Whether a small business or a larger one, a company’s human resources efforts are paramount to the success of the business.
Along with the obvious chores like hiring and meeting payroll, an HR department is an important facet of a business when it comes to dealing with everyday internal happenings.
The hiring of an HR manager is a decision that each company must make related to its size, type of business, and whether or not the responsibilities can be done in-house or can be outsourced.
In most instances, businesses with 50 or fewer workers oftentimes will not include a formal human resources department. In many cases, the responsibilities that normally would be given to the head of HR will be passed on down to different heads of departments, i.e. finance team would oversee payroll, department heads would handle an internal issues regarding their employees like complaints, questions regarding insurance coverage and so on.
As many companies discover over time, however, passing those duties along to various heads becomes a problem.
Among the issues can be:
- There is uncertainty at times among department managers if they are providing the right information and resources;
- Employees may end up questioning if they are receiving the right information;
- Departmental managers, who oftentimes are burdened with enough tasks, begin to tune out the HR issues, therefore leaving many unanswered questions or problems;
- Possible lawsuits could emanate in the event someone who is not properly trained and informed on HR matters provides bad information.
So, if your company is considering someone to head up an HR department, what are the qualifications it should seek?
First and foremost, put together a mission statement as it relates to your new HR person.
What do you want from them and the role? What are the assets and any liabilities that having an in-house HR manager will bring your company? Will it be cost-effective to have your HR on site or will it be better to outsource the role?
Once you have outlined what exactly you are looking for with this position then go about the individual requirements.
The key factor is locating someone who is comfortable with a full plate of responsibilities. This is critical because you have doers and followers. If someone is not in tune with overseeing an important department such as this, pass on them. You need someone who is not only educated in HR practices from a legal stand point, but is not afraid to pull the trigger on a hire or fire if necessary.
Lastly, make sure you clearly understand the pros and cons of the hiring in-house or going the outsource route.
It could very well save you money by outsourcing your HR needs, but having someone onsite for the position certainly brings with it advantages.
As you embark on possibly adding an HR person and department to your company, utilize the various resources at your disposal to see what best fits your company.
Dave Thomas writes extensively for B2b lead generation online resource Resource Nation that provides expert advice on purchasing and outsourcing decisions for small business owners and entrepreneurs. He is an expert writer on items like VoIP Phone Systems, based in San Diego.
Image credit to Life Coaching With Ruth
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