How could this situation and others like it be avoided? The answer is, by not playing the psychological game of waiting until you get into trouble. Frankly, there’s no organization that’s too small for good human resource advice. That’s because as soon as you have employees, you need to abide by employment legislation and to treat employees appropriately. The rule of thumb is that if you have 75-100 employees, you need on onsite human resource professional. Otherwise, secure access to a service that is available on an on-call basis.
Let me share with you how a human resource professional can assist your organization and/or corporation.
Staff resource planning — HR professionals can assist with staff resource planning at any point in your business cycle be it startup, growth, downsizing and/or succession. Your human resource professional needs to sit at the strategic table and be part of management decisions so that they can prepare and protect your organization at all times.
Recruitment and selection — most general managers and supervisors are not aware of the many legalities of interviewing. This leads to complaints of discrimination. HR professionals on the other hand, have the skills to build competency and skills maps, job descriptions, job ads and interview questions that ensure the right person for the right job at the right time while adhering to appropriate legislation.
Compensation and benefits — let’s face it, employees want to be paid fairly for the amount of effort they put in. Human resource professionals can set up a pay structure that ensures fairness and equity between all jobs in your organization. Otherwise, you’ll soon find new employees are paid more than established workers while an employee salary raise might be based on a manager’s emotions of the day.
Employee relations — employee complaints and concerns brought forward but not addressed and/or not dealt with according to employment standards and/or human rights legislation is frankly what causes employers the most pain. A human resource professional understands these requirements and can assist you to resolve complaints before they result in a formal complaint, a financial penalty or restitution and all the bad publicity that follows.
Policy manual development and training — every organization needs an updated policy manual and a method to keep it current with changing legislation. Supervisors need to know how to apply the policies while employees need to know what their rights and obligations are. A human resource professional plays a key role in developing a policy manual, conducting the needed training and is always available to answer questions on procedure.
Training and development — staying ahead as a leader in your industry sector requires continually upgrading of equipment. The same strategy applies to employees; they must become continuous learners. A human resource professional can assist by developing a training plan, help managers to identify competencies, assess and develop training strategies, evaluate programs and search out training vendors.
Personnel records management — personnel records is another area where employers frequently encounter complaints and subsequent legal issues. Human resource professionals know what specific items are to be included, who has access, when and how employees are allowed access and how to protect individual privacy. Poor record management significantly increases organizational risk.
The profession of human resources has grown by leaps and bounds over the past 25 years. Today, human resource professionals are highly trained and apply strategies to protect your organization in the complicated world of employment legislation. So, take my advice, avoid playing the psychological waiting game where you just won’t make a decision while hoping your human resource issues will resolve themselves. Believe me; they’ll only get worse without professional help.