Are you making the most of your human resources department? To answer that question, you must first describe your human resource expectations. Many business owners and site managers, believe it or not, seek help in recording all of the tasks that they or their predecessors have passed on to the person behind those glass doors. Sure, you know they're in charge of recruiting and screening employment applications, but what else do they do? You send employees there when they have questions about benefits or problems with supervisors or colleagues, but is that all? You should look at this.
The first step in strengthening your human resources department's capabilities is to identify its functions and decide who in that department is in charge of each one. When you need additional people, cross-training everyone to do everything is a great concept, but having singular points of responsibility will tell you if you're overstaffed or not. Overspending is simple in a department as big and active as human resources. Document filing and storage may cost you much more than they should. Are you doing this with file folders or effective job recruitment tools?
After you've evaluated each member of the Human Resources Department's responsibilities, go through the list of tasks that the department as a whole is expected to do. Is there any service overlap? Are they overconfident? Benefits administration is often split from human resources in larger firms. Have you reached that stage, or should monitoring job applications and health insurance inquiries be handled by a single department? Consider your technological alternatives before migrating employees. Investing in web-based recruiting software that combines health care, EEOC, and OFCCP requirements might help streamline the present department.
You may be able to decrease waste even more after you've improved your system by concentrating your advertising and recruitment efforts. Where do you wish to hire new employees? If you put an ad in the local paper, you'll almost certainly receive dozens, if not hundreds, of applications from individuals who aren't qualified for the jobs you're looking to fill. All resumes are maintained in the finest applicant tracking systems. Conduct some research to see how many actual hires are coming from different sources, and then concentrate on the ones that are producing the highest percentage of quality prospects.
Compliance issues have lately been added to the to-do lists of human resources department staff in the United States. There are procedures in place to assist with the hiring, recruiting, firing, and benefits administration. Some companies assign all compliance tasks to a separate legal staff. It is costly, but it is a good investment for larger businesses. Compliance violations are much more costly than legal fees. If you wish to broaden your human resources knowledge, consider outsourcing this and other jobs that are now handled by that department.
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