The Challenges of Implementing a Human Resource Program
Not all companies have a Human Resources (HR) department, at least not right away. Small businesses built from the ground up rely solely on the owner or manager to do all the hiring and training that the company requires. Having an HR program comes with certain challenges, but when it manages the challenges well, an HR program is a valuable resource for any company.
Determining the Necessary Scale
If you’re a small business with only a few employees, chances are each employee will have many responsibilities already, so it might be hard to decide who will be in charge of HR. It is not always necessary to hire an expensive HR professional, however. Most small businesses leave training, hiring, and firing up to a manager, but training can also be conducted by employees with experience. Larger companies with entire departments devoted to HR can simply hire HR professionals as needed based on their number of employees.
Creating Training Programs
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Consistency in training becomes important as a company grows. Large companies can afford to design and implement their own training programs specific to their needs, but smaller companies usually rely on employees training each other or generic training resources provided by a third party. The advantage of a single, specially designed training program is consistency across the entire company, so all employees are aware of the same rules. Employees training each other remains important, though, since information provided in training programs is not always up to date.
According to the 2006 survey of global HR challenges, HR departments had more difficulty in “change management” than they did in any of their other responsibilities. Companies have to evolve quickly to keep up with the changing times, and when they do, all of their staff members must learn to evolve as well. Change can be managed most effectively through up-to-the-minute training and communication to increase awareness of change among a company’s workers.
Developing New Leaders
Second place in the survey of HR challenges went to “leadership development,” which also relies on training but in a highly specialized form. Potential new leaders should be chosen using assessment techniques like testing, interviewing, or work analysis to gauge their skill, dedication, attitude, and other factors that make them eligible for leadership. Choosing candidates far in advance of when they’re needed allows them to have time for training, such as graduate education or an apprenticeship under a current leader, before they are required to take their new leadership position.
Facing the challenges listed here, an HR department must not only find good people, but also make sure that those people are an ideal fit for the company. Growing companies are constantly in need of new and educated administrators to help manage all the difficulties of having an HR program. Even when an HR program seems effective, change is inevitable. Change has also proven to be one of the more difficult things for an HR program to manage. If you are considering working in HR, make sure that you are adaptable and ready for anything.