HR is an area that can weigh on employers’ minds. Whilst larger organisations might have HR specialists within the team, more often than not this is a luxury that smaller independent companies don’t have access to.
Regardless of whether you are a start-up business trying to put the right foundations in place or an established organisation looking to keep up with best practice, here are our top three tips to stay on top of your HR:
DON’T RELY ON OFF THE SHELF TEMPLATES FOR POLICIES OR EMPLOYMENT CONTRACTS
There is a wealth of content and templates available online for staff contracts and HR procedures, however our advice is not to rely on this because they are often generic and potentially out of date. Always make sure you create and tailor your documents and contracts.
If you’re seeking HR advice from an outside source or freelancer, make sure it is someone who knows your industry inside out, is comfortable with legislative regulations, and can simplify all of this, so you genuinely understand it.
UPDATE YOUR EMPLOYEE HANDBOOK
Often overlooked, an employee handbook is an essential communication for any business. It details the requirements and expectations of your employees and can also provide valuable legal protection for you as an employer.
They are also an essential tool for new starters as they provide a compressive introduction to your business and managers can use them as a reference to company policies and procedures with new members of staff.
The weight of an employee handbook sits with it relevancy and accuracy and keeping it up-to-date will make sure that you remain compliant with the latest HR and best-practice laws. Updating the manual regularly will also stand you in good stead in the event that any action is taken by your employees. Don’t scrap your old handbooks however, it is important for you to be able to demonstrate policies and procedures in place at a specific time if an employee makes a complaint.
RECRUIT THE RIGHT PEOPLE, AND DO IT EFFICIENTLY
It can be difficult to find the right people, so you need to know where to look, how to draw in the best candidates, and how to keep the process as cost / time efficient as possible.
Produce your own adverts and look into ways you can use your personal networks to spread the word, and think carefully about where you will be able to catch the eye of the right applicants. Why not get social? When you’re looking for new recruits, advertising vacancies on LinkedIn can be a great way to find the right people for the role.
It is definitely worth thinking about seeking professional HR guidance to discuss best practice and who will write your recruitment documentation to save you time, plus avoid you falling foul of equality legislation.