7 Human Resource Management Basics Every HR Professional Should Know

As business owners and leaders within our organizations, we wear many hats. We have to be in so many places at once, yet fully present in all. We have to provide answers, and ones that work for everyone. We have to bring joy, and bring hard truths. Check Human Resources executive search for your information. The list goes on and on. While it can seem almost impossible to add another thing to your plate, let me tell you about simple things you can do more often, that will bring balance to your business function and to the way you lead:

Check in with your people — more often.

Define your expectations — more often.

Communicate what you do know — more often.

Be as transparent as you can — more often.

Utilize human resources — more often.

If human resources is new to you — or you roll your eyes at the thought — consider the five steps below. Take these steps to build your HR department to function in a way that not only lessens the number of hats you have to wear, but for it to be of value to your employees.

1. Determine which labor laws apply to your business. In a time when regulations seem to be constantly changing, it is vital that you stay knowledgeable about laws that impact your business practices. A few ways you can ensure compliance with labor law is to designate a point person to stay knowledgeable on employment law, become a SHRM member, or get a consultant on your side.

2. Create an HR procedure manual. An HR procedure manual should encompass procedures and forms needed for new hires, terminations, progressive discipline, and recruitment. Businesses that implement and use an HR procedure manual build confidence in their employees with consistent business practices.

3. Put your management team through leadership training. When people leave companies, they typically don’t leave for more money; they leave because of their direct supervisor. Reduce your turnover rate, build effective teams and continue the growth of your company by investing in your leaders.

4. Develop job descriptions for all positions. Not only do job descriptions guide and inform you employees about what you expect from them- they can also protect you in the event of a lawsuit (ADA, FMLA, worker’s comp, Title VII). Developing detailed and accurate job descriptions will provide a layer of protection for your company — especially in cases of ADAAA. Aside from the benefits on the legal side, job descriptions help you have clear expectations and qualifications when you recruit.

5. Establish a solid selection process. If you are experiencing high turnover, or new hires that aren’t quite up to par, it is time to look at your recruitment and selection process. There is nothing more crucial in HR than having a solid recruitment process established (and that you utilize). Your employees are you biggest asset, and also your biggest liability.