You didn’t start a business for the love of acronyms per department, deep knowledge of the law or professional jargon. Unfortunately, with business comes many layers of law etc. One time intensive but vitally important part of your business is human resources. It’s not only about motivating the staff (which is also valuable). It is also about knowing and following the complex labour laws, being objective in stressful times and documenting every single thing.
What Does A Human Resources Supplier Do And When Do You Need Them?
When you are starting out, it may seem wasteful to pay for a Human Resources professional to be involved. As you will most likely have a relatively small number of employees to manage, you might think you can get by perfectly, especially as you are legally astute and gifted at administration.
The challenge comes when you are backlogged in personnel issues or skipping human resources tasks as the company is growing so fast that you are flying by the seat of your pants.
Human Resources can handle recruitment, onboarding, payroll, employment policies, counselling and benefits. They are great for employee-manager arbitration, as well as being the hub for company information from training policies to maternity leave.
What is undervalued is its vital link to business success. A H.R. professional should be invited to work with managers/business owners to develop long-term growth strategies, development plans, and training procedures.
When Should You Change From Outsourced HR To In-House HR?
Every business is different, but a few common points at which a manager or business owner will have to change from an outsourced relationship to outsourced-inhouse or fully in-house. These are:
– The company is growing very fast – Well-chosen employees = happy team, happy you, successful company. So when the time comes to employing more headcount, it might be difficult to attract, interview and secure the best staff without dedicated HR intervention. From job descriptions, correct specifications, advertising, interviewing and reference checking – these will all ensure top talent is retained.
Reviewing your employees’ performance regularly, identifying improvement opportunities and making recommendations are also functions of HR.
– Monitoring changes to employment law – Laws change; you can bet on that. HR will ensure your company policies, handbooks, contracts, training and treatment of staff is up to date with employment law.
– Disputes Appear To Be Increasing – More headcount = more disputes. If you are not a professional, then it is prudent not to handle these, or some could have legal ramifications. HR handles conflicts and avoids lawsuits. Harmonious employee relations = successful companies.
– Personnel Issues – Time spent on personnel issues is time away from strategy and business development. The quantification of the value of that time versus the cost of an HR professional no doubt weighs in favour of strategy and growth.
If you wish to concentrate on business, then an HR person is the solution to a plethora of vital employee, legal and quality issues.
Contact our experienced, efficient professionals for the management of your human resource requirements. We can work in-house or remotely within your budget.