Problem for hiring inhouse HR

Problem for hiring inhouse HR

The HR department of a typical business has to wear different hats as they’re in charge of hiring, benefits, payroll, conflict resolution, and employee concerns. You name it and HR probably has something to do with it. The expertise of Apna HR is really defined by how well we able to deal with the problems. It may sound unfair, but it’s true; a big part of HR’s responsibilities concern cleaning up messes at all different levels. Here are some of the biggest problems typically faced by an HR department, and how to deal with them:

Recruitment

Recruitment is a big problem for any company. You’ve got to get the right people in there, and it can be difficult to determine what is “right” about a given candidate. This, of course, usually all falls to HR. Apna HR takes the delicate responsibility of assembling a cohesive team with the correct balance of skills, personality, motivation and collaboration, and we do this by building an intimate understanding for the company. The entire recruitment process of Apna HR is as centralized and documented as possible. When dealing with multiple applications, each with extensive details, it’s important to keep track of everything.

Retention 

People often forget about employee retention. While recruitment may be an obvious responsibility for any organization , Retention is perhaps just as important, if not more so. Finding and enticing new talent may come naturally, but keeping that talent around, especially in today’s job market, can be tough. Productivity, for any business, is key and employee retention directly affects your business’s overall productivity; it’s hard to be productive if you have a skills gap that needs to be filled with a new hire. Apna HR’  retention comes down to balancing three things for current employees: company culture, incentives, remuneration. As long as a current employee enjoys the culture of the company, they feel they are being paid adequately, and there’s incentive to progress in their work, they have no reason to look for another job.

Training/Health & Safety 

Training is another big one for any organization. Not only do new hires need to be familiarized in the workings of your office, they also need to be brought up to speed with health & safety procedures, which, in some cases, can involve lengthy, instructive seminars. In other cases, training may involve official training and professional certification. True, some of this responsibility does fall to the employee, but in the case of Health and Safety and official certification, the employer is equally responsible. Apna HR see to it that your company has kept a detailed record of all training and Health & Safety stuff, and it’s best to keep the entire training process as centralized as possible. Remember, training an employee plays as benefit. It protects you as an employer from certain liabilities.

Fostering a Communicative Environment 

Apna HR’s foremost focus is overall productivity of your organization. We are very concerned as well with fostering beneficial employee interactions. Both of these things are only cultivated in an environment where there is open communication. Unfortunately, there is no standard method for developing this sort of environment. The best practice is to stress communication in your training seminars at all levels.

Conflict Resolution/Discipline 

Different employees inevitably run into conflict when interacting with one another, and it can decrease the efficiency of the work and create a problem for an organization. To start, it’s best to have conflict resolution procedures detailed in your training seminars. That way everyone knows that it will come up and they’ll know what to do when it does. Additionally, Apna HR keeps detailed record as possible when it comes to conflict resolution and discipline. For discipline, we keep all the statements, evidence, and documents to take an action that is legal and ethical. This can take a lot of time. As with other major problems we’ve detailed here, it’s best to keep efforts centralized and documented so that everything is easily referred later if needed.

Having a dedicated HR staff on hand is vital, but it’s a common misconception that you need an in-house HR department for your company. All that you really need is access to professionals who possess the right breadth of knowledge, like those at Apna HR. Now with Apna HR being you partner in HR, your company, no matter how big or small, can access the information and resources they need to stay productive and be a helping hand in reaching the targets. 

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