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Actual for You - Human Resource Department: How Do I Set Up?
There’s no denying that the Internet is allowing more and more entrepreneurs to start their own businesses and effectively market their new products. However, there seems to be an increasingly common misconception when these businesses try to generate media attention and publicity for their products or businesses. Over the past several years, I have had more than a few clients come to me seeking “a PR” to get people interested i
Are you recruiting and selecting the right people? Are you aware of the talent and skills needed to move your organization forward? Do you know where to find these people? Are you recruiting in a cost effective manner? Are your managers trained in interviewing techniques?
What kind of compensation plan do you have? Is it meeting the organization’s needs? Is it motivating
(Say What You Mean and Get What You Want!)Great business communication skills requires learning to say exactly what you mean and saying it in a way to get a desired outcome that is beneficial for both the business contact and your home based business. Many times we send cross signals in our communications because we ourselves are not completely sure how to convey our thoughts properly. We know
Why do you want to set one up? What’s changed to make you or the organization believe that an HR department is needed now? What do you want the HR department to do? How will this function contribute to the success and bottom-line of the organization? Will it add value?
In other words, before you begin the task, you need to have a clear definition of the mission and goals of the department and secondly, what role you will play as “head” of the HR function. Once you have clear direction, there are some key “audit” issues that you need to focus on.
Do you have personnel files on all your employees? Are they current? Do you have all the legally required documentation? Do you have items in the files that don’t belong there?
Do you have policies and procedures? Are they up-to-date? Are they followed? Do you have an employee handbook? Do you have the right language in it? Have you inadvertently created a contract between you and your employees? Do you have policies dealing with ADA, EEO, FMLA, sexual harassment, workers’ compensation, safety, benefits, discipline, etc.?
Are you in compliance with state and federal regulations? Do you have a working knowledge of the law? Do you have all the required postings, forms, and documentation required by the respective governmental agencies? Are all the managers aware of their legal responsibilities and liabilities?
Are you recruiting and selecting the right people? Are you aware of the talent and skills needed to move your organization forward? Do you know where to find these people? Are you recruiting in a cost effective manner? Are your managers trained in interviewing techniques?
What kind of compensation plan do you have? Is it meeting the organization’s needs? Is it motivating
Holding a conference can be a big event in any company’s agenda and a large part of that can be the decision on where to hold the conference. Many different cities all boast prestigious facilities, but each city has both problems and benefits that will be incurred through having the conference in that area. The greatest trick is to make use of a venue where the advantages are significantly greater than the disadvantages. The loc
In other words, before you begin the task, you need to have a clear definition of the mission and goals of the department and secondly, what role you will play as “head” of the HR function. Once you have clear direction, there are some key “audit” issues that you need to focus on.
Do you have personnel files on all your employees? Are they current? Do you have all the legally required documentation? Do you have items in the files that don’t belong there?
Do you have policies and procedures? Are they up-to-date? Are they followed? Do you have an employee handbook? Do you have the right language in it? Have you inadvertently created a contract between you and your employees? Do you have policies dealing with ADA, EEO, FMLA, sexual harassment, workers’ compensation, safety, benefits, discipline, etc.?
Are you in compliance with state and federal regulations? Do you have a working knowledge of the law? Do you have all the required postings, forms, and documentation required by the respective governmental agencies? Are all the managers aware of their legal responsibilities and liabilities?
Are you recruiting and selecting the right people? Are you aware of the talent and skills needed to move your organization forward? Do you know where to find these people? Are you recruiting in a cost effective manner? Are your managers trained in interviewing techniques?
What kind of compensation plan do you have? Is it meeting the organization’s needs? Is it motivating
Sit down and think long and hard about the problems people in society face. Think about the problems our communities as a whole face, and try and determine what the probable causes of these are. Chances are things like crime, poverty and relationship breakdown will come to mind and you’re probably going to attribute the cause to money. “Money is the root of all evil,” you’ll probably say now that you’ve thought about some of
Do you have personnel files on all your employees? Are they current? Do you have all the legally required documentation? Do you have items in the files that don’t belong there?
Do you have policies and procedures? Are they up-to-date? Are they followed? Do you have an employee handbook? Do you have the right language in it? Have you inadvertently created a contract between you and your employees? Do you have policies dealing with ADA, EEO, FMLA, sexual harassment, workers’ compensation, safety, benefits, discipline, etc.?
Are you in compliance with state and federal regulations? Do you have a working knowledge of the law? Do you have all the required postings, forms, and documentation required by the respective governmental agencies? Are all the managers aware of their legal responsibilities and liabilities?
Are you recruiting and selecting the right people? Are you aware of the talent and skills needed to move your organization forward? Do you know where to find these people? Are you recruiting in a cost effective manner? Are your managers trained in interviewing techniques?
What kind of compensation plan do you have? Is it meeting the organization’s needs? Is it motivating
Traditionally small to mid sized businesses have been set up with what is called multi-tier pricing for their credit card processing. This system is usually set up with three tiers (qualified, mid-qualified, and non-qualifed.) Occassionally, if the business owner has negotiated well, there will be a fourth tier for qualified offline debit cards. While this system has worked well for many years, the increasing number of reward
Are you in compliance with state and federal regulations? Do you have a working knowledge of the law? Do you have all the required postings, forms, and documentation required by the respective governmental agencies? Are all the managers aware of their legal responsibilities and liabilities?
Are you recruiting and selecting the right people? Are you aware of the talent and skills needed to move your organization forward? Do you know where to find these people? Are you recruiting in a cost effective manner? Are your managers trained in interviewing techniques?
What kind of compensation plan do you have? Is it meeting the organization’s needs? Is it motivating
There are several good reasons why office paper must be recycled. First, papers used in offices are usually high-grade, and it's a shame to see these quality paper reduced to waste. A staggering 77% of these papers are recyclable. Second, an average business office employee can produce a pound and a half of paper waste in working for a business office daily. Finance offices generate waste paper from two to three pounds per empl
Are you recruiting and selecting the right people? Are you aware of the talent and skills needed to move your organization forward? Do you know where to find these people? Are you recruiting in a cost effective manner? Are your managers trained in interviewing techniques?
What kind of compensation plan do you have? Is it meeting the organization’s needs? Is it motivating your employees? Is it competitive and fair? How about your benefits? Are you getting the best coverage for your people at a price the employees and the organization can afford? Is your total compensation attractive enough to retain existing people and be an incentive to new people?
What’s it like working at your company? Are people productive and motivated? Are you looking at the indicators of a productive and motivated workforce (absenteeism, tardiness, turnover, grievances, high workers’ compensation rates, poor quality, missed deliveries, and poor productivity)?
What about your training? Are manager’s and employee’s skills current? Is training a “way-of-life”? Are you growing your people or do you have to go to the outside every time you need someone with a specialization? Are supervisors effectively managing their employees?
Are managers and employees kept informed? Do they know what’s going on? Is the grapevine the main source of communication? What are the sources of communication?
Obviously it is impossible to make a complete guide of things you need to consider when starting a new HR department in a small company. However, these are some of things you should consider. As you begin the process, get some professional help, whether through networking with peers, other organizations, or outside expertise. It is a big task, but one that is critical to the organization.
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