2. 1- HR Is Not Just for Paper-Pushing
• Some of employee don’t know the different between what HR does and what people expect HR to do
• Do you think that Your employees, generally speaking, feel that their HR department is accessible?
Generally speaking I would have to say no. Specialist HR has worked with several businesses to change this
culture. There some businesses where HR departments are very accessible but these tend be exceptions.”
How we can handle these types of complaints ? Let them talk about there problem takes
note and then notify the immediate supervisor about the issue .
Sometimes they feel these minor issues are HUGE in their eyes.
3. • Get to know your management/supervisory
• Find out what is really going on
• What do you want me to do about that?”
• Keep an open door.
• Be careful about notifying the supervisor or manager
• Remember, minor incidents are often huge for them.
4. 2- Hasty hires and promotions –(Hiring Too Quickly)
Flesh out exactly why you're e hiring ?
-Remember, patience is a virtue when hiring and promoting.
Keeping a cool head and not giving in to the urge to fill a role immediately
can prevent you from making the costly mistake of hiring or promoting the wrong person.
Are you ready to move forward? Let’s check:
• You need full- or part-time help
• You’ve justified the cost
• You can pay this person
• You have buy-in from management
• You’ve written the job description and qualifications
5. 3- Not Having Accurate Job Descriptions or you don’t deal with it !
• Writing Job Descriptions Is Important from the Hiring Perspective For each employee, a good job description
helps the incumbent to understand
• Writing Job Descriptions Is Important from the Career Advancement Perspective &Legal Perspective
• The Importance of Writing Job Descriptions for HR Success
6. 4-Inadequate HR policies
• Don’t overlook the importance of an internal HR audit. Set aside time annually to make sure your HR policies
are current and complete.
• Having policies and plans for handling these events reduces the stress, liabilities and costs to your business.
If you Thinking That Some Or All labor laws Don't Apply To Your Organization or you can
processed by another ways
You will be wrong
5- Having “Favorites” In The Workplace & Treating Employees As Such
• Lower morale.
• Resentment
• Desertion.
• Overlooked potential.
• Stunted growth.
• Legal implications.
7. 6-Ineffective Harassment & Discrimination Policies and Procedures
Does Administration understand legal obligations?
- Unessential behavior can lead to discrimination or harassment claims
- Administration must know state and federal protected classes/characteristics
- Be aware of the different forms discrimination can take
Train administration how to:
• Recognize a complaint; respond appropriate to a complaint and recognize and take appropriate action even
without a complaint
-Take preventative measures:
• Train, adopt appropriate polices and procedures, make sure complaint process is effective, , document, be consistent,
think about precedent
• Administration must set a good example
• Seek help and use your resources
• If in doubt, take a moment and get guidance before taking action
8. Now that you know how damaging favoritism and nepotism can be to your employees
and your company,
your next step is to recognize it and deal with it when it occurs. Here’s how.
• Foster professionalism
• Offer training
• Facilitate communication.
• Get to the bottom of it
9. 7-Lack of Communication
Does Administration foster open and timely communication?
Communication breakdowns can lead to disgruntled employees, high turnover, unproductive time and costly lawsuits
Explain policy and procedure changes, don’t rely on email or bulletin boards
Communicate outcomes of investigations/discipline issues, or unsatisfactory behavior or work quality
Avoid information trickle down:
• Slow distribution, misplaced data, and lost information
• Establish regular meetings and encourage staff to drop in with concerns, issues, updates, etc.
Be consistent, repeat often Assume nothing Effective communication is a two-way process:
Ask for feedback and respond accordingly
10. 8- Not Updating Your Employee Handbook or Not Having One At All
1- Introducing employees to the organization’s culture, mission and values:
• What do we do that sets us apart?
• How did the company get here?
• What are we passionate about?
• How can Iasi a new hire, become a part of this culture?”
2- Communicates to employees what is expected of them
3- Educates employees about what they can expect from management and leadership
4- Helps ensure key company policies are clearly and consistently communicated
5- Showcases the benefits you offer
6- Helps defend against employee claims
7 - Lets employees know where to turn for help
11. 9-Withholding Praise and Constructive Feedback
• Struggling employees already realize that they have a problem
• The more you listen, the better employees think you are at giving feedback
• Strong team engagement is built on a culture of honest feedback
• Improving performance requires both specific goals and specific feedback
What is the right frequency for feedback?
In conclusion: Best practice feedback happens monthly
12. 10-Lack of Motivation and Retention Tools
How do we grow and keep great staff?
5 Ways Employees are motivated:
- Feeling involved and engaged
- Feeling valued
- Having a sense of competency
- Having growth opportunities
- Compensation and benefits
• Properly train and continue to mentor/coach employees
• Create programs that recognize, reward and reinforce desired behavior
• Have a structure that develops skills and potential
• Create a positive work culture, including work/life balance
• Charters are employers of choice, be competitive in the job market
13. 11- Supervisory/management training
• The effectiveness of your management team has a direct correlation to the level of success of your
business.
• Invest the time in training your managers on essential management skills; managing employee
expectations, providing constructive feedback, writing and delivering performance reviews, setting
and measuring goals, and managing poor performance up or out.
• Confident and capable managers tend to lead more productive and effective teams.
14. 12- Absent or Poorly executed Evaluation system
Do we have systems in place to evaluate, coach and reward employees?
• Seek out an evaluation system that fits your company
• Be clear and transparent about employee expectations and how those will be evaluated
• Share evaluation timeline with employees
• Give enough time to properly complete evaluations
• Disregard irrelevant factors
• Evaluator skills: Objective, analytical, decisive
• Discussion without documentation equals misunderstandings.
•
Discuss and document only the facts
• Don’t be a people-pleasure: Timely address issues,
evaluate objectively and document
• Don’t forget the high performers: Evaluations
should incentivize and reward
15. • your employees are the most valuable assets of your company. No employees directing the
activities of the company, your company is not able to innovate, grow and evolve. Your HR
department is, or should be seen as much more than a non-productive department,
responsible for decreasing the risks and limit damage.
• Unfortunately, human resource departments have repositioned constantly the company’s
eyes on Last times. Now, HR has to prove its worth by demonstrating their ability to think
innovation, solve complex problems, and at the same time, keep the focus on people in the
company and what they need.
• With a worldwide movement growing that supports the well-being in the workplace, HR
leaders are positioned to demonstrate the value and business benefits to humanize the
organization
