For many small businesses, the concept of managing needs via small departments is a common one. Human resource departments are a great example – how can you go about managing HR claims and other HR needs despite a limited HR department?
At WTA Inc., we’re here to offer the very best human resource services to clients around Salt Lake City, from outsourced payroll services and tax administration to risk management, immigration compliance, liability management, and even various parts of your recruitment and hiring processes. Here are some tips from our HR service professionals on how to manage HR claims and other HR processes even if you have a smaller HR department.
Utilize Technology Optimally
One of the first and most important tips for managing HR claims and processes while working with a smaller HR department is to utilize technology optimally. This means investing in quality HR software that can automate various tasks, such as tracking employee time and attendance, managing benefits and compensation, and keeping track of employee records. By automating these tasks, your HR team will have more time to focus on handling HR claims and other important processes.
For instance, with an HR software, your HR team can easily track employee time and attendance through a centralized system. This eliminates the need for manual timesheets and reduces the risk of errors. Additionally, this software can also handle benefits enrollment and manage employee records in a secure and organized manner.
Moreover, investing in technology also allows for better communication and collaboration within your HR department. With tools like project management software or online document sharing platforms, your team can work together efficiently even if they are not physically present in the same location.
Clear Policies, Procedures and Guidelines
For any kind of HR process, whether we’re talking about recruitment, performance evaluations or disciplinary procedures, having clear policies and guidelines in place is crucial if you’re working with a small team. This not only ensures consistency and fairness within the organization, but it also helps to avoid potential legal issues.
Investing in technology can help streamline the creation and dissemination of these policies and procedures. With online document management systems, HR teams can easily update and distribute company policies to all employees, ensuring that everyone is on the same page.
Importance of Training
Both for HR staffers themselves and other employees throughout the company, proper training is vital when it comes to HR needs for a smaller human resource department. These staffers need to have a thorough understanding of all policies and procedures, particularly in areas such as employee benefits, legal compliance, and performance management. In addition, HR personnel should also receive training on effective communication skills and conflict resolution strategies.
But training shouldn’t stop at the HR department. Employees throughout the company should also be trained on various HR-related topics. This can include diversity and inclusion training, sexual harassment prevention, and workplace safety protocols. By educating employees on these important topics, companies can mitigate potential conflicts or issues that may arise in the workplace.
Delegating HR Responsibilities
Within any smaller HR team, the importance of delegating responsibilities becomes even more crucial. It’s simply impossible for one person to handle all of the HR tasks that arise on a daily basis. Therefore, it’s important for HR managers to delegate certain responsibilities to other team members. This not only helps alleviate the workload but also empowers employees and allows them to develop new skills.
For example, an HR manager may delegate the task of conducting initial interviews to a designated team member. This not only saves time for the HR manager but also allows the designated employee to gain experience in recruitment and interviewing. It’s important for HR managers to choose appropriate tasks to delegate, taking into consideration the skills and strengths of each team member.
Consider Outsourcing
Finally, smaller HR teams that may be struggling to keep up with their workload may benefit from considering outsourcing certain tasks. This involves hiring an external company or individual to handle specific HR functions.
Outsourcing can be a cost-effective solution for smaller companies that cannot afford to hire additional HR staff. It also allows the internal HR team to focus on more strategic and high-level tasks.
However, it’s important for HR managers to carefully select which tasks are outsourced and which are kept in-house. Certain sensitive tasks, such as payroll and employee benefits, may be better handled internally to maintain confidentiality and ensure compliance with company policies.
At WTA Inc., we’re happy to help with a variety of HR services for clients around Salt Lake City, working directly with many small businesses and small HR departments to fill in the gaps where needed. We understand that every business is unique, which is why we offer customizable and scalable solutions to fit your specific needs. Contact us today to learn more or get started!
