10 Nov 4 HR Mistakes Your Organization is Probably Committing
Your employees are the heart and soul of your company. They represent the business when communicating with the public, and they build your products and provide your services, after all! No business can be successful without a talented and motivated workforce — which is precisely why HR management is so important. Without it, lost productivity, toxic workplace culture, and even legal troubles all become inevitable.
Even so, no organization is perfect — and many commit HR mistakes from time to time. In fact, the following four mistakes are so prevalent that they transcend virtually every industry. If you feel that your human resource management isn’t up to par, then there is a good chance that you are committing at least one of the following four mistakes.
- Sloppy hiring. An ounce of prevention is worth a pound of cure, says the old axiom. And when it comes to hiring, this adage is painfully accurate. Lawfully hired employees — even bad ones — are protected by a wide variety of local, state, and federal laws, which means trying to get rid of them later on down the road can make for a sticky situation. And even if you manage to fire a bad employee with no trouble, the time and money wasted on hiring and training can still harm the bottom line! This is why careful interviews and thorough background checks are absolute musts.
- Incomplete Onboarding. Even if your organization does a good job of hiring, there is no guarantee that a quality candidate will turn into a quality employee. Smart training and onboarding policies are a prerequisite for that! If you don’t help new hires to acclimate to their new workplace in an effective and efficient manner, then you have no one but yourself to blame for lost productivity, high turnover rates, and safety infractions.
- Wage/Hour/Payroll discrepancies. The federal minimum wage has been set in stone at $7.25 per hour ever since 2009. This relative stability might lead people into thinking that complying with wage requirements is an easy task. Alert business owners, however, understand that this simply isn’t the case. For one, minimum wage requirements vary from state to state and from city to city. Moreover, pay-docking, overtime, and payroll regulations further complicate wage laws! Because legitimate employee complaints of unpaid wages can harm you financially while tarnishing your reputation, however, meeting complex wage regulations is always worth the time and money.
- Not documenting your decisions. Every time you make an HR management decision — be it hiring, firing, promoting, demoting, etc. — there is a risk that someone will feel cheated by your decision. And this could lead to legal action. The best protection against such trouble is clear and consistent documentation! If written records, reprimands, and emails provide fair, logical, and objective reasoning for why you chose to hire candidate A, fire employee B, and promote employee C, then job candidate D will have a much less convincing argument that he/she was treated unfairly.
For more practical HR strategies, visit Jadestone Solutions online today!