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Managing Employees

Is Your HR Running at 100%

I have never seen a company that is running at 100% effectiveness. Let me tell you why.

A company, or any organization, is a complex integration of people and systems. Organizations start as dreams and plans, but are built in fits and starts, to address immediate problems and opportunities. Companies never look exactly as planned. I have worked for companies exactly like this. People are hired who are not working in the right job, or managers are not communicating enough with their staff. Employee policies are a bureaucratic tangle or don’t ever address frequently asked questions. And what happened to the company culture? All of which leads to low morale and wasted effort.

For these reasons, it may be time to tune up your HR. Get it back to what it should be, iron out the rules and reset the plan. From the HR perspective, here are the areas to focus on:

1. Org Chart. The org chart creates the template for every position and how it meets the purpose of the business. People often confuse the work employees are doing with the requirements of the position. Are the right people in the right box?

2. Job Descriptions. A summary of what is required for effective performance of a particular job. It is useful in hiring new employees, training existing employees and for performance appraisals.

3. Employee Policies. Are they tailored to match the culture and mission of your company? Employee policies can create clear rules and order, or chaos and disenchantment. They must be reviewed periodically.

4. Employee handbook.  A summary of all your policies, designed to communicate as well as protect the company from legal issues such as discrimination, harassment, and proper classification of employees (overtime, salaried/hourly/independent contractors).

5. Interviewing and hiring system. Hiring can be costly and time consuming, and a bad hire is a real setback. Successful companies set specific criteria for every hire, and prepare interview questions and tests that will help them make good decisions. Hire deliberately, not randomly.

6. Performance Appraisal system. Few things are as valuable as open communication between management and staff. How to give written and verbal feedback and set goals make all the difference in team success.

7. Employee Relations. How do you handle problems and issues? Do you understand the state and federal law, and what you are permitted to do? What are the legal risks and challenges?

You may need an “HR Tune-Up,” our 7-Step program to help close the gaps in your current HR set-up. We address all of these areas to achieve a more effective organization with better morale and improved communication. 

See our Services page for more on how we can help you.