Keeping the major resources and assets of your business is definitely a good practice to follow. The Human Resource is the only reliable department of a company which possesses the flexibility to drive the most significant asset of the business i.e. The People. So, appropriately HR department should keep its shoulders strong enough to tackle the challenges. Yet, managing human resources is an enigmatic responsibility, especially in a start-up as they have less experience in supervising others. Here are some disastrous mistakes HR must avoid gaining the best results.
1. The outdated employee handbook: Are you still processing with the same handbook during your start-up phase? If so, you are inviting threats and problems to your business. Keeping the employee update with the updated handbook is the ultimate primary step. Do not abide your staff with the same code of conduct and behavior which has become too old to adopt. Step in with the regulation of updating your employee handbook once in a year. The guidelines should be clear in every sense so that it penetrates quickly into the mind of the employees.
2. Unorganized onboarding system: Suppose after the whole process of recruitment got over, your new duck is ready to enter into the office of his desire. ‘What is happening here?’, could be the question in his mind if he notices the unorganized culture of your company. Make sure that his mind and body should feel privileged after the first glimpse of the organization. Culture and policies must be in place; a POC to invite him for coffee, a buddy to guide him on his first day, a workspace that is ready for him to get started with. These pleasant touches will make him feel welcomed.
3. Hiring and Firing Quickly: Businesses with quick hires and fires could invite prescription for disaster. Before you think of hiring someone for a job, take out some time to divert your mind and think for what? Think twice or thrice about the fulfillment of the responsibility if you want to skip hiring or firing. Failing to hire the best candidate or failing to retain the best candidate are on the same scale of mistakes. A few hours of crafting the perfect job description could result in saving many future hours of the clock. Firing someone too quickly also needs evidence for hiring the best replacement and should be appropriate and conforms to your organization.
4. Undocumented Terminations: Written policies and organized operations are the boundaries that govern employee conduct. When a violation occurs, it must be properly documented and maintained as evidence for future references. The process of termination should be followed along with the track record or the documented form which could make the decision easy.
Want to make your new employee feel at home? Help him in adjusting to your organization easily? Want to know how to retain your hired employee?
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