December 25 Tip of the Week

“New Year, New HR?”

The Human Resources function in a business is one of the most important elements in ensuring the success of the business.  It is also one of the busiest areas of a business.  The Human Resources Department is responsible for legal compliance, employee satisfaction, performance management, employee training and development, recordkeeping, fair compensation strategies – the list goes on and on.  Human resources professionals are easily burned out, because other departments and functions in the business tend to not recognize or understand the importance of what HR does.    HR is the glue that keeps the business running and ensures that employees keep coming back to work. 

Just as we set individual goals and resolutions for ourselves in the New Year, human resources professionals should do the same.  Here are some suggestions for a positive and productive new year. 

1. Avoid falling prey to the newest fads

There are many services and companies that profess to assist or even assume responsibility for human resources functions.  While these can be helpful, it is important to remember that not only do new software programs or third party administrators need assistance in setting up their new services, someone has to run the service.  Before you jump at purchasing and implementing someone’s product make sure that the product does what it needs to do and actually takes work off the plate of HR.  Also, even though you may hire someone else to perform an essential function of the HR department, you are still responsible for any lapses or failure to comply with labor and employment laws – you cannot outsource your liability. 

2. Make sure your supervisors are trained

Employee issues are often a function of poor supervisors who are not properly trained in both the law and how to manage employee behavior.  Most employers get the employees they deserve.  An overly authoritarian employer or supervisor who does not respect their employees will not receive respect or hard work in return.  An employer or supervisor who takes the time to understand and foster the growth and performance of their employees will have employees who work hard for them out of both respect and appreciation for the interest shown in them and their work.  Human resources job is to make sure supervisors understand this difference and to provide those supervisors with the tools to be effective managers. 

3. Review your performance management processes

Most employees think that they are doing their best work and are great employees.  It takes a strong manager and a good performance management process to ensure that these “high performing” employees are actually performing the work that you want and need them to do, not the work that they like or choose to do.  Performance management processes that contain clear goals and objectives and allow for constructive feedback are the most effective in ensuring that employees’ talents and efforts are being used in a way that maximizes their value to the business.  Human resources professionals need to find good performance management tools and must train supervisors in how to effectively use those tools.  Without the right format and training, performance management can be a problem area in any organization. 

4. Find genuine ways to reward employees

Often, in an effort to generate employee engagement, employers implement reward systems that are designed to recognize an employee’s efforts and contributions.  Too often, these reward systems are artificial and don’t really pay attention to an employee’s true contributions.  Recognizing marginal or competent performance as “award winning” can have a negative impact on employee morale.  This is particularly true for employees who feel that they are making equal or greater contributions and are not being recognized.  Be sure that any award or reward program that you introduce is based on measurable and objective criteria and are not just a popularity contest or a way to appease a squeaky wheel. 

5. Review your policies and procedures to ensure that they are up to date

Many states and federal agencies implement new laws, rules and regulations with the effective date of January 1.  Examples of laws that change on a regular basis, often with a January 1 effective date, include minimum wage laws, sick leave laws, and other laws intended to protect workers.  A comprehensive, up to date and legally compliant handbook can assist you with ensuring that you are following the laws of your state and can protect you from liability.  Your myHRcounsel subscription entitles you to one legally compliant, best practices handbook annually.  Be sure to use this benefit as it definitely benefits you! 

Finally, when planning out your year, make sure that you create measurable and doable goals for yourself and your department.  Don’t over commit and don’t try to take on too much.  The day to day demands of human resources cannot be given a back seat to new initiatives and the implementation of new systems.  Remember that your greatest asset is your employees and you need to focus on how to create the best work environment for them.