Are you running a small business and finding it difficult to manage HR? Hiring a full-time HR role can be expensive, however the role that HR plays is important and beneficial to any business.
Why does my business need HR management?
No matter the size of your business, if it has employees, it relies on HR management. Some of the benefits of HR management include:
- Better employability – helping to find the right fit for your team with HR managers,
- People management and conflict resolution – to avoid any internal workplace issues,
- Improved job satisfaction, and
- Upskilling opportunities– HR specialists can help educate staff with new skills.
How HR can be an asset
As a small business owner, you may feel pressure to undertake and oversee a range of responsibilities at once. This is where HR management leaders step in. The sole purpose of an outsourced HR team is to help relieve you of the overwhelming responsibilities that may deter you from the everyday operations of the business.
The duties of a HR team include workforce planning, talent recruitment, and work health and safety frameworks.
A HR leader is constantly remaining curious and asking questions. This means that presumptions are avoided and practices are implemented because they add value to the business – not just because they are there.
A great HR leader will create value-added initiates within the business, that aren’t just transactional. Outsourcing projects to a HR management team will help generate more life into the business, which can take it to the next level.
HR management enables better learning support within the business. HR leaders provide support and direction for employees. Such direction includes added learning and development to your business’ team, ensuring optimal performance management, planning, and client outcomes
HR and conflict resolution
Conflict in the workplace can be common. Hence, effective conflict resolution strategies can be developed by HR to combat conflict in the workplace.
HR management can often become involved in settling workplace conflict – especially when staff cannot come to a resolution.
HR must always be notified about certain types of conflict such as – harassment, discrimination, illegal activities or other matters that could involve law enforcement. HR practices for settling workplace conflict can include:
- Emphasizing clarity in workplace policies and procedures – this ensures that company leaders share the same thinking behind the company’s policies.
- Ensuring accountability – across all members of staff, not just managers or HR are responsible for resolving conflict.
- Provide training – HR can assist in teaching the skills needed to handle conflict by sending them to courses.
Vanessa provides strategic and operational HR guidance and technical support to our clients, which is an increasingly complex area for business owners.
She assists business owners with everything from modern award interpretation, employment law and performance management systems, to payroll compliance.
Vanessa also ensures clients’ policies and procedures are compliant with the Fair Work Act 2009 and other State and Commonwealth Government legislation.
With a background in banking and financial planning, Vanessa understands the effect continual changes in government policy have on business owners and is passionate about helping to minimise the impact of regulatory and reporting compliance. Outside of work, Vanessa loves supporting her kids with their music, academic and sporting pursuits.