If you can fill many of the basic human resources management needs internally, and partner with experts where you have a gap, then you can likely reach a hundred or so employees before you need to think about hiring an HR Manager. My first HR Manager role was with a company of over 250 that went more than 100 years without an HR Manager! Various managers and even VP’s were responsible for overseeing aspects of HR, and they used their legal counsel to create an employee handbook. They hired me because they were facing some EEOC and OSHA issues and finally decided they needed someone on the inside to manage HR.
An HR consultant friend of mine worked 20 hours/week as an HR Director for a company that wasn’t ready for a full-time HR person but wanted someone with high-level HR skills to help them build a solid HR program. They have now grown to a size where they were ready for a full-time person, but my friend was able to put processes in place and provide HR advising for many years.
For more information on HR Management check out my book A Small Business Guide to Peak Performance Through People.
If you are considering promoting a potential leader or hiring a highly-skilled individual who lacks loyalty, he should be disqualified. Don’t even consider taking them on the journey with you because, in the end, they will hurt you more than help you. What does it mean for others to be loyal to you? Probably the same traits others require of you as well. READ MORE »
Below we’ll look at the key HR function of training and development and what an HR expert may be able to provide that the Office Manager or Accountant can’t.
Training & Development
Developing employees and creating a work culture where everyone can thrive, find satisfaction in meaningful work, and engage in helping the company succeed requires a focused effort. While some employees may be self-motivated to expand their skills and learn new methods and technologies, many are content to coast at their current level. READ MORE »
Many small businesses leave human resources in the hands of accounting (because of the payroll aspect), or office management (because there’s no other place to put it!). And sometimes those accountants and office managers do a fine job of keeping things in line. They are organized and systematic, so they create “personnel files” and make sure everyone signs off on the policy manual. But at what point does a small business need to bring in expert HR help?
There is no formula that dictates when to hire an HR Manager. There are many factors, such as the nature of your business, the types of jobs you have, and the level of government or industry regulation your company must comply with, that must be considered. Below we’ll look at the key HR functions and what an HR expert may be able to provide that the Office Manager or Accountant can’t. READ MORE »
These 5 steps will help you begin to define and shape your company’s organizational culture:
Uncover the story. Stories are powerful in identifying organizational culture. Begin by sharing stories about how you got started – what are some of the most energizing tales of the company as a start-up? What are the “legends” of the company? Who are the heroes of the organization? As stories are told, identify themes that tie to your company’s mission and values. Focus stories on what went well; when the company or an employee were at their best. READ MORE »