Human Resources is a key part of developing a business. Grow Wise is talking from the perspective of a small – medium company. Our digital marketing agency is composed from 27 members. Certainly, Human Resources is getting crucial once the company has more than 5 members. For sure, people management is one critical part of setting up your company’s culture. We hope you enjoy our blog post and apply some of them to your own small – medium company.
First of all, handle your Human Resources department by getting to know your employees’ personal and professional goals. Don’t count on others to do it. Rather, start the HR work yourself. Above all, take it as a personal task. Therefore, keep an open discussion around the goals of your employees and their careers plans. This is the easiest way to handle Human Resources for a small company.
In case your company has more than 15 employees you may consider looking in to some tools to manage people. Similarly, you can assign a person in the office to be responsible with Human Resources. Of course, you may say that the cost of a HR department is too much for a small company. Certainly, after reading the rest of this article you can change that opinion. Above all, the benefits of having an HR expert working with your company are several. Certainly, you will not regret making the time and capital investment.
First of all, verify the current state of human resources by creating a data base with the CVs of all your employees. Of course, the position description for each employee needs to be clearly identified. Therefore, we advise you to set targets to hit for all the quarters of the year. Also, create a career path growth plan.
Similarly, create a cost per hour for each employee so that you understand how much does the company pay for having that person work for your company. Also, plan some activities of team-building. Ask your employees what do they need to become better at what they do.
All these activities would require some time and work from your side, but if you have a small company the best way to make the people engage and get connected is to do it yourself. Employees love leaders who put in the work and set the example for them to follow.
In case you have a medium sized company, it could be a good moment for you to start looking at hiring a professional HR expert. This way you can share the load of the work of managing the needs and demands of the employees.
Firstly, find a person who you see has huge people skills, because this person needs to become the friend and advisors of all your employees.
Secondly, look for someone who clicks with you and the mission and values of your company.
Furthermore, give yourselves time to know each other and allow a connection to form.
By discussing the needs and possible opportunities the company needs from HR you will make sure you are on the same page with your HR expert.
Most likely the list of advantages coming out of the discussions will look much like the one we did below.
Here is a list of excellent materials available online regarding HR management. Our favorite one is number 4. Which do you prefer? Let us know in the comments below.
Among the assignments you HR responsible has there is the task of defining clearly what are the roles and responsibilities of each member of the company.
Setting these details clearly on a piece of paper will get the discussion easier and to the target. Does your company have such list with the roles and responsibilities of the employees?
We offer an example of the roles and responsibilities of a project manager, so that you can have a clearer picture regarding how these can look like.
There is no single template to use for each position existing in a company.
The structure of these documents is subject to the imagination of you HR responsible.
Certainly, traditional new-hire orientations have long consisted of internal team member introductions
and an overview of policies, forms and procedures.
Onboarding is the process of acclimating new hires to the social and performance aspects of their new jobs quickly and smoothly.
Today, it provides a key foundational building block to any talent management strategy. A strategic onboarding program builds long-term engagement.
The engagement starts even before an employee’s first day. The activities that include highly interactive recruitment practices and realistic job previews (Cornerstone).
Talent management integration can happen when you understand and incorporate best practices that fit squarely within the needs of your unique business and culture.
Work together to create your company’s goals.
Also, do your best to consider your employees’ goals into the strategy of you organization.
Certainly, goal setting should follow the S.M.A.R.T. goal format.
Before establishing individual or team performance goals, ensure that they meet each of the following five criteria:
Specific: Goals are explicitly stated in terms of actions and behaviors that relate to the company’s vision and strategic objectives. If this can’t be done, consider whether the effort or output is truly necessary.
Measurable: Evaluation criteria must include specific metrics that describe how the performance will be measured. For example, terms of physical units, time and monetary elements are common measurement criteria.
Actionable: There is a reasonable and realistic probability that the goals can be achieved. Contingency planning is also helpful at this stage in determining how goals may be adjusted should unforeseen events block progress or results.
Realistic: Goals must be directly related to the individual’s sphere of influence, and necessary resources must be available to support successful outcomes.
Timely: Beyond determining deadlines for completion, specific milestones should also be established that give the employee, managers or coaches visibility into progress and problems along the way.
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