How Many Common HR Mistakes are You Making?
So, you want to know how to avoid mistakes in HR but don’t know where to start? This list highlights 5 of the most common HR mistakes companies are making – if any of them sound familiar, then it might be time to take action.
1. Is your employee handbook up to date?
You might not think that your employee handbook matters too much – especially if you’re a small company. But no matter how many employees you have, your employee handbook is a very significant part of HR – not only does it educate your employees on expected workplace behaviour and how key company processes work, but it’s also a great place to articulate your company’s vision and culture, to make sure everybody is working towards the same goals.
Take a look at your handbook (if you have one) and ask yourself: “If I was starting a new job at this company, how would this handbook make me feel?”.
If you want some inspiration on things to include, you’re more than welcome to take ideas from People™’s employee handbook – it’s not exactly conventional, but if you like any of the ideas within it, you should definitely use them.
2. Are all your employee records complete?
Many countries have laws in place requiring you to store certain records and details about each person you employ – but even if this wasn’t a legal requirement, it’s still great practice to ensure all employee records are not missing any key information, if for no other reason than to help you organise your workload.
And of course it’s easier to make sure your employee records are fully-completed and up to date if you use a digital personnel database. If you aren’t doing this already, then maybe it’s time you got rid of that old filing cabinet and invested in something more modern?
3. Are you taking care to hire the right people?
One very common mistake in HR is rushing the recruitment process. Sure, there are times when we need to hire somebody YESTERDAY… but unless you get very lucky, rushing through a recruitment drive will almost always lead to a host of ugly issues further down the line.
Before you make each hire, at the very least, make sure you write down the specific role you’re hiring for and the exact skills you need, and then use this to create a clear and compelling job description. Ideally, you also want to have a very well-crafted selection process that thoroughly screens each applicant for the qualities you’re seeking.
Also, it pays to plan – so even once the hiring process is complete, it’s worth retaining the details of any skilled individuals who didn’t quite make the cut. They might come in handy next time you’re looking to hire!
4. Are you training your employees?
Training your employees is a great way to increase the overall skill of your workforce – and the benefits of doing this are pretty obvious. But taking the time to provide high-quality training doesn’t just improve your people’s skills – it improves their motivation and engagement, too.
When you provide your people with training, then they will feel as if you value them because you are willing to invest in them. This in and of itself can lead to a huge upswing in performance.
5. Are your policies clear and complete?
Policies. Paperwork… ugh! But seriously, if your policies are messy, over-complicated or incomplete, then they won’t be much use to anybody – make sure each policy your company has is clearly written, and doesn’t leave anything to the imagination. Unless it’s an imagination policy, of course.
But just because we’re advocating a review of your company policies, it doesn’t mean we’re suggesting you should go ahead and start creating new ones left right and centre – if you’re thinking of creating a new policy, you might want to read our advice on whether or not you actually need it, first.
What’s Your Opinion?
Have we missed something? Do you disagree with something we’ve said? We’re always open for friendly debate and a bit of light banter.
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