One word

 

  I need one word or phrase from you.  What is the one reason you opened this email/blog post? Action:  Leave a comment. Learn More:  Read “How to Get Anyone (Yes, Anyone) to Reply to Your Emails”

Read More

CRM and growth

 

  According to a PC Magazine article, The Best CRM Software of 2017 — “Managing contacts can be the lifeblood of a growing business. Contacts represent longstanding customers, partners, and those who might become either. While managing this treasure trove of business data can be done with a mammoth spreadsheet, today’s organizations, especially small-to-midsize businesses

Read More

Rule of Three

 

  What is so magical about the number three? The answer lies in the way we process information. As humans, we have become proficient at pattern recognition by necessity, and three is the smallest number of elements required to create a pattern. You observe the Rule of Three demonstrated all the time across diverse areas

Read More

Take Time to Notice

 

 Taking time to notice the larger world is essential for midsize business owners and now is the time of year to either get started or catch up.  For example, we are learning more and more about IoT, AI and AR every day, it seems.  Each of these topics has profound implications regarding competitive conditions across

Read More

Now is the time!

 

 In a previous post, Q2, It’s All Good, I made the point that the 2nd Quarter is over and it’s time to move on to Q3 to accomplish pre-planning activities and Q4 to finalize 2018 plans. To help you start thinking about pre-planning activities you may wish to consider the “Strategic Pain Points” many companies

Read More

Q2, It’s All Good!

 

 The second quarter (Q2) is rapidly ending. The thing about Q2 is that it is something of a gut-check. If you are off plan, there is still time to recover if nothing else goes wrong. If you are on plan, there is time to get ahead of plan by the year’s end or survive a

Read More

The Sweet Science

 

 In the sport of boxing, also known as the sweet science, fighters of similar weight compete by class — heavyweight, middleweight, lightweight, and flyweight – to allow for a fair bout. It makes sense because generally someone from a lighter weight class would not have much of a chance against a heavier fighter. However, occasionally,

Read More

Grounded Decisions

 

 Decisions drive behavior and behaviors drive performance. In their white paper, “Evidence-Based Strategies to Improve Workplace Decisions: Small Steps, Big Effects,” Dalal and Bolunmez provide a clear look at approaches applicable across a wide variety of workplace decisions. Of real value, their suggestions are reasonably simple to apply. Why is this topic important? The authors

Read More