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.
- 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.
- Attracting talented staff is a problem.
- Employee turnover is a problem.
- Managing benefits always goes to the bottom of the” to do” list.
- Overwhelmed with record-keeping?
- Compliance with state rules and regulations regarding employees is an afterthought.
- 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?
- Your company has 45 employees or more and is growing. Many State and Federal rules and regulations kick in at 50 employees.
- You do not have a dynamic onboarding process in place.
- There’s no succession plan in place for key employees that might be retiring.
- You have no leadership in development to fill in the expertise gap as employees move on to other gigs.
- 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.