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Q
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At
what point in a company’s growth should
Human Resource practices be implemented?
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A
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From
the time the first employee is hired Human Resource
techniques come into play. Consider the method(s)
by which people enter and exit the organization.
These transactions can be accomplished in an
effective, smoothly defined manner, or they
can be conducted in a haphazard fashion, inconsistently
re-inventing the wheel on each occasion. |
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Q
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Is it inevitable
to hire a Human Resource professional and
continually staff up the HR function in order
to meet growing needs of the organization?
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A
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Not
necessarily. Short of staffing HR internally,
there are other approaches, or a combination
of such, which prevent the creation of a bloated
HR function. |
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Q
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What
are the alternatives to traditional HR management?
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A
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1. Automate the HR function with an HRIS application.
2. Push HR responsibilities out to line managers.
3. Outsource some or all of the HR function.
These approaches are scalable and position the
company for growth.
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Q
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What
can an HRIS application do for the company?
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A
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The right technology can capture data as the
action occurs, organize the data into accurate
and timely reporting, eliminate hardcopy processing
and filing, and provide "self-service"
capability to employees.
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Q
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How
do line managers play a role in effective HR
management?
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A
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Coaching
line managers to expand their HR skill set pays
off in reduced employee relations problems and
increased accountability for all employees in
a productive and legally compliant manner. After
all, HR doesn’t "own" the employees
nor manage them directly, the line managers
do.
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