Welcome to this week’s episode of “What the heck is HR?” If you miss the first two, you can find it Here. This week we’ll use what we learned in Batch 1 and 2 to talk about how we can create a balance and a strong human resource foundation for your small business. I want to start by acknowledging how difficult it is to start and run a business. Most of them decide to start a business because of their passion for the product or service they provide, without fully realizing that a large portion of their time will be actually spent managing all the moving parts of the business itself. With a little pre-thinking, planning, and the right support systems, you can develop an HR presence that won’t consume your entire day.
It is important to ensure that you weave your core values into every aspect of the human resource functions that you develop. It’s really easy to immerse yourself in the emotions of the human part of HRM, especially when it comes to discipline and termination. Focusing on the behaviors and how they relate to core values and employee policies will help focus your attention on what makes the work most sense, rather than how you feel about the person. Taking this approach will also allow you to quickly identify deviant behaviors that can be addressed and corrected or removed from your organization rather than letting them persist. When this method is applied consistently, it does Offers Your workforce How important core values are and reinforce the culture of your organization. Once ground rules are established and materialized by the workforce, it will help your team correct the course when coworkers get off the right track.
Now, let’s talk about places where you can, with a little bit of allotted time up front, create ready-to-use workflows and templates when needed. Remember, you must think about your core values as you develop each of these sections.
- RecruitmentFirst, make sure you know which questions to ask and which questions to avoid. There are state and federal laws that protect applicants and some questions violate those laws. Once you know what to avoid, create a playlist of acceptable interview questions and be sure to include some behavioral interview questions that will help you determine whether your applicant’s values align with your company’s core values.
- Setup processThe on-board meeting is the time in the employee life cycle at which the applicant becomes a formal employee. At this meeting, you want to make sure that you have collected all of the legally required documents as well as any other internal documents you need for each employee. Also at this meeting, you will review employment policies (employee handbook) and formally present the company’s mission and core values. Creating a new rental setup and checklist package will help you stay organized and consistent.
- Salaries and Benefits: The information collected in the payroll and benefits forms is very sensitive and the collection of that information must be approached accordingly. Creating a standard set of documents and designating the personnel responsible for collecting this information will protect sensitive information and achieve efficiency.
- documents: Gather the documents you will need to manage the employee life cycle. You’ll want to consistently document interactions with employees and it will be much easier to do if you already have a library of templates that you can pull from when needed, such as:
- Federal and State Labor LawBe sure to research federal and state employment laws that apply to your job. Understanding applicable labor laws (many of which depend on the number of employees) will help you avoid time-consuming and costly violations.
If you are confused and uncomfortable about how to advance your HR journey as an employer, don’t worry. There are tons of resources on state and federal websites that are specifically designed to help business owners. Feeling uncomfortable? Contact a professional! As an HR professional, I have the training and experience to help you with the heavy lifting, not to mention the ability to provide guidance when challenging situations arise.
Do you have specific questions about HR and your business? Consult today With one of our HR advisors or attorneys, let us help guide you through your employee’s concerns.
Author: Vanessa Loewinger
Vanessa is an innovative, experienced and self-motivated HR expert who is adept at creating and nurturing a culture of professional excellence that is directed to employees, focused on achieving goals, and using a process-oriented approach to obtain win-win results. Vanesa has more than ten years of progressively responsible HR experience, including employee relations, payroll entry / processing, benefits administration, human resource information systems (HRIS), policies, 401k administration, and workers compensation administration.