This month, we would like to share with you an article written by Amy Polefrone and featured in workspan magazine in March of this year - a leading HR and compensation journal published by WorldAtWork. She discusses the continuing relevance of HR in the business world and we are very proud to present it to you below.
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 Renewing Faith and Trust in HR
Workspan Magazine, March 2015 by Amy Polefrone, SPHR, CVR An anti HR-sentiment in the business media is on the rise. Articles and commentary in top-tier publications such as The Wall Street Journal and Harvard Business Review as well as business networking websites such as LinkedIn have been openly dismissive of the role human resources plays in organizations. When feature authors advocate "getting rid of human resources," this anti-HR tide can no longer be ignored or dismissed. HR leaders need to pay attention to these headlines and be ready to demonstrate why human resources is a necessary business discipline and articulate the value that it provides. When it is effective, human resources contributes tremendous business value. For example, talent management is an essential HR function that has never been more challenging or important than it is today. Performance management, employee relations and compensation services are vital functions that align human resources to core business operations. Human resources continues to grow in sophistication with HRIS and selective outsourcing helping to achieve business outcomes. These are just a few examples of how human resources increasingly provides value-added business services. Smart companies view these core strategic HR functions as non-negotiable although they are open to outsourcing some HR functions. |
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Utilize an Employment Handbook This is an essential tool in any employer's toolbox as it spells out the rules, policies, expectations and objectives for all employees. It should include information such as: Ethics, Overtime, Orientation Periods, Dress Code, Workplace Safety, Rules of Conduct, Email Usage, Holiday Leave, Disabilities Policy, Resignation, etc. An Employment Handbook is one of the most useful tools for your employees and will continue to be as long as it is updated and current. |
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Plan Your Process Like any effort, small or large, you need to put your ducks in a row before you cross the street. In terms of recruitment, you must determine your budget, define you position description, spell out your compensation plan, identify the sources you will use, and basically have your process designed before you post that first "Help Wanted" notice. |
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Prepare for Disciplinary Discussions These conversations are never easy or desired but can be critical. You never want to "wing it" as you ask an employee to this kind of meeting. Do your homework documenting what happened and how this varied from company policy or expectations you set out for him/her. Gather facts. Explain the issue or problem and explore remedies with the employee. Define next steps and document it with a date established to review progress. And always keep it professional!
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Prepare for a 401K Audit When you receive notice of an audit - don't panic! Give yourself enough time to gather all the needed documentation ahead of time. This includes Auditing Standards as well as your company specific documents such as investment prospectus, payroll records, contact information, yearly statements, retirement plan agreements for employees and plan sponsor financial statements. Your audit will go much more smoothly if you are prepared with available documents and you have a solid understanding of your company's retirement plan.
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