You know what it’s like being a small business owner – you need multiple pairs of hands and eyes in the back of your head.
But even then, it’s easy to take your eye off one of the balls if you are juggling multiple responsibilities such as accounting, marketing, PR and human resources.
And the human resources side of the equation is an easy one to forget if everything else seems to be running smoothly – but this can lead to mistakes that could have costly consequences for the business.
Here are some of the areas to be aware of if you are dealing with the HR side of the business:
The smaller the business, the fewer staff, the more important it is that each one contributes fully each day. But a poor recruitment process can cause issues. Are you attracting the right sort of candidates, or have you rushed to get a bum on a seat, and not got the right candidate?
You need a clear job description to attract the right calibre of applicant, including what qualifications and qualities you are looking for. Then you can eliminate some applicants from their CV even before the interview stage.
And don’t forget to consider if a potential employee is a good ‘fit’ for the business and will work well with others.
Recruitment is important, but keeping those people with you once they have been fully trained is vital. You invest time and money in getting people up to speed with your business, so you don’t want them walking away and taking all their experience with them. Make sure there is a clear pay and career path outlined.
Do you provide opportunities for your staff to get training, even if they’ve been with you for a number of years? Obviously new employees need to be trained to carry out their roles, but investing in existing staff with training and allowing them to grow with the business is also important.
4. Performance Reviews
Regular performance reviews are important for making sure everything is on track. And if you do have any issues with an employee’s work, it can be raised and addressed at a performance review, nipping problems in the bud!
5. Keep a Record
Make sure you keep all your paperwork up to date, including notes on performance reviews. If there is an issue that could lead to disciplinary action, or even a sacking, you can avoid problems if you have a written record to back up any moves you make.
6. Employee Handbook
Do you have one, and is it up to date? An employee handbook can be used to let staff know about work-related policies. And it should be reviewed and updated on a regular basis (at least annually) with any changes communicated clearly to staff. If your company policies are not written down, you could be asking for trouble.
7. Health and Safety
Make sure your Health and Safety information is up to date, and records kept. If any issues arise, you will be asked to show you have done all that is expected of you. If you can’t there could be legal ramifications.
8. Contractors or staffers?
Sometimes you may look to add to your company’s skill base by using freelancers or contractors. But be aware that they are not a misclassified and are actually de facto members of staff. You need to know the difference.
Even if they are contractors, they still need to provide evidence of qualifications if necessary and also comply with any rules and regulations if they are working on your site. Do they still need to go on a company induction?
And records of all this need to be kept in case there are any disputes, or if you need to use them again on a new project.
If you need help with any of the above issues, contact Ansa HR for guidance on 01270 446 444 – we’d be happy to help out.