As a start-up, it would be fair to say that HR is rarely at the top of our priorities as we get going. In fact, staying afloat is the main objective, with the press littered with stories which suggest that this is an exceptionally hard challenge for most new businesses.
In the early days, most of us are far too occupied with choosing the right area to start our business in, recruiting the right staff, designing products and all of the so-called glamorous tasks of start-ups.
However, if you do have employees, there are some HR pieces of advice that you at least need to consider. This is what today’s post is going to look at, as we investigate some of the main HR tips that you need to try and implement in the early days of your business.
There are basic laws to adhere to
As we have already alluded to, time is of the essence as you begin life as a start-up and you can’t be expected to know the HR rulebook off by heart.
However, there are certainly some rules which you should start to learn. These might just revolve around the basic standards for working conditions, or the minimum wage. Without these, you’re not only at risk of going against some very basic HR regulations, but all of your budgeting is likely to be wrong as well.
Have a solid recruitment plan
For a lot of people, the term “human resources” only relates to existing staff. As it turns out, it is also applicable to those employees that you are thinking about hiring.
In short, taking the time to hire the right people is something that should be at the top of your priorities. It might mean that you don’t get someone through the door in record speeds, but at the same time it’s something that can mean that you have fewer problems later down the line.
Making sure that someone is the right fit for your company before they have joined is far easier than waiting until they are a settled employee with full rights.
Onboarding is crucial
On the subject of recruitment, let’s make a small point about onboarding. For those unaware, this is the process that businesses follow which allow employees to settle in and understand their job better.
Unfortunately, very few companies actually carry this out properly. They don’t have any sort of formal process – and it can be left to the employee in question to find out for themselves just how the company operates.
Make sure any new recruits have everything they need for their role from day one, with this ranging from equipment right the way through to the necessary training for their position.
Classification is now more important than ever
Finally, we’ve now reached a stage where job classification is more important than ever before. As we have seen in the news, trying to classify employees as contractors is a recipe for disaster – and some major companies are running into trouble with this.
Sure, there will be occasions that your workers should be classed as contractors but if there’s any doubt, you could be opening yourself up to a range of problems. The laws in this area are only going to tighten, so we would urge you to take an honest look at your situation when you decide just how to classify those who work for your organisation.