Human resources are the lifeblood of any business, and businesses that don’t take proper care of them will never truly succeed. An important piece of that puzzle is your human resources department, or HR department—the team responsible for hiring and overseeing your employees, as well as helping you find the best possible candidates in the first place.
With so much riding on the decisions they make, it’s important to choose your Happy HR team carefully. Here are 10 crucial facts about human resources in your business that will help you choose wisely.
How important is it?
Many companies make a crucial mistake when hiring. They fail to give their employees something very important – human resources! Even some huge corporations, like Apple and Google, have gone without it for years.
Hiring a dedicated member of staff to take care of such things as employment contracts and training benefits not only makes good business sense but also contributes to your company culture. You see, happy people mean increased productivity, less turnover, and even more profit.
Why is it necessary?
Have you ever thought about how important is to have an HR in your company? Well, it is necessary if you want to keep your workers happy and do good at your job. There are many things that human resources can do for you and your team. In any business, human resources is a very important part of it.
Some businesses don’t have a proper HR working for them and they need to get one fast if they don’t want their workers to leave them soon. An HR helps keep all employees happy with what is going on at work; for example, bonuses, salaries, vacation time, etc… The better will be an HR, the more successful will be in your business or company.
What are the duties?
How do you know what duties your HR department should have? That depends on how large or small your company is. Generally, an HR department is responsible for at least five different things:
- Employees’ personal and professional development
- Employees’ compensation & benefits
- Health and safety of employees
- Maintaining employee relations
- Labor law compliance
What if you work for a company of 20 people? Could you handle all of those things without an HR team? Absolutely! If you choose to make yourself responsible for those duties personally (if your company is really small), it can be a big mistake as some points might not be handled as thoroughly as they need to be. There’s a reason why every successful business has an HR department!
What are best practices?
As a general rule, it’s never a good idea to reinvent your company’s wheel. Best practices are often established by experienced professionals and can save you time and money, as well as set you up for success.
When it comes to human resources (HR), best practices cover everything from basic hiring procedures to policies that protect employees. While there isn’t an exact science when it comes to HR best practices, there are some proven guidelines to follow that will help ensure employee satisfaction and compliance with government regulations.
Who can fill this position?
Nowadays, many small businesses don’t have a dedicated HR manager. Instead, they rely on a business owner or other staff members to handle day-to-day employment issues and even make decisions about hiring and firing. While that can work for certain companies, it can also be a bad idea.
What makes HR different from the rest of the staff?
Why do you need a full-time HR professional instead of relying on generalists who can take care of other duties as well?
For starters, there’s no such thing as an HR generalist—or at least there shouldn’t be. While some business owners may have worked in human resources, that doesn’t mean they understand every nuance of their role or are qualified to act as a primary HR staff member. For example, on any given day your staff may need someone to answer questions about sick leave, explain health benefits and assist with onboarding new hires.
A part-time HR staffer might not have time for all that and if he does, he could risk neglecting other job responsibilities—and creating problems for your business down the road.
Are there enough resources?
A business with no HR department is like a sports team without a manager. It’s more likely to fail than succeed. If your company doesn’t have an HR department yet, or your small-business owner needs to know more about hiring and managing staff, it might be time to bring on an in-house specialist. The first step is to understand what an HR department does for you.
What can we do without an HR expert?
What would you do without a medical department or an accounting division? When it comes to your business, those two departments are essential for running things smoothly and staying within regulatory compliance. And yet some companies don’t have one…and even worse, some businesses don’t think they need one. But if you want to keep your company above board and give your workers an environment that allows them to thrive, here are 10 reasons why having an HR expert on hand is crucial. They can
How to choose the right person for this job?
One of the most important parts of your hiring strategy is making sure you’re not just filling a job, but finding someone to fill a role. A good way to do that is by creating a detailed job description—not just skills and duties, but also workplace characteristics like working hours and environment. This makes sure you find someone right for both your company and open position.
Though it might be tempting to post your opening on multiple sites simultaneously, keep in mind that it can hurt your chances; sending out dozens of applications at once dilutes who sees each one. Instead, spend time reaching out directly to recruiters at individual firms, who are better connected with specific opportunities within their companies than general posting sites will be.
So those are the facts revolving around how crucial for a business to have good human resources. Happy employees are better employees. Happy HR makes for a happy business. Keep your workforce happy by investing in a human resources department that can manage both personnel and HR tasks.