Every modern company needs to excel at managing human resources if it is to realize its potential.
Even especially capital-intensive types of business, inevitably, demand plenty of talented, dedicated workers.
Unfortunately, Human Resources departments, quite often, come up short, in ways that let entire organizations down.
A quick look at the six mistakes that, generally, prove most costly will make it clear, why they must be avoided.
Six, Especially, Harmful Mistakes Frequently Made, by HR Professionals
Because businesses of all kinds depend heavily on human skills, energy, and dedication, mistakes made in the management of these resources, often prove, especially, damaging.
Six of those issues that most often cause real harm to businesses are:
Making poor recruiting decisions.
Recruiting has become a lot more complex than in the past, but that does not make related mistakes acceptable.
A single problematic hire can, easily, deprive a business of hundreds of thousands of dollars, or more, particularly, when opportunity costs, are taken into account.
Professionals, tasked with making sure recruiting efforts reflect a company’s actual needs and goals, quite often fail to hit the mark.
Even, simply publishing a poorly worded job description can cause a business to miss out on the opportunity, to interview and hire the candidates, best suited for a given opening.
Letting employee handbooks become outdated.
Most companies of any size maintain handbooks that detail the expectations they have, of workers.
In many organizations, though, these documents are, rarely, revisited, leaving quite a few to languish for years, without being updated.
That can leave obsolete rules in place, while newer, better alternatives go without documentation.
When employees’ cross lines that are not accurately, definitively described, in the supposedly, canonical place, easily avoidable problems arise.
Failing to properly document problems.
Even companies that do a great job of recruiting, will inevitably, end up with some workers, who fail to live up to expectations.
Whenever such issues become apparent, HR specialists, need to make sure the problems are documented accurately and completely.
A lack of documentation, about an employee’s past performance problems, will make it far more difficult, to make a case for termination for cause, should that become necessary.
Undocumented performance problems, also, become more difficult than necessary to address, in less-drastic fashions.
Workers cannot be faulted, for failing to live up to standards they have never been made aware of.
While having an accurate, up-to-date handbook will help, especially, important issues need to be addressed, more directly.
Effective onboarding takes time and effort, but it inevitably pays off, in terms of employee performance and compliance.
When an HR department, fails to make such results a priority, every hire, can become a minefield.
Falling behind on compliance.
Every business with employees today is subject to a wide range of labor laws and other regulations.
Fines for falling out of compliance can be substantial in, even, the most superficial of cases.
Keeping up with compliance-related issues can feel tedious and complex, but it is a basic responsibility of every HR department.
Not communicating with supervisors.
HR specialists and managers are rarely on the front lines, so they need to make sure supervisors, who deal directly with workers, every day are well informed.
In addition to staying on top of HR-related training, that means, making sure supervisors always feel free, to ask questions that might arise, later on.
Working Toward the Dream of a Problem-Free HR Department
These six mistakes combine to account for many of the avoidable problems that can, rightly, be blamed on HR departments.
While expecting perfection is, never entirely, realistic, HR departments that strive to avoid these common pitfalls, at all costs, tend to perform the best.
Featured Image: community.hrdaily.com.au
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