HR Basics – What You Need To Know

Human Resources Management… it all sounds rather clinical, doesn’t it!

But as we all know, people are NOT simple machines. They are complex creatures, and managing them takes time, energy, and understanding.

The people that work in a business are its biggest asset. They can mean the difference between exponential growth and success, and mediocrity – or even failure.

Getting your HR systems and processes in order should be a top priority for any company, regardless of how many employees it has. With the right foundation, any pain points that may appear down the line are easier to manage.

Here are the most important HR basics for any business.

 

HR Basics – What You Need To Know

Recruitment

Skills and experience are important, but recruiting someone who is the right fit for the role and culture is equally important. When employee values align with company values, employees are happier, more productive, and more loyal. Bad hires are costly and time-consuming, so getting the right person should be a top priority.

 

Clear Individual Employment Agreements

To protect both the employer and employee, a solid contract is essential. Both parties should understand their rights and obligations. Employment agreements are an opportunity to legally set up the working relationship and are a crucial term of reference if any disputes should arise.

 

Simple, Up To Date Job Descriptions

A well-written job description is a vital part of a healthy employee/employer relationship. It is useful in the recruitment phase as it helps to match the right person to the position. But it doesn’t stop there. It also allows managers to set employee expectations and manage performance.

Without a job description, there’s no way to track, measure, or manage what your employee does in their role, which can be a recipe for disaster.

 

Welcome And On-Boarding

Every new employee should be given a standard induction and a chance to be appropriately welcomed into a business from day one. This allows them to review all the paperwork, understand what is expected of them, get familiar with how things work, and start integrating into the team. It also introduces them to the culture of your workplace and ensures they feel part of the team from the very start of their employment.

 

Handbook And Expectations

Your employee handbook is a vital tool to communicate all the most important company information succinctly and clearly. It should include company policies, health and safety information, codes of conduct, discipline and termination information, as well as any other information specific to your workplace.

Each employee should sign to indicate they have read and understood the handbook.

 

Regular Feedback

Every person in your business needs feedback, no matter what level they are working at. Feedback helps set goals and expectations for all parties, track progress, and nip any issues in the bud before they get too serious.

Annual performance reviews aren’t enough. Instead, try to create a culture of immediate, helpful, and honest feedback given regularly. Think one on one discussions, informal catch-ups and conversational reviews.

 

Training And Development

Developing and upskilling your staff is a great way to boost employee satisfaction and retention. Not only will it directly benefit your business when employees learn new skills, but the productivity and engagement that people put back into your business will be well worth the investment.

 

Need to nail the HR basics at your workplace? Then give us a call here at Spice HR. We can help you to create the foundation for the kind of workplace your employees love to come to. Getting the HR basics right is the first step towards a great workplace culture and a productive workforce.

Get in touch with us today.

How to Handle Recruitment the Right Way

What would a doughnut be without the cinnamon? How would your favourite Indian dish taste minus the coriander or cumin? And what would the Spice Girls have been without Ginger Spice? It doesn’t really bear thinking about, does it? The same goes for your employees and your recruitment strategy.

They are the spice that makes your organisation unique, attractive, and successful. Without top talent, your business will struggle to beat mediocrity. So, it’s essential to attract the right people for your culture, and encourage them to stick around!

These days, recruitment is a science all of its own. Posting a Job Description on a local job board and hoping for the best just won’t cut it if you want the very best.

So, how do you tackle recruitment in the right way?

Today, we share our best advice for becoming the employer of choice for your potential candidates.

Do Some Self-Reflection

Before you can cast a net out to lure in your ideal candidates, you need to be very clear on what your organisation is looking for. Spend some time looking at your existing top employees, and ask yourself what it is that makes them a great fit.

Remember to include a mix of soft and hard skills, as well as addressing some of the more creative characteristics, such as emotional intelligence and cultural fit.

 

Understand Your Ideal Candidate

Once you know the kind of employee you want to attract, you can begin to understand them better. Think about what they need and want from a job or an employer, and what motivates them.

Do they thrive from being part of a team, or would they rather work independently? Are they happy with a predictable role, or are they looking for a bit of variety?

Drawing up a profile of your dream team member will help shape your business to be the type of employer that naturally attracts top talent.

For invaluable insight, refer to your existing staff members! Ask them what they love about working for you, what drives them, and survey them to see if there is more you could be doing to be a sought after employer.

 

Position Your Company

Savvy candidates won’t just be perusing the job description when deciding whether to take a role. They want to know what it’s really like to work for your business, and what you are all about. They might look at your social media to see what customers are saying about you, check out your current and former employees on LinkedIn, or try and get a feel for your culture via your website.

Ensure that all aspects of your business reflect the culture and values you are trying to encourage.

 

Be Authentic

The most sought after companies in the world have certain things in common – authentic core values, genuine respect and appreciation for their employees, and a commitment to providing a fantastic work environment. Make sure your business’s core values are defined. Be good to your team and word will organically spread among potential candidates.

 

Focus on Quality

Remember, you are looking for quality, not quantity. Rather than offering benefits and values that will appeal to a wide range of applicants, focus on figuring out the persona that melds best with your business and work to meet their needs. You don’t need to attract one hundred candidates, you just need to attract one who is the right fit for your business.

 

Call in the Professionals

Recruitment can be an all consuming task in business, so it may be worth considering the possibility of outsourcing it. Or at least getting some help putting together a plan for the role you are recruiting for and what your expectations are for the candidates.

The team here at Spice HR can help set you up with a plan to get the right people on your team. Or, we can recommend some great recruitment companies or specialists who will help take the stress out of making the right hiring decision.

Give us a call today to chat about your plans for recruiting.

Why You Need an Effective Training and Development Program

Why You Need an Effective Training and Development Program

Is your idea of training and development sending your team on a once-a-year health and safety course?

Then we’ve got some news for you… You are doing your business and your team a huge disservice.

Training and development are buzzwords in the HR world for good reason. Regardless of the size of your organisation, investing in individuals is an investment in the success of your business.

A well thought out, consistent training and development strategy boosts staff morale and engagement, increases staff retention, skyrockets productivity and efficiency, and even helps your company’s future growth and success.

Yes, it really is that important! Let’s talk about why.

The Benefits of Training and Development

Increased Employee Satisfaction

Employees that feel inadequate, unsupported, or under-challenged can become bored and disengaged. In contrast, providing relevant training and development opportunities shows your staff that you value, appreciate, and support them. This provides increased job satisfaction, which results in increased loyalty and retention.

Improved Performance

Happy, engaged workers are more likely to go the extra mile for your business. And they will do it because they want to, not because they feel they have to. They will do their job more efficiently with fewer mistakes. This helps your business stay ahead of the game and there will be less of a requirement for intense supervision of your team. They will be able to take pride in operating autonomously.

Develop Future Leaders

Prepping your employees for future promotion can be priceless. It gives them something to strive for, ensuring they will always enjoy applying themselves to the job at hand. A solid development program includes strategic planning to fill potential skill gaps from within. Recruiting leadership roles internally puts you on the front foot. They already know and understand your business and have proven themselves. Plus, it doesn’t hurt that you can save time and money, and avoid the mistake of a costly bad hire.

Innovation and Creativity

Learning opens the mind and paves the way for innovative thinking. Just because something has always been done one way does not mean that it is the best way. Ongoing training and development creates opportunity for creativity, but also for innovation in your practices. This will help you to create a strong and dynamic organisation.

Attract Quality Employees

Job hunters are very savvy these days. They expect more than a steady pay packet. They want a great place to work. A business that invests in and cares about its employees will quickly gain a reputation as that great place to work. You will be able to attract top talent to enhance your team of go-getters.

How To Approach Training and Development in Your Business

There are some key things to remember when you are developing a training program for your workplace.  Probably the most important thing is to not get caught up in the traditional definitions of training. Courses and formal training play an important role, but only as a small portion of an overall culture of day to day learning and mentoring.

The 70:20:10 rule is a popular and effective way of outlining the different aspects of employee development.

70 percent of the work happens on the job, as your employees learn by doing. Select projects and assign responsibilities that get people out of their comfort zone and challenge them to stretch their abilities.

20 percent of the time should include learning from mentors, who could be colleagues or managers. Rather than a formal development plan, this kind of training should be organic and encouraged to happen naturally in the workplace. Personalise development in response to skillsets, areas of interests, and different learning methods.

The last 10 percent is formal training, which could include digital courses, seminars, conferences, or additional certifications and qualifications. Don’t forget to focus on both hard and soft skills.

Today’s employees are looking for careers, not just jobs. Fulfilment, personal growth, and ongoing development are high on the list of priorities for top candidates. Taking the time to develop a culture that values professional and personal development will be reflected in the positive engagement of your team and the future success of your business.

If you are interested in developing an effective training and development plan at your workplace, then get in touch with us here at Spice HR.  We can help you create an effective and practical plan that can upskill your team and benefit the entire business.

What Is Your HR Data Telling You About Your Business?

Data. Many people think of it as numbers that someone rapidly types into a spreadsheet and then uses a complicated formula to calculate something.

But data comes in many forms. Including HR data. That is data that you can use practically in your business to tweak processes, increase staff morale and look after your people better.

We tend to think that if the Spice Girl’s management team had spent more time analysing their HR data, the band would not only still be together today, they would have a level of success to rival the Beatles…

Okay, maybe not. BUT they may have been able to stretch the gig out a little longer, keep their most talented members – ahem, yes, there were a couple! – from jumping ship early and had a much more positive team culture.

How are the Spice Girls relevant to your business? Well, HR is so much more than just crunching numbers, dealing with disputes and endless piles of paperwork. In fact, HR analysis is a rapidly growing field of expertise that modern, successful businesses are using to their advantage.

Let’s look into how you can use this data in your business.

What Is HR Data And How Can You Use It?

There is plenty of useful information in your HR functions if you know where to look for it. Using the data you collect from performance reviews, exit interviews, training information, staff satisfaction surveys, staff retention and even sick days, you can make smart decisions that add immense value to your business.

HR data collection is not a new thing, but utilising it effectively – if at all – is a relatively recent advancement. It is all well and good conducting exit interviews and monitoring sick days, but what is the point if you don’t use that information? It’s like buying a rack full of spices to improve your cooking and leaving them sitting in the back of the cupboard.

The key to using this information to drive success is knowing what to look for. Is there a specific issue or question you want an answer to? Do you want to know how to reduce absenteeism, evaluate staff training, or predict which new hires are going to stay the distance? HR professionals can nail down the questions, use the freshly gained or existing data to do all of these things and more.

Here are just three things your HR data will tell you if you know how to ask:

How To Retain Your Top Talent

Does your data suggest that once your employees become proficient at their jobs and reach a certain level, they will leave? Then it is time to dig a little deeper to find out WHY this happens. Then you come up with solutions to keep your top achievers on board, such as more opportunities and training, or a better work environment.

You will only find out the reason for their departure by asking them. We suggest conducting an exit interview with each team member that leaves the company. Not all will be leaving because of the happenings at your business, some will leave for personal reasons. But, you can find out a lot about the culture, processes, work environment and available resources by asking people their opinions.

 

How To Keep Your Employees Happy

Everyone knows that a happy employee is a productive, loyal employee. Do you really know if your top performers are satisfied with their work?

If not, find out. You can look at absentee rates between departments or individuals, assess who your most efficient team members are, then use those insights to make improvements. The bonus of a happy workforce is staff retention, which saves big money on recruitment and increases efficiency.

You can also ask your team to answer some survey questions. To find their true feelings, you can make it anonymous. You just need to ensure that you are asking the right questions to get the targeted data that you need.

 

Assess Performance

Did Posh Spice work harder than Baby Spice? Did Sporty bring in more money than Ginger?

They are important questions to ponder within your own team. If you know which employees work faster and produce a higher quality of work, you can aim to replicate that productivity across the board. A key thing to understand is, what is making them so much more efficient than the rest of the team?

Once you understand that, you can act accordingly. It might mean offering further training for underperformers, boosting staff morale, offering flexible working conditions, team building, or any number of other things.

 

If you would love to access the hidden gems in your HR data but you aren’t sure where to start, then give us a call here at Spice HR. We can help you sift through the information and boost business at your place. Get in touch today.

Stop. Collaborate and Listen …

 

Stop.  Collaborate and Listen … Spice is back with a brand new invention.

Got an HR problem yo, we’ll solve it. Check out our skills while the Spice Gals resolve it!

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When induction goes bad!

If you have no strategies in place for new staff – pre-start and day one checklists, induction plans, training plans, mentor/buddy programmes and the like – it’s time you called Spice HR.  We eliminate the need for a crying spot in your workplace!

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