A good hire is one whose skills, knowledge, and abilities match well with the requirements of the job and the culture of the small business. One of the key HR issues for small businesses is the development and administration of processes that help minimize the odds of a bad hire. In addition, the hiring process can be fraught with risk in terms of discrimination claims, inappropriate questions asked during the hiring process, and even reference checking. The HR function can help to manage these risks.
Manage Your Benefits Administration
While small companies may not be able to offer the depth or degree of benefits that larger companies can provide, there is still administration involved. HR management can benefit a small business by doing the research to determine which benefits can be provided most cost-effectively and managing the provision of those benefits.
This often requires a great deal of administrative work and attention to detail. In addition, HR can benefit a company by being in tune with employees and the benefits that they value most.
Offer Training And Development
Training and development are important in any firm, but small businesses may be surprised to find that it can be more critical for them, particularly in terms of cross-training employees to cover more than one job function or task. HR management can benefit a small business not only by providing training for employees but by being aware of the many no-cost/low options that may be available.
Provide Employee Recognition
Small businesses that don't have large budgets can benefit from HR management in terms of employee recognition programs and activities that provide value and keep employees engaged and committed to the job. Even simple things like a "thank you" program can generate results. Taking the time to ask employees what's important to them and developing programs and activities to meet those needs can help minimize turnover and absenteeism, both of which contribute to higher staffing costs.