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You Started a Business. Now What?

June 10, 2014 at 1:04 PM

You’ve decided to start a new business. Congratulations. This is an exciting time. Hopefully you’ve created a business plan before you decided to start your business. If you haven’t written one yet, you MUST make it a top priority. It will give your business direction. If you don’t know how to do this, there are resources available online or you can check with local Chambers of Commerce or the Small Business Administration to see what resources are available in this area.

Hiring Employees

Part of your plan will be to hire employees. You’ll have to decide who’s in charge of hiring and managing the employees as you grow. If you’re not ready to hire a Human Resources Manager, consider making your Office Manager your HR Generalist. As your staff grows, the Office Manager transitions well into the Human Resources Manager.

The HR Manager is responsible for recruiting, staffing and organizational departmental planning. They manage performance, productivity and improvement systems as well as employee development, and compensation. Benefits administration, such as the monitoring of vacation and sick pay, health care insurance and other company perks are handled by the HR Manager. They facilitate communication as a sounding board for employees with complaints or special needs.

Recordkeeping Compliance

The HR Manager is critical to any business. If funding is limited when you start your new business, do not discount the value of the HR Manager and attempt to "wing-it." There are a number of critical labor laws that you MUST comply with such as Equal Employment Opportunity, Americans With Disabilities Act, the Family and Medical Leave Act, Employee Retirement Income Security Act, Insurance Compliance, and Occupational Safety and Health laws. Failure to comply with some of these laws can destroy your business.

If funding allows only for an HR Generalist or Office Manager, you can outsource some of the HR functions. Contract with a staffing company. They’ll manage most of the HR functions for their temporary staff.

Personnel Management Confidentiality

One of the most critical parts of personnel management is confidentiality. Anyone handling personnel records must understand that they are privy to very private information. Employees provide employers their names, addresses, telephone and email information, date of birth, social security number, and private health information. Electronic records management with password protection offers your company greater security than paper file management.

When starting small, and at all levels of your business's growth, remember to protect your best asset, your employees.



Tags: personnel records HR functions human resources manager
Category: HR Software Solutions

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