Hi, I’m Ed Boylan. I’d like to talk to you about four basic functions within human resources that you need to have definite approaches for in starting your HR compliance. In each area you should have a definite idea of not only what you want to do but why you want to do it. The “why” in each of these areas is often overlooked.
An excellent exercise is to take a piece of paper. Take each of the areas: interviewing, compensation classification, benefits, performance, feedback and termination. Write down the answers to the traditional investigative questions: who, what, when, where, how, and why. This will only help you frame what you need to do, it will identify unanswered questions and areas that you need to research. It will also help you define the values component of managing the relationship of yourself, the company to existing new employees. The values here are your values as a business owner.
Articulate Your Values and Expectations
In many cases, when hiring people, the values that you have are not fully articulated and that can create problems for people’s understanding about what you want and will affect their performance later. Very often, especially in small businesses and startups, the business owners has very distinct values around work ethic, honesty, cooperating with others, feedback, communication, integrity, creativity; and if these are not fully articulated, employees they will not be able to evaluate whether they want to work for your company. If they do start working for you later on, it may affect their performance. If your employees’ failure to understand your values and to realize them in their performance is not realized, well, there are thousands of articles and case studies that demonstrate what the consequences are and none of them are positive.
As we look at the basic areas and the tasks associated with them, keep in mind that there are not only tasks, but they are opportunities for you to communicate your values about performance and about behavior and to have people recognize them or realize them in their later performance.
About Ed Boylan
Human Resources is one of those functions that many businesses – especially startups and small firms – wrestle with. HR has the capacity to make tremendous contributions or be a source of significant liability.
With 42 years of “experience, insights, and scar tissue,” Ed Boylan has seen the evolution of the Human Resources function and managed it in companies from a few hundred to 55,000 employees, from one state to 50 state operations. As a senior manager, he’s wrestled with business problems in the retail, distribution, hospitality, services sectors and continues today as Principal in his own consulting firm. He believes that understanding the fundamentals of what HR is can avoid potentially costly problems and provide a foundation for integrating it into a business plan.