November 9, 2020

hr

It goes without saying that medium and large sized companies must have an HR presence, but do small companies also need one?

LBJ Consultants offer small sized companies the opportunity to benefit from having expert HR advised at a cost that they can afford. The next question is why do they need this? Based on experience all companies need advice on how to navigate through the employment law minefield. Not having the proper advice at the right time can have dire consequences for all employers.

We believe that having proper rules in place, that both employers and employees clearly understand, will help the business function better and be more profitable. The owner/manager of the company will need to spend less time on dealing with employee issues and will concentrate on running the business – this is why they started the business in the first place.

Their employees will see that their employer is caring about having compliant policies in place, this in turn helps the moral of the employees which should lead to a more content, productive workforce. We believe that the employee is the most important factor in an y business being successful. Therefore, why would any business not want to make sure that their employees can be happy at work and be the best they can be.

Summing up LBJ Consultants want to help small companies grow and prosper ensuring the both employers and employees get the best from each other and make their company successful and sustainable in this current climate.

How human resource management benefits a company

Human resource management is the procedure of linking the function of human resource with the goals of the firm so as to drive and improve productivity. In simple terms, management of human resources involves hiring, recruiting, and managing employees performance and attendance. A human resource that is successful requires many pieces of the company, involving the administration of safety and health and the organisational culture. When you understand every element of human resource management, you can structure your business processes effectively.

Organisational culture

Organisational culture involves bringing together values, company vision, belief and traditions, and working rules that a firm has adopted over time. The human resource system plays a crucial role of influencing the organisational culture within the business premises. Establishing company standards, procedures, and guidelines allows the employees to know and learn acceptable behaviors and practices at workplace premises. For instance, a policy may be in place stating that punctuality if vital within the firm to promote time management skills among employees.

The human resource team may also come up with a flexible time management policy that will value the freedom of employees to manage their schedules. Therefore, the culture of the organisation will affect how people will function on their duties.

Planning for change

The business world is changing at a very fast rate. Technology is changing and it is updating constantly, finances of businesses keep changing over time, and employees come and go. It the sole responsibility of the human resource development team to help the company to stabilise the firm for continuous change. Planning for change involves helping employees understand their functions by taking into account the perspective of the firm.

It involves constructing bridges between managers and departments and get people to start talking about certain circumstances. The human resource team uses this info to develop a management plan for changes in work flow, disasters, and for reassuring employees in times of alarming change or disaster.

Training and development

Nearly all employees, including the ones with skills and qualities, require training at a particular point because each organisation differs with the other. Procedures and policies need to be conveyed firmly to all employees as a procedure of on-boarding. This procedure will ensure that all employees are on the same wavelength.

The human resource management system takes the responsibility of the ongoing employee development. this continuous education keeps the skills of employees up to date for them to bring modern and original ideas to the firm.

Management of conflicts

There are those moments when there may arise a conflict between the employee and the employer. No one can avoid a conflict from taking place. However, you can just try to manage them. The human resource team will bear the role of the mediator or counsellor to sort these differences effectively. They take the right course of action to ensure that nothing gets out of hand.

Health and safety

According to the founder of a web design company, Kenneth, the Human resource management system plays the role of safety and health in the workplace. You can achieve this through policies and procedures, but the function of the human resource goes a further step to ensure that employees understand the risk of carrying out particular activities. For instance, if there are heavy machines in the office, this team will have to make posters and warning signs and relevant steps in case there is an emergency. These posts minimise the possibility of an accident occurring and helps to eliminate subsequent legal action that might face the
company.

Recruitment and retention

While recruitment and retention seems,, to be a function of the human resource team, it remains the main hub of all policies and systems of human resource departments. Acquiring qualified employees, retaining them in the company, giving them the right training to complete their jobs and encouraging them to further their education, skills, and awarding them with compensation and benefits will drive your organisation to success.

Development of good relations

The human resource department has the basic function of ensuring that it grows good working relations among employees. They possess the responsibility of seminars, meetings, and other official gatherings for the management. This department also lends a helping hand when drafting marketing and business plans.

Implementing and developing the right human resource system for your firm is vital.

While it may seem possible to handle these functions manually, using an automated system will give enough time to the human resource team to maintain and develop the data that gets into the system. You need to remember that each company requires its human resource management system because companies differ in size.

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