Smart HR for Small Businesses
Presented by: Diane F. McNally, Ph.D. August 7, 2013
People Strategy
Talent Acquisition HR Compliance
Training and Development
Employee Engagement
HR Infrastructure
Compensation and Benefits
Communications Performance Coaching
HR as Risk Management Managing the Risk by: Creating infrastructure to support the people aspect of your business.
Utilize repeatable, sustainable and measurable processes.
Communicating expectations.
Be transparent, consistent and thorough.
Complying with laws and regulations.
Minimize exposure to violations and financial or reputational risk. 3
Infrastructure Processes (just a few!!)
Drive consistency and efficiency.
Minimize chaos and confusion.
Scale for growth and increased complexity.
Documentation
Provides history and information.
Supports decision making.
Policies
Articulate expectations and requirements.
Provide information.
Set the tone for company culture.
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Processes and Documentation Processes and documentation
Hiring
Job descriptions
Application
Interviewing
Pre-employment screening and references
Offer letter
Employment Files
I-9
Employee file
Medical file
Compensation Structure
Salary/Wage ranges
Pay adjustments
Orientation/On-boarding
First day orientation
On-boarding plan
Performance Reviews
Objectives and measures
Feedback and Coaching
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HR Policies – Some Examples Employment Policies
Employment-at-Will
Equal Opportunity Employment
Workplace Policies
Open Door Policy
Employee Conduct/Ethics
Dress Code
Electronic Communications/Social Media
Harassment and Discrimination
Drug-Free Workplace
Safety & Health
Job-related Policies
Performance review
Disciplinary action
Attendance
Pay Policies
Overtime
Timekeeping
Expense reporting
Benefits
Health Insurance
Time off
Family Leave
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Compliance Recordkeeping
New hire records (application, resume, I-9, offer letter)
Performance and disciplinary documents
Benefit elections
Attendance records
Time off documentation (vacation, sick time, leaves of absence)
Compensation and reward information
Tax and payroll forms
Termination and exit documents
Retain records in separate, secure and confidential files.
Employment Posters
www.allinoneposters.com
Offer laminated posters for sale for about $20.00.
Receive notice of updates.
sba.gov
Free posters
Provides guidance on required federal and state, depending on your industry.
http://www.dol.gov/compliance/topics/posters.htm
Show a “good faith effort” to comply.
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Now what? Review the HR Checklist. Prioritize projects and create a project plan.
Don’t reinvent the wheel and keep it simple.
Use existing resources, such as forms and policies.
Leverage technology.
Outsource what you can, for example:
HR Process design and documentation
Employee Policy Guide
Compensation structure
HR Compliance Review
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What’s Trending? Independent Contractors o
Employee or truly “independent”?
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Must meet very specific criteria to be considered a “contractor”.
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IRS and Dept. of Labor are stepping up scrutiny.
Non-compete/Trade Secrets Agreements o
Protect intellectual property, customer portfolio and proprietary information.
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Increased enforcement and litigation.
Social Media o
New recruiting strategies.
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Acceptable use in workplace.
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Employee monitoring. 9