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Best Practices 1 & 2Posted: 1/8/2007#1 – Make certain that someone “owns” Human Resources management
Given the risks and possible penalties associated with improper human resources management, it is essential in today’s world that someone in every business carries the primary role for HR management. More than just a chain-of-command thing, someone should be responsible for keeping up with changes in local laws and regulations, employees (performances and disciplinary actions underway) and appropriate processes that mitigate the company’s exposure with respect to improper employee handling. In a small business, the HR management function can be combined with other responsibilities. However, it should be considered a primary function, with close scrutiny by more senior management to assure adequate effort and results. In the absence of such scrutiny, the company may not know that a problem exists until it’s too late.
#2 – Begin building an HR intelligence resource and network
Search for a local resource such as an association of employers* or your state department of employment and training to advise and assist you with some the HR tasks. These agencies can provide some services, such as designing new programs and policies, reviewing your current programs and coaching, mediating or assisting with disciplinary actions.
*One way to locate an employer resource in your area is by visiting Employer Association Group's website. In this website you will find a directory of employer groups by state. In addition to employer support services, many of these groups are involved in public policy and community affairs.
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