Build your Human Resources from the Ground Up
by Michael Cusano Friday, 17 April, 2015
Starting out as a small business is a very tough thing to do in today’s world. But when your business starts to grow, there are many new challenges you are going to face. With the increase in size of a company, comes the increase of staffing in order to get daily tasks completed. When reaching this point in a business, it is crucial to have your priorities set on building a human resources department that can manage your employee data and needs. Most of the business owners are unaware of the proper way to build an HR department from scratch. The process is actually very simple. The first thing you will need to do is determine who you need to hire to manage the HR department and the responsibilities he or she will have as well as what their goals will be.
Once you have determined who will be managing the HR department, it is time to start thinking about growth and creating jobs. You must consider which positions need to be filled, what the salary is for each position and how many employees you can afford to hire.
In order to create, post, and track job openings along with its applicants, investing in an Applicant Tracking System can make life much simpler. Applicant Tracking System will allow you to easily and efficiently track job applications throughout the applicant cycle while also transitioning from paper to a completely electronic format. Within the Applicant Tracking System you can also categorize, track and compare candidates to allow you to find the perfect fit for the open position.
Investing in a recruiting tool is not a bad idea either. By utilizing a recruiting tool, this will allow you to figure what kind of listing you should create and where job listing should be targeted.
After the hiring is complete, it is important to manage your employees properly. Employee management will make your employees feel one with the company. Create a series of documents to track and manage your employees. For example, time tracking system, time off/vacation request, as well as communication forms to hear from the employees. Most importantly, conducting performance reviews will help keep your employees engaged while making them work to reach their goals.
Lastly you must consider a system for employees who are leaving and need to be replaced. Will the position be filled from within the company or will you need to hire outside? Plan ahead so when it comes time to replace an old employee you can be prepared. By requiring an amount of time of notice before exit notice or conducting exit interview are steps you can take to be prepared.
Taking these steps into account will allow you to build a successful HR department that will support your company’s growth in the future.
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