Happy Holidays

22 December 2011 Categories: Gerry's Corner

Well this will be my shortest blog yet but an important one. I’d like to thank all my readers for their support and comments in 2011. I look forward to keeping in touch with you in 2012.

I wish everyone a Happy Holiday Season.

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Small Business and Consultants

07 December 2011 Categories: Uncategorized

Recently there has been talk about Small Business and their need for Human Resources support. These Small Businesses usually have less than 100 employees and most have less than 40 employees. These same Businesses do not have any HR expertise therefore the owner, office manager, accounting clerk, plant manager or any manager take care of all the HR decisions. These decisions affect all employees and the organization itself with wages, benefits if any, labour laws, hiring, firing, training and more. It should be scary for Business Owners to make all these decisions with no HR training or support yet their decisions can grow the business or destroy it. I
know there are some Business Owners that have been doing this on their own for
decades without major problems but today’s world is far more complex and laden
with new regulations. Many Small Businesses rely on their Accountants to advise
them on HR issues but they have been trained in accounting not Human Resources.
Business Owners feel they don’t need or can’t afford HR specialist yet there
are an abundance of them around. Many are available on an as needed basis or
part time at a very reasonable cost considering what they can offer.

I have worked with Entrepreneurs and new start-up Businesses for more than 2 decades and the weakest link in the organization is usual the Owner. The managing of the whole business including the people in that business is their Achilles heel. Yet they persist in doing everything themselves like the old proverb “Jack/Jill of all trades and master of none” For the last 5 years I have tried to advertise and appeal to these
folks with little success. The shoe string operation eventually fails ( closes their
doors or declares Bankruptcy ). Or the money making organization pays big
dollars to Accountants and Lawyers to keep them afloat. I tried many years ago
to team up with Accountants to be a resource available to these organizations
because the Accountants are the first to notice the Owners or companies shortfall.
A good Business Management\Human Resources Professional can save the small
business from disaster. The added benefit I provide is training the Owner and
their Managers in skills that are unfamiliar to them. Longer term the Business
is able to deal with more of these issues therefore not needing further
support.

Small Businesses are right, they do not need full time HR support but they do need some advice from time to time. A good HR Consultant can pay for himself/herself over time with good sound decision making and it is affordable. When I was teaching new Entrepreneurs in starting a new Business I always said to succeed they need 4 resources at their disposal at all times, a Lawyer, an Accountant, a Mentor and a good HR Specialist.

 

 

 

 

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Hiring Advice for Employers

06 December 2011 Categories: Gerry's Corner

My recent blogs have been advice to candidates who are seeking employment. Today I want to deal with the #1 complaint from people who are looking and applying for jobs. The main complaint is poor communications from hiring companies. The complaint can be expanded to include: no replies after applying for employment, long waits for interviews and follow up after interviews, no timely feedback, too many people involved in interview process, mixed messages and brutal endings. Anyone who has worked in a hiring capacity knows the frustration in attracting, interviewing, checking and hiring new employees. The process involves a lot of communications, time management and coordination.

To set the stage, there are mainly 2 groups of companies. Large companies are those with 500 employees plus and small companies have 500 employees or less this includes those who have 10-50 employees. Most large companies usually have a fairly sophisticated hiring process although some are very complicated and cumbersome. Because of the volumes of applicants and number of positions to fill, the ability to respond to everyone is next to impossible. However once you get into the system the
communications are usually better. The bigger issue is with small companies as
they try to imitate the larger organizations with the absence of hiring
policies and qualified hiring Professionals. With no HR department, Small
companies try to do too much by themselves and expect regular staff to find the
time to participate in the hiring process without having the proper training or
time. The results are devastating, starting with bad selection of hires to bad
imaging in the marketplace. The first solution is to invest and hire trained
Professionals to take charge of the whole hiring process so that the hiring
Managers only deal with the short list of candidates that meet their needs. The
Professionals should still be involved to assist the hiring Managers with
interviewing advice and final selection. The right Professionals can assist
usually on site with the gathering of resumes, screening resumes, telephone
interviews, face to face initial interviews, ongoing communications with
potential candidates and even unsuccessful candidates. The hiring process is
long and tedious but if managed the right way it can produce long lasting
effects not forgetting about good hires and good relations for future hiring.

One last comment: if you are not trained in proper hiring techniques then do yourself a favor and hire a specialist. As Operation Managers/Supervisors you are trained to manage the team which means to select the best people for the team. Leave the rest of the hiring process to trained Professionals to help you.

 

 

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