An employer's best resource is its employees. That being said, it is of the utmost importance to provide the proper support to your team to help them flourish within your organization and beyond.
A Human Resources Department or Professional (HR) can provide this much needed support that can help to raise moral, increase employee productivity and performance, develop business culture, increase employee satisfaction, properly address employee misconduct, and assist in a variety of practical management duties. HR, simply put, is there to assist the employer in managing all aspects related to employee relations through development and continued support.
Some of the main ways an HR department or professional can assist an employer include, but are not limited to:
- Recruiting the right talent for the position
- Managing job postings, interviews, hiring processes and onboarding
- Ensuring the employer is adhering to the governing employment legislation on the day-to-day level
- Implementing and enforcing safety protocol and ensuring compliance
- Keeping in tune with employees' needs and wishes to help retain valuable employees
- Administering and managing employee benefits and pensions
- Managing payroll
- Managing vacation allocations, holiday pay, and sick days
- Ensuring efficient schedules
- Training and development for employees and the employer
- Building connections and relationships with employees that increase employee's feelings of belongingness
- COVID-19 protocol management
- Receiving employee feedback to make adjustments and improvements within the organization where possible
- Receiving employee complaints of harassment and violence and ensuring they are properly dealt with
- Ensuring mental health resources are available for employees
- Monitoring employee productivity and engagement
- Performance reviews and feedback
- Providing employee recognition
HR is geared towards understanding and fostering the employee/employer relationship. While many business owners and operators are able to efficiently run their business, as the business grows however, they often lack the specific skills required to manage their staff in a way that adequately provides for staff needs. HR is a specialized expertise and not all employers can wear both hats; it takes a lot to run a business, manage employees, and perform the specialized work they base their operation upon. However, how an organization manages its people is directly correlated with how productive and successful the organization will be, so it is crucial that employers recognize the need for assistance in this area. No matter how skilled an employer is in the business world, if they do not properly manage their employees, and trust others to help in the management of their employees, then their business will likely suffer due to high turn over, disengaged and discouraged employees, and a lack of clarity. If employees are not managed well, it can have serious negative effects on the organization. If they do not feel supported, are expected to work long hours, are underappreciated, micromanaged, or not given opportunities to grow and create, then their performance and motivation will likely be impacted. Overtime, this can really affect an employer's bottom line. This can be avoided with good management skills. Many good business owners would like to do it all when it comes to their business, but the best of leaders are able to delegate and recognize the need for specialized assistance, especially in the area of Human Resources.
Right from the beginning, an HR department is able to give the time and attention to finding the right candidate for the position. The process of onboarding an employee, and providing them with the proper training to do their job, is a huge aspect of employee satisfaction that is often overlooked. An HR department or professional can provide the employee with the tools and support they need right from the start. HR can focus on training, development and growth in a way that employers may not have the time or expertise to properly attend to. It is clear that employee development contributes to better workplace culture, increased productivity and reduced turnover which helps the employer in the long run. Strengthening employees means a stronger business overall.
An HR department or professional is also able to give existing employees the time and attention that an employer may not always be able to give. This catered guidance can help employees to feel valued and seen as they continue to grow in their role. Having a clear avenue for employees to discuss any issues, suggest changes, gather information, and work through employment related matters as they arise can foster a positive working relationship that contributes to the overall health of the organization and the employee. A representative that can speak up on an employee's behalf and be a safe place to receive the support they need can provide an atmosphere that encourages employees to engage more in their work.
Naturally, for small businesses, an HR department or professional may be out of reach, but it is still important that employers put the time and effort into ensuring they manage their employees in a way that supports them, encourages them and builds them up to be stronger employees because at the end of the day, an employer's best resource will always be its employees.
Some of the responsibilities that an HR professional or department may be tasked with can be very difficult to manage and legally complicated. Some examples may be with regards to harassment and violence, complex disciplinary action, or terminations. In these types of circumstances, an employment lawyer can assist the HR professional or department in properly dealing with the issue. HR can still handle the situation, but consulting a lawyer can provide them with the adequate tools and information to mitigate the employer's risk and ensure that each situation is dealt with properly in light of the applicable employment legislation. At SDLaw, we work closely with many HR departments and professionals to provide the support that they need so they can continue supporting your organization well.
As an employer, if you do not have an HR department, your best line of defence is to seek legal advice before taking any action in regards to employee discipline, termination or any other serious circumstances. Once a step has been taken, it cannot be taken back and this can lead to very costly consequences for an employer. If you are an employer who does not have an HR department, check out our blog here on how to best manage employee relations in your organization: Mitigate Risk by Consulting an Employment Lawyer.
When it comes down to it, an organization is only as strong as the employees that serve it. Employees that are recognized for their accomplishments, encouraged to improve, provided fair and reasonable benefits and support, and feel connected to their organization are much more likely to remain long-term, valuable and loyal employees. The support that an HR department or professional can provide can make all the difference in employee satisfaction and therefore, employee productivity which leads to even more successful organizations.
If you would like more information on this topic, or would like legal support for your HR team, please reach out to our firm at 705-268-6492.