Why small companies need Human Resources ? Gail Schaper ...

Rick Rossignol Rick.Rossignol@ExpertHRconsulting.com www.ExpertHRconsulting.com

Why Small Companies Need Human Resources
1. Strong human resource management is crucial for growing companies, and studies show that HR issues are those most likely to keep CEOs up at night.
Failure to be in compliance with California?s 1500 Employment Laws cost money and talent. Increased activity by the department of labor puts your business at risk. Can you afford to add back pay, interest and penalties to your employment cost? Do you know your employment cost? Are you competitive in your market? When was the last time you had a Human Resource Audit? Have you completed your sexual harassment training for your management employees? When is the last time you audited your Employee Handbook? Are your employees correctly classified as exempt or non-exempt

2. Employees are the employers most important assets. Need to develop a strategy for managing their talent.
Developing a philosophy, strategy and structure for compensation that emerge from the organization?s mission, values, and business plan. It connects to both talent and performance management.
Talent Management: It?s not just recruitment, but a holistic system that stems from the organization?s mission, values, and business plan. Talent management includes workforce planning, sourcing candidates, orientation, performance, compensation, succession planning, and more. Talent management is putting the right people with the right skills in the right positions, and it pays for itself.

Performance Management: It?s not just the annual evaluation, but a full cycle that flows from the organization?s mission and values and into goal-setting and monitoring, performance evaluation, professional development, and rewarding good performance. By aligning individual objectives with business objectives, performance management creates a direct line to achieving organizational and business goals.

Compensation Management: It?s not just processing payroll, but developing a philosophy, strategy and structure for compensation that emerge from the organization?s mission, values, and business plan. It connects to both talent and performance management.

3. HR is complicated but essential to your organizations growth.

You need a access to Human Resources expertise so you can hire the best talent and retain it. The company needs to develop its employment brand and determine how it will compete for talent. Why employees want to work for you. As the owner/management team you want to spend your time growing the company not learning Human Resources, employment law.

Source: http://gailschapergordon.com/news/why-small-companies-need-human-resources/

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