HR considerations your company can’t afford to overlook

How a good HR team will save your bottom line

Small business leaders can get so caught up in everyday operations, that they’ll sometimes attempt to add human resources responsibilities to their daily tasks. However, responsibilities such as recruiting, complaint management, conflict resolution, benefit management, and termination often require specialized training and knowledge. 

Companies that don’t invest in dedicated human resources professionals could even be liable in litigation, in they inadvertently break local, state, or federal laws regarding employee rights. Here are a just some responsibilities that a good HR department can handle for your company.

Recruiting

HR specialists have access to a myriad of talent and recruitment tools, which can help your company narrow down candidates and select your next employee. HR departments run background checks and verify application information, to ensure that you aren’t negligently hiring people who aren’t qualified for the job. Background checks can also help recruiters create safer work environments. According to the Society for Human Resource Management (SHRM), about 69% of organizations use criminal background checks during the recruitment process.

 

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5 key HR questions every small business should ask.

www.a-hr.com

With all the challenges facing start-up companies, most thoughts towards human resources are sidelined.

It’s understandable; balancing company registration, taxation issues, marketing and day-to-day operations can be overwhelming enough and many start-ups only have a small staff – just two partners in a lot of cases. So what’s all the fuss about?

It is only fairly recently that the importance of human resource management (HRM) has started to gain the recognition within the corporate hierarchy – strange considering how often people are cited as the most valuable resource of a firm. The point to remember is that staffing issues affect all businesses – big and small, from two-partner run local firms to the largest multinationals.

HRM will shape the culture of your business and will be the deciding factor in how your customers perceive you. And if you are a small business, detaching yourself from the situation to consider how a human resource specialist would see you can prove invaluable later.

In order to clarify things, consider the following questions:

1. What are the roles and responsibilities of each partner?

As basic as it sounds, defining the roles and responsibilities of partners is essential. It is often the case among small business owners that both believe the other knows clearly what they are doing. It is only when the company is half a year into operations that it becomes obvious the responsibilities were not as well defined as previously thought.

Having a conversation to set out roles is an important investment into the company, and committing those roles to paper can help in future conflict avoidance. It’s important for partners to identify their individual strengths.

Ideally partners’ professional skills should also complement one another, but not overlap too much. This understanding will inform the vision and expectations of the company and give a better idea of how to attract funding. At this stage it will also become clear what skills are lacking. This can be remedied through the team which will come at a later stage.

2. What should you pay yourselves and is there a way out?

Because business partners tend to know each other before starting a new company and feel that there is a certain bond, they are often reluctant to hash out written agreements. Big mistake. The written agreement should not only include roles and responsibilities, as discussed in part one, but also compensation structures and exit clauses.

As already mentioned, partners can clash over countless things, including conflicting work ethics and goals, roles in the business, leadership styles, and of course money. Compensation structures for partners can be a touchy subject, especially in a new business and for many small business owners the last people to get paid are typically themselves. In deciding how much to pay yourself, you should assess both the business and your role in it, and benchmark it against industry standards.

Build flexibility into the contract; compensation can be adjusted as the business grows, for example once a target is reached payment begins or increases. Exit strategies are more complicated and partners should discuss this in detail and have it well researched.

3. When should you decide to take on employees?

Employing people for the first time is a huge decision for any small business owner. The  government can provide lots of practical advice on employing staff, including minimum wage considerations, legal status of employees, employee rights and insurance issues. Before taking on a full time position, think about trying to work with a freelancer.

Websites such as www.elance.com allow you access to multiple specialists such as programmers, mobile developers, designers, writers and marketing professionals. This will give you a flavor of how you work with people and what is really needed in the company.

Interns can also be a good step for first-time employers. Look to recruit in local universities. Finally if the need in terms of workload is still there and you have the financial resources available to pay salary and cover administration, then you can start to recruit.

4. What kind of team do you want?

Try to delegate HR to one of the partners. Consider who has the best people skills and remember that a successful manager is a good leader who creates a work climate that encourages productivity. Employees in smaller companies take on larger roles than their counterparts in larger companies, so your staff needs to be flexible. New employees should also fit into the culture of your company – try to think about your customers. What are their defining characteristics and who are the people that they trust? That should serve as the blueprint for your new team.

5. How will you pay your team?

Motivation and incentivisation are key to keeping talented people who will drive your company forward. Small businesses rarely have the resources to offer the same compensation as more established players, but they can offer something more valuable. Being part of something new and giving employees the opportunity to learn and advance quicker than in more established companies will be what attracts top talent.

Typically in internet start-ups, compensation packages for new employees consist of a low base salary with a low performance related bonus. A higher share of stock options and shares is commonly used as the major draw and while some entrepreneurs try to keep 100% of the equity in their own hands, giving 15-20% to the management team will encourage loyalty and will motivate through tough times.

If the company is more traditional, consider the role of performance appraisal, reward systems and employee development and training. Performance appraisal is the practice of assessing employee job performance and providing feedback to those employees about both positive and negative aspects of their performance. It can act as a motivator for employees but can also protect you in the case of dismissal, as critical incidents will be well documented. Well run and clear reward systems and employee development and training also improve productivity and overall morale of staff.

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Human Resources Activities and Objectives

• Around the center HR exercises there are payroll, time and labour administration, profit organization and HR administration. These exercises connect with the HR destinations which are generally the obligation of Human Resources. 

• The first destinations of Personnel administrations are a productive and successful work force and payroll framework receptive to staff needs together with the adaptable compensation framework. These destinations could be accomplished by usage of distinctive modules, for example, plans and beginnings module, petitioner following module, word related health and wellbeing module, and so forth.

• None the less critical HR target is the modern relations administrations inferring making viable relationships between the business and the staff. Complete and thorough strategy skeleton ought to be built for danger administration, wellbeing and health issues. Staff ought to be overall educated about wellbeing  also health issues in the work environment. What is obliged to addition this goal is the staff's cooperation in an extensive variety of preparing and consciousness programs in the zone of security and health. Staff advancement goal might be acknowledged through diverse abilities improvement courses intended to empower further abilities improvement important to complete their obligations.

• A few associations think about value and differing qualities benefits as their destination and furnish data about the strategies for sexual provocation, racial provocation and value grievances, subsequently making the staff well cognizant of the arrangements. The activities incorporate cognizance programs in connection to value and differing qualities. In the long run it expedites an increment in the amount of staff who have went to the preparation sessions and know the issues.

• Human Resource administrations procurement is nearly associated with key arrangements, arranging and coordination of an association. An extensive variety of human asset procedures pointed at additional adaptable arranging can could be enhanced connections between execution and compensation, enhanced execution estimation strategies for all staff, enhanced recruitment and maintenance systems, and support of aptitudes advancement. One more destination brings about consultancy backing furnished on the support of enhanced data about both the manager and HR staff needs and working prerequisites.

• HR destinations empower the advancement of individuals to be their best keeping in mind the end goal to help an association. A fruitful execution administration framework counting branch, group and distinct business destinations, self-improvement plans, execution evaluation, profession arranging, and so on., points at upgrading  the work force's duty to advancing the business long haul and can give challenges which will upgrade the staff self-improvement. In addition, if an association can evaluate the workforce progressions required by business, actualize the essential streamlining and measure the effects utilizing exceptional innovation frameworks, it will get information having a basic part in checking and regulating generally speaking execution.

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MCA Training & Project for the MCA & BE Students in Ahmedabad- Gujarat

Project & Training for MCA Students in & around Ahmedabad. Helping students on Technical skill up gradation as well development of soft skills like Business & Client Skills, Interviewing, Networking skills along with Mock interview for sure shot selections in your first job Interviews. For more details you may call on 079-23290209 or visit us at www.alphatrainingcenter.in OR www.alphainfoways.com

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Anything HR Solution (www.a-hr.com)

Few months back I was reading an article that Coal India become largest organization in India in terms of net worth. However the overall this net worth was still smaller than that of Apple, I believe that point of time. This is also, when total net worth of Coal India was due to it's net coal reserve, which is a natural resource, however the net worth of Apple was due to it's innovation & technology & is purely due to the human efforts. This really surprised me that we Indian takes lot of pride & give consolation to ourselves in circulating mails & forwarders to our friends that so many % of India scientists, Computer professionals, Engineers & doctors work in so & so US organizations etc etc.

Do we ever think & try to do something for this, perhaps yes, but still we need to make a resolution & commitment to our self to make a huge global organization from "THE INDIA" if not better at least at par with Apple, Facebook, Twitter, Microsoft etc. is it impossible or we can do it??

I think it is possible & this is probably can be achieved only through the internet & using web media, due to it's global reach. I think we need to start working towards it right now & it may take approximately 8-10 years & probably that would be the right time. Currently globally we may have approximately 15-20% penetration of the internet globally & in next 8-10 yrs it may reach to around 40-50% of the world population & probably that will be the right time to hit the viral/web media to reach so many people...

Sounds good..... yes & I have decided & working towards that to make my country proud & one day I'll come with such a global organization like Facebook, Twitter, Apple & Microsoft for my mother India......

I'm sending this note to about thirty people. If each of you send it to at least ten more (50 x 10 = 500)...and those 500 send it to at least ten more (500 x 10 = 5,000) and so on, by the time the message reaches the sixth generation of people, we will have reached over FIVE MILLION people !!!!!!! If those people get excited and pass this on to ten friends each, then 50 million people will have been contacted!

If It goes one level further, you guessed it..... FIVE HUNDRED MILLION INDIAN PEOPLE!!! that means half of the country!!!!
Again, all you have to do is send this to 10 people. How long would it take?

Kind Regards, For,
Anything HR Solution


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Looking for Sr. Executive/ Asst Manager – BD for selling IT Software Product/Solution in US Region with 2- 5 yrs exp in US Business Development. Job Location: Vadodara Location. Must be open to work in Night shift. Salary up to 6 LPA + incentive. Interested candidate please Send your CVs crs@a-hr.com. Or call me on : 9998865444.

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