Discussion 6
Post 1
While reading through this weeks readings, I gained insight on how to ensure small businesses run an effective HR department even though they are a small business. Many times small businesses get away with saying, "well we are a small business, we do not have an HR." From the readings, this does not have to be the case. There are resources for small businesses to be able to provide their employees with effective and productive HR resources, while also being a small business. Honestly, this in the best interest of the employees and employers in the US, as more than half of the US workforce works for small businesses.
As more of the workforce transitions to work from home models (full-time or hybrid) this will require small business owners to ensure that some or all of their HR documenting and training is provided in an online format. I believe in addition to allowing access this will also connect the employees. Everyone will be able to receive the same information and be held accountable in the same manner. Communication should not be limited to this online platform, but it should be used as a tool to communicate in conjunction with other communication tools.
The ability for small businesses to provide quality human resource practices and procedures will help our workforce and employees in the long run. Being able to support employees in a way that is fair and equitable will ensure that employees are more confident in their managers. This also falls inline with the need for strategic planning from the company, even if it is a small company. Having a direction will help ensure that the minimal human resources department within a small company is being as effective as they can be with the limited time and resources they have at their disposal.
Post 2
I don't work for a small business, but I found this week's chapter 18 very applicable as I work for a small city. And in the reading I was drawn to the section about offering flexibility in benefits and rewards. We work on a tight city fiscal year budget and there is not a lot of room to reward people financially for a job well done. I liked the discussion about alternate ways to reward employees, especially where there are a smaller amounts of employees and its not possible to offer extensive benefit packages.
I spoke in one discussion about Fridays off, and how that, as well as my insurance stipend, kept me there. Flexibility is an important trait for employers. That's one thing we learned through the pandemic that everyone's situation is different and has to be taken into consideration. One thing I feel like my manager does well with is being flexible with employees, almost to a point where some might take advantage. However, then I read this statement, "If an employee is having a personal problem, help create a work schedule that allows the person to solve problems without feeling like they are going to be in trouble." Giving people the benefit of the doubt and letting them work through their issues goes far in the long run. When I needed some time off after my mother died last summer, my manager let me take the time I needed without question.
I also think free food cannot be discounted. In an effort to motivate people to come in at the regular time as the pandemic and working from home came to a close, the city provided breakfast every week for about two months. Spending money towards training and seminars is also important to encourage engagement and help people feel valued and that they are growing in their positions.
Post 3
Welcome to my life! As a small business owner (non-profit), these chapters defined everything that I am going through and will be going through. Overall, after reading these chapters, I feel like managing HR as a small business is completley doable. I have been the President of two small business, non-profit boards prior to this venture. I have experience knowing how multiple people need to wear multiple hats when it comes to the business functioning.
I really loved how they spoke about different ways to make up for the lack of an HR specialist when it comes to employees. When it comes to training, there are so many online opportunites that can be accessed for free or for a low cost. The most important part of training is the information, not the bells and whistles of a training facility. Seminars, webinars and networking opportunites are also a great, low cost way to keep your employees learning and engaged.
It is obvious that larger firms can offer more to their employees when it comes to benefits. However, I loved how Chapter 18 focused on ways that small businesses can use their size to their advantage by making benefits more personal. Offering more time off and flexibility in schedules is a great way to show your appreciation for your employees. Including them in as much of the organization business as possible really helps them to feel like they are an integral part of the team. Using the small atmosphere to its potential can truly make a difference. By knowing your employees, praising them, offering bonuses and interacting with them you can run a successful small business. These actions will help to retain employees by providing a positive and healthy workplace.
HR does have a lot of legal components which can be hard for a small business. As the Founder of BTDR I have taken on the responsiblites of this. It is part of the job! I can attest to the free trainings and large amount of information online to help keep the business in compliance.