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1. No Retention Strategy:
Every company’s HR should have a strategy to retain current
employees.
There are several reasons for this.
It cost more to hire a new employee than to retain
one. Bringing a
new employee into the organization to fill a slot vacated by
a current employee is disruptive.
Not to mention it is bad for morale when current
employees see someone let go and replaced by a new person.
A retention strategy could eliminate those issues.
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2.
Not Creating a Good First Impression:
The first interaction that a new employee will have with the
organization is with the HR department.
The interaction between the new employee and HR will
create a lasting impact.
HR departments should create an onboarding program
that takes the new employee through an orientation process
where they are introduced to the culture of the
organization.
During those first days the new employee should get the
opportunity to meet the leadership of the organizations, key
personnel and the people they will be working with.
They should be given a tour of the organization and
shown where all the
key facilities are.
They should be introduced to the HR handbook and
educated on the norms of the organization as well as get
setup in their work stations with all the necessary office
supplies and equipment they will need for their jobs.
That’s making a good first impression.
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3.
No Employee Handbook:
Not having an employee handbook could get you in trouble.
The employee handbook documents and formalizes the
rules for employees to follow.
Every small business with employees should have one
and every employee should have a personal copy.
When there is a dispute the handbook can be
referenced and any misconceptions cleared up.
It keeps the organization out of legal jeopardy.
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4.
No Recruitment Strategy:
CEO’s for small businesses should make sure that their HR
departments always have a recruitment strategy in place.
Small businesses have a turnover rate that has to be
managed and as the business grow more employees will have to
be hired.
Having a recruitment strategy in place will mean that you
will not have to scramble to find a new employee when you
urgently need to hire someone.
The HR department should be tapping into resources
ahead of time and identifying potential candidates.
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5.
Not Looking for The Culture Fit:
If you bring someone into the organization that is not a
good fit for the culture, their time spent in the
organization will be short lived.
At worse, they could end up causing legal issues by
claiming discrimination.
The HR department should make sure that the culture
fit is a criteria when they screen potential employees.
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6.
No Training Program:
Training is key to keeping good employees and using them to
grow your small business.
Developing and maintaining a training program is a
function of the HR department.
They must have one in place that is constantly
updated and reflects the needs of the organization as it
grows.
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7.
Poor Disciplinary Program:
HR departments that don’t deal with disciplinary issues
effectively are esposing their companies to legal issues.
Every HR department should establish a disciplinary
program that keeps accurate and timely records.
Meeting minutes should be maintained by employees and
because they may become a key source of information when
there are disciplinary issues to deal with.
There must be a formal process for employees to make
complaints and for those complaints to be address.
It should be in writing.
Everyone should be regularly informed on what the
process is.
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8.
No Focus on Health and Safety:
Health and safety issues is the function of the HR
department.
CEO’s are responsible for the health and safety of their
employees while they are at work.
Hence, they must ensure that their HR departments
have a health and safety program in place.
There are specific state and federal laws that
pertains to employee health and safety issues that must be
followed.
Failure to comply with these laws could result in legal
action not just from the state and federal governments but
also from injured employees.
Save your company from these legal issues and make
sure that your HR departments have a health and safety
program in place.
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9.
Not Understanding Motivation:
All employees are motivated by something.
They get up and come to work every day because they
want to get paid.
But, that’s not their only motivation.
It is incumbent upon HR to know what motivates
employees to get up and come to work every day.
Every small business should have a program in place
that motivates employees to come to work and give their best
every day. It
should include monetary incentives, time off, recognition,
mentorship opportunities, cross training opportunities, free
parking, transportation cost re-imbursement, educational
cost re-imbursement, etc.
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10.
Not Using Technology:
Technology is an integral part of our lives.
It is a great way to enhance technology functions
such as payroll management, hiring, firing, benefits
management, training, etc.
The new generation of employees are well versed in
technology. It
is the primary way in which they communicate.
They use it for posting their resumes to find jobs,
they communicate
via email and text and network with social media and
they provide a lot of information about themselves that is
available publicly that HR departments can tap into to gain
a better insight about who they’re hiring.
Hence, If an HR departmetn want to reach the best
employees they have to keep up with the technology.
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