|
August 29, 2011
HR Rules You Need to Know
 Human Resources is a company’s backbone – responsible for building teams, managing employees and implementing success strategies. But sometimes, HR can make – or break – your business.
“HR issues contribute to the success or failure of a business,” Janet Flewelling, director of HR operations at Insperity, tells PINK.
Hiring the wrong person, communication issues and absence of an employee handbook are HR issues Flewelling says can have an adverse impact. Plus, “Hastily bringing someone on board because a position needs to be filled can [harm] a company in the short- and long-term.”
She also warns against hiring an employee who has the skills but isn’t a good cultural fit.
Flewelling says owners who invite everyone to contribute ideas and voice concerns see positive results. “Delay in relaying information can lead to dropped deadlines, missed opportunities and mistrust."
She adds that a company should have an employee handbook that clearly defines expectations to avoid unnecessary stress and potential employee litigation.
How can HR ensure a company’s success? Offering training opportunities, providing incentives and clearly defining goals can help HR resolve disputes and perform proper recruiting and assessment practices to keep your business in the clear.
Bonus PINK Link: Accenture’s Jill Smart leads a team of 4,000 HR professionals. Find out how she does it in our exclusive Top Woman Profile.
By Caroline Cox
"In union there is strength." Aesop
*Supporting images from FreeDigitalPhotos.net, Sura Nualpradid, Michal Marcol and graur codrin.
|
Comments
Wrong Fit
Some jobs take special people and we have one that doesn't fit the bill at all. She is foul-mouthed, argumentive, and lacks respect or self-control, not to mention loud. While the boss realizes all of this, he's a pushover who won't do much about it. It's amazing that these are the types the temp services are putting out there.
Lack of HR
The company I work for is a small one, but is quickly growing. Personally, I work best when I know my limitations and expectations. My company, however, does not have a hand book or even an HR department. Do you have any suggestions as to how I can bring this up internally? I would love to work for my current company for a while, but I would prefer a more organized structure.
-Caitlin
HR Rules You Need to Know
There is a woman, and many others, who has consistently moved up in an institution of higher education over the last 23 years. She is an ineffective manager, has a problem with communicating, is an introvert who only deals with staff and students when she has to, and worst of all, she is a micro-manager who is passive-aggressive in a most oppressive way. Many have complained to HR about how she handles personnel evaluations, specifically how she fails to follow its protocol by adding items of which she feels is appropriate, but are not, and by making profound assumptions in writing and asking you to sign off on it. Again, many have complained to HR employee relations, as she is simply exhausting due to placing everyone in a defense mode. She tells you she doesn't trust anyone, and as a result, we are all often "suspect." HR then recommends that we take a communications course to learn how to deal with her, since, after all, she is the boss and we must conform to her style of management. I am very close to contacting the EEOC, as I am constantly on guard and can always count on defending myself in a hostile environment every 2-3 months. Help! What are my options in this matter?