Large companies are generally amazing at social monitoring. Have you ever tagged a company in a post on social media, either positive or negative, and received a response within minutes? Well, that’s due to their stellar social monitoring….
For small businesses, entrepreneurs, SME’s and large corporations alike, the human resources department is important for business success. Human resources performs more duties than simply handling the employing of staff and colleagues once a year or processing payroll on a weekly or monthly basis. Instead, this department helps to develop a businesses strategy and handles the companies employee-centered activities. But being a small business, an entrepreneur or SME probably means you can’t afford your own department, so here are a few ‘head starts’ before you call in the experts to help…
The initial shock of lockdown HAS receded. We’re not seeing social media posts about wildlife wandering into city centres, schools have reopened, and the roads are fairly busy again. At the same time, we’re wearing masks, social distancing and maintaining our bubbles.
So, what does this underlying uncertainty mean for small businesses and their teams?
If we didn’t already know, then today’s BBC article has confirmed it – we’re in a recession. What does that usually mean? We look to save money. What’s typically the biggest cost for an employer? Their staff, and the costs associated with employing them. Salaries and on-costs are the obvious ones, but then there’s training and benefits – and HR support.
That got me thinking… how do small business owners know when it’s time to add someone to their team? Read on to learn how to determine if you need to bring an extra person on board.
In a small company, people issues have a big impact. So, before reaching for the proton packs whilst dodging the ectoplasm, here are 5 situations when an HR consultant can help
This is a conversation I have fairly regularly – there’s something going wrong in the employment relationship and, rather than tackle the root cause, it feels easier and ‘nicer’ to tell the individual that they’re at risk of redundancy. After all, redundancy is a business decision based on the roles you need – it’s not personal!
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