While an organization is busy expanding and scaling their business, having a human resources department probably won’t be at the top of a CEO’s list. Smaller businesses owners will usually take on the tasks that normally get delegated to HR professionals like handling payroll or solving interpersonal disputes.
Here are some tips to handle HR responsibilities without an actual HR department:
APPOINT LEADERSHIP TO DO VARIOUS HR TASKS
Your team being your best asset isn’t just another cliché. You need them to succeed and grow your organization. HR can be stressful as it is, so if you’re thinking about looking for help, start by determining if there are opportunities for delegation.
Ensure that you have clear guidelines and measurements for success. What do you want the policies and workplace procedures to be? What about compensation or legal compliance? Your best bet is to choose a member of your leadership team to head up some of these initiatives and work with them to install some of these systems in place.
HAVE SIMPLE, INTUITIVE SOFTWARE IN PLACE
Your options for different HR software is practically endless. From hiring to payroll to training; there’s a lot to keep in mind when choosing the best tool to help your organization at the moment. You don’t need the fanciest tool in the marketplace with all the bells and whistles…simply because all those extra features might not make sense at the moment.
Start by creating a checklist of must-have features. Eoes your ideal tool have scheduling functions or does it include performance management capabilities? Some HR duties can be easily automated, and if your budget allows for it, why not consider purchasing HR software. Most importantly, whatever system you decide to go with should be able to scale with your organization. Choosing HR software that fits the need of your organization is key.
BE CONSCIOUS OF WHEN IT’S REALLY TIME TO HAVE AN HR DEPARTMENT
You have your HR software in place and you’ve designated the appropriate people to handle different HR task, but now what? By the time your organization gets to 40 people, for example, it can get even tougher to handle all the HR tasks you originally delegated. If time and resources call for it, start to consider whether or not it’s time to establish an HR Department.
As your organization gets grows, the more you’ll be recruiting. A larger organization also means more potential regulations to be mindful of and more employees to manage. Creating an HR department is an investment, but it’s proven to positively impact an organization’s bottom line through various factors including budget control and employee satisfaction.
HR might not be an absolute must-have department when your organization is just starting out, but the tasks HR professionals handle are still a must. Now that you have these tips in mind, you’ll be able to craft a leaner, more efficient organization. And if you still have questions, there are valuable resourcesout there to alleviate your HR pain points.