Managing the recruitment, training, and compensation of your small business employees is an important part of success.
Small businesses generally employ less than a hundred people. This number is not insignificant, and professional human resource management activities will help streamline the HR function of the business.
Human resource management includes the workforce’s physical and mental labor for the production of goods and services in the business.
Research reveals that finance and accounting and marketing functions take precedence over human resources in small businesses.
Significantly fewer small businesses have full-time personnel managers to oversee all the business’s human resource functions.
Small business owners often face unique challenges when it comes to human resource management. But, with the right strategies and resources, you can create an effective HR system that will help your small business succeed. You can stay ahead with good human resource management practices as a small business owner.
Key HR Strategies for Small Businesses
Discover key strategies for human resource management in a small business setting including:
- A recruitment process
- Staff hire and management
- Rewards and remuneration
- Training plans
- Staff retention
Establish a standardized recruitment process
Establishing a standardized recruitment process for your small business is essential to ensure that you have the best candidates for each role. Create a process that identifies the roles, qualifications, and experience you need from each candidate, and then publicize these requirements clearly on job postings.
Develop a hire assessment plan to assess employee skills, experiences, problem-solving ability, team-working capabilities, motivation, and enthusiasm for their position.
Recruitment and management of staff and freelancers
The HR manager must verify the kind of personnel to recruit and the best method to find the right people. Many small businesses prefer to get smaller jobs done through contractors, and freelancers. This is particularly true in the initial stages of the business. As operations expand, the business owner has to decide whether to continue with his contracting arrangement or recruit full-time employees.
Ensure an effective onboarding and orientation program
Once you have identified the right candidates, you must ensure that they become productive team members as quickly as possible. Good onboarding and orientation processes can help develop a strong relationship between new employees and their teams.
Make sure to create an action plan outlining orientation tasks and activities, such as introducing your new hire to the team, setting up their workspace, and discussing job expectations. Ensure that seasoned staff promptly familiarises new hires with duties, policies, procedures, and other relevant information.
Develop clear job descriptions for each role
Every employee must have a clear job description that outlines roles and responsibilities so they know exactly what is expected of them in the workplace. Documenting job descriptions not only specifies duties for each employee but also allows you to measure performance against established criteria throughout the year. Furthermore, having clear job descriptions can help reduce miscommunication among your team and avoid any unnecessary conflict over tasks and expectations.
Keep accurate records for employee benefits and compensation
It’s important to keep accurate records of employee benefits and compensation information. This will not only ensure that all employees receive the correct amount of benefits and wages, but also guarantee that you meet any regulations and legal requirements related to employee compensation.
Make sure to regularly update your records with any changes in benefits or wages and honoring adjustments according to employment contracts. Additionally, maintaining comprehensive records can help protect you from potential employee disputes in the future.
Develop ongoing training plans for employees
A successful HR management system needs to include employee development and training plans. Designing and implementing a formal onboarding program for new employees is the first step, but you should also consider how you can best support the growth of existing employees.
Keeping track of planned learning opportunities means that you’re able to work with each individual in order to personalize their experience and maximize their potential. Additionally, ongoing learning encourages employees to stay engaged with your business, leading them to become invested in its success.
Every business has specific requirements, and new employees must undergo training to fully understand their job. The human resource division formulates a training program for new recruits. It helps them undergo a proper training program, including a stint in other divisions, to get a good overview of the business and also the health and safety requirements.
Adopting best practices in the business to retain talent
The small business should also attempt to stay at par with other businesses in its field of specialization and adopt all the best practices used by others to keep employees happy. If they are already getting the industry’s best rewards, they have little temptation to look elsewhere.
Rewards and remuneration
These also must not be random and decided on the business owner’s whims. Proper remuneration packages must be developed, keeping in mind the years of service, annual increments, post-retirement benefits, health insurance, etc. Following set procedures is preferable to a spontaneous decision about a new recruit’s salary, which may cause jealousy and discontent among other employees.
A well-developed human resource management system will help the small business mature and compete for the best talent.