Human resource management is an essential part of any business. It encompasses the hiring process, employee development, and personnel issues. It’s also a complex area that requires careful consideration and thoughtful execution. Let’s take a look at the dos and don’ts of HR management so you can ensure your business is running as smoothly as possible.
Learn more from some of our FAQ’s
Why should my business hire a Human Resources consulting firm?
We are highly knowledgeable and experienced in Human Resources Management (HRM). We have over 40+ years of combined HRM experience. We have the depth and knowledge to partner with employers and employees as a valuable resource. In many businesses HR duties are the responsibility of the owner, which is not the best use of their valuable executive business time.
Hiring HCSC will offer an organization consistency in HR policies and procedures which reduces employer liability, improves culture/morale and overall communication within the organization.
What services do you offer?
At Howard Communication Strategy Consultants, LLC (HCSC), we take a holistic approach to helping employers manage their business and their most important investment - employees. We offer flexible solutions because the one-size-fits-all method will not ensure successful results. A few of the services we provide include: development of human resource policies, and employee handbooks, gap analysis, customized training, strategic planning, succession plans, and more.
What should be kept in an employee file?
The basic information to keep are: employee application and new hire documents, training records, any required certifications or licenses, employee performance reviews and merit increases, disciplinary records, status changes, and promotions. Access should be confidential and kept on a “need to know” basis. Medical information should NOT be included in the Employee file, there should be a separate file for medical information.
What interview techniques do you recommend for employers?
All interview candidates will be different, and many are nervous during an interview. We recommend that employers use a conversational tone rather than confrontational. Keep in mind there are certain illegal questions which may not be asked. Also, remember it is important to ask each candidate the same questions. While there are several techniques to obtain answers, we prefer to ask questions that will allow the candidate to provide examples of how they have handled or will handle a situation. The technique we recommend most often is a combination of Behavioral and Competency-Based interview questions.
Behavioral interviewing is a technique for assessing a candidate's suitability for a position. The employer asks the applicant how he or she handled a particular situation in the past to get an idea of how the candidate will handle future situations. Below are two examples of Behavioral Interview questions.
- Describe a time when you were faced with a stressful situation that demonstrated your coping skills.
- Give me a specific example of a time when you had to conform to a policy with which you did not agree.
Competency-based interviewing can give the employer a sense of a candidate’s job performance and attitude toward work. Following are two examples of Competency-Based questions:
- Tell me about a time when you had to encourage others to contribute ideas or opinions. How did you get everyone to contribute? What was the result?
- Tell me about a situation in which your spoken communication skills made a difference in the outcome. How did you feel? What did you learn?
Do Invest in Professional Development
Your employees are the backbone of your company, so it’s important to invest in their professional development. This means providing them with training opportunities and encouraging them to attend conferences or workshops related to their field. You should also consider offering tuition reimbursement for courses they might like to take outside of work hours. Investing in your employees’ professional development shows that you value them and want them to grow and succeed within the company.
Do Understand Your Employees
It’s important to get to know your employees on a personal level if you want to create a successful workplace environment. Take time out each day to chat with employees about their lives outside of work or ask about their families and hobbies. Showing genuine interest in people will help build trust and loyalty between you, which will lead to better performance from your team overall.
Don’t Rely on Outdated Technology
Technology is constantly evolving, so it’s important for businesses to stay up-to-date on new tools and software that can help streamline HR processes. Don’t rely on outdated technology like Excel spreadsheets when there are better options available like cloud software or mobile apps that make managing HR tasks easier than ever before. Staying current with technology not only saves time but can also boost productivity, improve communication, and increase job satisfaction among your staff.
Wrapping Up
HR management is an essential part of any successful business. By following these do’s and don’ts, employers can ensure they are doing everything they can to create a positive workplace culture while avoiding some common pitfalls along the way. Investing in professional development for employees, understanding them on a personal level, and staying up-to-date on the latest technology are all key components of effective human resource management that should not be overlooked if businesses want to reach their goals for growth and success.
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