Business is a whole set of processes. Not the least of these is human resource management, which includes recruiting, hiring, developing, and retaining new employees. The goal of these processes is to impact your company’s internal operations positively. The result is a solid and successful business.

Human Resources Processes for Small Businesses include:

Finding and attracting talented employees.

– The right job opening

Don’t be lazy to clearly describe a comprehensive list of requirements you have for an employee. It will help you save your time later on to train and develop someone who didn’t initially have the right skills. The job title should also match the subject of your search. Don’t look for a one-size-fits-all soldier.

– Check for eligibility requirements.

Once you find the right candidate, have a face-to-face meeting with him or communicate remotely. The interview should not be long and not take up a large amount of your time. It would be best for you to ask questions that would allow you to get to know “your” employee right now. These may be questions about professional skills and human qualities such as friendliness, stress resistance, diligence, communication skills, and politeness. Working in a team and leadership level is also very important.

– Refusal to close the job posting quickly.

Never agree to anything less. Keep looking for the best person for your company. The time spent on the search will return three more times as you do not have to spend it on training, checking compliance, and firing the unsuitable employee.

2. Successful adaptation.

And so you found the right person, and you hired a new employee, a new member of your team. He has to go through the process of adaptation next. How long it will take will also depend on you. Adaptation can be related to business or to the team, which are related.

Adaptation also takes place in several stages:

– Assessment of training.

It will be easier for an employee to adapt to the new working conditions if he has previously worked in a company of the type you have.

– Orientation.

It includes familiarizing the employee with his rights in the workplace and the obligations and requirements placed on him. These are usually questions of salary, social security, working arrangements, internal regulations, liability, labor protection, etc.

– Interpersonal adaptation is a psychological integration of the employee into the team.

That is one of the essential parts of the employee’s overall wellness. The level of support and understanding of management is also crucial.

– Functioning.

That means gradual integration with the work process.

But we should not forget that the adaptation period of all employees may be different and psychological reactions to the work process in the future may also be different. Therefore, to maintain productivity, business owners should reduce stress at the workplace. For example, you can encourage employees to take breaks or participate in meetings with colleagues outside the office. Create an environment for short-term fun in the office too. It helps to relieve stress and enhance the workplace mood.

3. Planning and management.

Please pay particular attention to getting the most out of your employees and effectively using their skills and talents. By streamlining personnel policies, development, training, and rewards, one can accomplish this.

– Document each employee’s job.

Create a separate file that contains all hiring information. That can be resumes, performance reviews, training evaluations, rewards and sanctions data, real paystubs, etc.

– Be comprehensive on the issue of training and development of employees.

It is a necessary business process. Its essence is the systematic training of qualified personnel and involves transferring knowledge and its verification. To raise the importance of training among staff, show its connection to career advancement. Employees should understand that their efforts will undoubtedly increase salary levels.

Employers should know that it’s usually much cheaper and less labor-intensive to train your employee than to find a new one with a higher skill level.

Use available human resources software.

It is also important to keep up with changes in current labor laws to avoid violations that would result in fines.

4. Performance Forecast.

It is an estimate of the rate and level of development that each particular employee and the business can show. It is only a probability, but it must have a reasonable basis.

Don’t count on a year-end productivity calculation. There is no way you can affect that figure anymore.

The analysis should be ongoing.

Raise daily or weekly five-minute meetings for this purpose. They can be online or offline. It allows you to always keep an eye on the activities of each employee and assess the possible results of his work.

5. Termination.

That is also one of the parts of the human resources process. Perhaps, even one of the most important. And that’s not surprising.

It counts here if the employee wants to quit or you fire him.

As practice shows, only a small number of employees choose to leave voluntarily and independently. And it can be due to HR mistakes.

In either case, your business must maintain its reputation. It should be an honor for the employee to work with you.

To preserve your position in the eyes of the terminated employee, you can consult him on the issue of future employment.

Gather information from the labor market about vacancies. Help your employee write a resume and confirm the employee’s experience working with you. Counsel him on the interview process from an employer’s perspective. You can also provide legal information related to termination. It may include severance pay, unemployment benefits, pensions, or retraining opportunities.

Pay special attention to the final payment of the employee’s wages. The previously mentioned files from the employee’s documentation, such as real paystubs, can help you with this. It will make it easy to calculate the final salary and make a tax report.

To conclude

Do not underestimate the importance of HR in small businesses. Most entrepreneurs handle these issues on their own. Try to follow the above tips, and you will succeed.