Human
Resource Management
for
Startup Companies
Startup
companies have a very difficult decision ahead
of them. At some point, they must do one of
two things:
-
hire an employee to manage the human resources
or
- hire
a consultant to set up the proper infrastructure
so unqualified individuals can do most of
the human resource management.
The
questions still remains, when is that decision
made? Here is a list of questions that should
be answered. If you cannot answer all of them,
the above decision must be made.
Tough
Questions for Startups and Pre-IPO's
- Do
you know the extent of Human Resources due
diligence required when going public?
- Do
employees have a clear understanding of
policies, procedures, and practices?
- Are
you able to easily identify and measure
trends in your workplace:
- Employee
turnover rate?
- Points
at which employees tend to leave the
organization?
- Length
of time to fill a vacant position?
- Cost
per Hire?
- Average
length of service?
- Benefit
cost per employee?
- Percent
of HR costs to the total operating budget?
- Rate
of absenteeism
- Do
you have a system for handling non-performers?
- Do
you know the legalities of terminating an
employee? Do your managers know?
- Do
you really understand what "employment-at-will"
means?
- Do
your managers and employees understand how
to effectively interact with departments
outside of their own and why?
- Do
you know if your compensation and benefit
program is competitive?
- Do
you know if comp and benefits are being
administered legally and equitably?
- Is
the company in compliance with the Federal
Labor Standards Act (FLSA)? That is, are
all positions properly classified as exempt
or non-exempt?
If
you cannot answer these questions and would
like help, contact
us to take advantage of our complimentary
needs assessment. We can discuss what your
needs are and what internal resources you
have, then spend some discussing potential
solutions.
Please
contact us for
further information or to provide human resource
management for your organization.
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