Is HR needed in a small company?

Is HR needed in a small company?
  1. Do you have to spend long hours "over papers"?
  2. Effective recruitment has no secrets for you?
  3. Do you have enough time for each new employee?
  4. Are your employees angels?
  5. Isn't employee departures your problem?

HR sphere has bexome a really important position in all companies. For them small companies the internal HR department is a big challenge.

Do you have to spend long hours "over papers"?

The basic issue in every enterprise is the need to comply with legal regulations related to employment, remuneration and settlement of working time, as well as keeping appropriate employee documentation.

The advantage of a small business is that many activities are carried out informally, without excessive "paperwork" and procedures. It must be remembered that in the case of labor law, this may have negative consequences. In addition, if employees are provided with written clear rules and policies in place in the company, they will ask fewer questions and reduce the employer's involvement in the process of providing them with HR information. However, it is important that the "HR manual" is read and signed by the employee at the time of hiring.

The time devoted to organizing and writing down the basics of personnel policy will pay off many times. It will also be a guarantee for managers that all HR issues are conducted in accordance with the law, and are also consistent and clear for all employees from the moment they are hired.

Effective recruitment has no secrets for you?

Recruiting can be a job in itself, especially if the company is still growing and needs new employees. This has been one of the most difficult tasks facing enterprises lately. Finding the right people for the so-called The "employee market" is a real challenge today.

In addition, it is worth remembering that recruitment does not only involve meetings with candidates (which is usually done personally by the owner of the company / manager). It is primarily to ensure that:

- define well "who we are actually looking for", i.e. what skills and experience the ideal candidate should have,

- post information in the appropriate places (i.e. where potential candidates look) that the company is looking for employees,

- select CVs flowing in on an ongoing basis,

- contact (quite quickly) with selected candidates,

- receive professional support of the manager in their assessment.

Do you have enough time for each new employee?

Are you introducing new employees? The person responsible for HR will help to develop even the simplest rules - who and in what order is responsible for introducing a new employee to his new duties, work rules, systems, etc., and then he will ensure that this takes place. It seems that in a small company "everything is visible", "everything is simple", "you just need to ask anyone" and you do not need to organize any special implementation processes. But life shows that employees - regardless of the size of the company - often feel lost, insecure and sometimes even disregarded. And they work inefficiently or leave their jobs quickly.

Are your employees angels?

HR is also an ideal place to accept employee complaints internally and ensure that they are properly resolved. Likewise with conflicts between employees. The role of the person responsible for HR may also be to act as a mediator in disputed issues or seek external help in extremely complex issues before escalating to sizes undesirable by the company.

Isn't employee departures your problem?

The person responsible for HR will certainly be a valuable source of knowledge and support in one of the most difficult areas related to people management - motivating and building commitment. And that doesn't mean huge budgets. It is the motivational activities that directly contribute to reducing the turnover and retention of the most valuable employees. Thus, they maintain work flow and organizational efficiency.

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