How to get superior HR performance with a limited staff and resources:
- Align HR’s goals with the company and departmental objectives (find out what the C-level leadership team and the managers/executives of each function and department want and need)
- Outsource and/or partner for HR compliance, federal and state issues, and best practices including but not limited to all the key laws you must comply with such as posting requirements, staffing, hiring and firing, the legal side of compensation and benefits, privacy concerns, harassment
- Conduct a recurring strategic HR planning process with leaders and managers to ensure you provide practical guidance and tools for employee communications, employee policies and programs, workforce/labor budgeting and resource allocation, recordkeeping, recruiting, hiring and interviewing, etc.
- Train for organizational excellence based on the crtical "anchor" roles of the organization
- Leverage prewritten forms, policies, and HR checklists
Carefully developed templates save you time and money
Read more about "Solving the Needs of the HR Department of One"
https://www.shrm.org/templatestools/hrqa/pages/default.aspxhttps://www.shrm.org/legalissues/federalresources/pages/hr-departments-of-one-legal.aspx
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www.shrm.org
Imagine starting a new job, at a new company … and you are the only one there who does HR. No one to delegate to, bounce ideas off or share duties.
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http://community.shrm.org/blogs/joel-peterson/2015/01/21/introducing-the-dept-of-one
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community.shrm.org
"Good morning, Joel. Do you have a sec? I just received a bill from my doctor and I think they over charged me according to the Summary of Benefits packet you gave me."
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An often-debated “Rule of Thumb” is that one HR person is required for every 100 employees. Find more HR Benchmarks for the HR Department of One: How Organizational Staff Influences HR Metrics or Average HR to Employee Ratio by Organization Size
2005 SHRM Human Capital Benchmarking Study
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