Human resource strategies are designed to ensure that small businesses have the staff they need to meet customer demand. Considerations that impact human resource strategy include both internal and external environmental changes, such as anticipated turnover, the need for new types of skills and experience, growth or expansion into a new market, changing economic pressure […]
Human resources management in small businesses can be highly structured as in large organizations, or less structured to permit flexibility in workforce planning, staffing and HR control over the employer-employee relationship. In either case, the competency-based approach to HR improves the quality of HR productivity and credibility, both of which are fundamental to sustaining a […]
A key component of staff career development programs are employee objectives. Managers and employees can work together to create developmental plans during the annual review based on performance goals and then monitor employee progress throughout the year. For example, an employee would receive additional job responsibilities as part of her objective to move into a […]
Effective human resources leaders balance dual advocacy for the organization and for its employees; however, many employees believe that HR favors management because it’s a member of the leadership team. It’s unfortunate, but in many cases, HR does favor management because the HR leader may feel beholden to prioritize management’s interests instead of the interests […]
Human resources departments interact with department managers in numerous ways. The particular function an HR manager or specialist plays is sometimes contingent upon the department manager’s title. A department manager in accounting, for example, may need more numerical statistics from HR than a customer service manager. Whatever the case, the relationship between HR and various […]
One reason companies don’t invest in creating a dedicated HR department is because they fear too many challenges will render the effort useless and create more problems than it’s worth to have HR professionals on staff. Once identified, HR operational challenges can be minimized and even eliminated. Overcoming HR operational challenges involves looking at all […]
To help ensure success of organizational goals, human resources departments must be business partners at a strategic level. In some cases, company managers may consider HR professionals as a roadblock to get around and not respected as informed decision makers. Therefore, it is increasingly important that HR professionals recognize some of the factors that affect […]
Many large, middle-sized and even small business organizations have a human resources department. The functional roles of an HR department remain the same regardless of the size of your business. As the name indicates, the department exists to manage and assist the human element of the company. Since human capital is the most important asset […]
A regular human resources audit can improve the services your HR department renders to both employees and applicants. It can also determine whether your organization is in compliance with labor and employment laws. Auditing all of your HR practices and functions can take time and resources. Small businesses without enough staff to devote their full-time […]
Human resources professionals have many roles within an organization. They are responsible for formulating strategies that focus on recruiting and retaining top employees as well as overseeing projects that promote company-wide productivity. Most human resources departments control the overall operations of a business, making the department a key component of a company’s success in achieving […]
