Smart HR for Small Businesses (Diane McNally)

Smart HR for Small Businesses

Presented by: Diane F. McNally, Ph.D. August 7, 2013

People Strategy

Talent Acquisition HR Compliance

Training and Development

Employee Engagement

HR Infrastructure

Compensation and Benefits

Communications Performance Coaching

HR as Risk Management Managing the Risk by:  Creating infrastructure to support the people aspect of your business. 

Utilize repeatable, sustainable and measurable processes.

 Communicating expectations. 

Be transparent, consistent and thorough.

 Complying with laws and regulations. 

Minimize exposure to violations and financial or reputational risk.

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Infrastructure Processes (just a few!!) 

Drive consistency and efficiency.



Minimize chaos and confusion.



Scale for growth and increased complexity.

Documentation 

Provides history and information.



Supports decision making.

Policies 

Articulate expectations and requirements.



Provide information.



Set the tone for company culture.

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Processes and Documentation Processes and documentation 

Hiring



Job descriptions



Application



Interviewing



Pre-employment screening and references



Offer letter



Employment Files



I-9



Employee file



Medical file



Compensation Structure



Salary/Wage ranges



Pay adjustments



Orientation/On-boarding



First day orientation



On-boarding plan



Performance Reviews



Objectives and measures



Feedback and Coaching

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HR Policies – Some Examples Employment Policies 

Employment-at-Will



Equal Opportunity Employment

Workplace Policies 

Open Door Policy



Employee Conduct/Ethics



Dress Code



Electronic Communications/Social Media



Harassment and Discrimination



Drug-Free Workplace



Safety & Health

Job-related Policies 

Performance review



Disciplinary action



Attendance

Pay Policies 

Overtime



Timekeeping



Expense reporting

Benefits 

Health Insurance



Time off



Family Leave

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Compliance  Recordkeeping 

New hire records (application, resume, I-9, offer letter)



Performance and disciplinary documents



Benefit elections



Attendance records



Time off documentation (vacation, sick time, leaves of absence)



Compensation and reward information



Tax and payroll forms



Termination and exit documents

 Retain records in separate, secure and confidential files.

 Employment Posters 

www.allinoneposters.com



Offer laminated posters for sale for about $20.00.



Receive notice of updates.



sba.gov



Free posters



Provides guidance on required federal and state, depending on your industry.



http://www.dol.gov/compliance/topics/posters.htm



 Show a “good faith effort” to comply.

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Now what?  Review the HR Checklist.  Prioritize projects and create a project plan.

 Don’t reinvent the wheel and keep it simple. 

Use existing resources, such as forms and policies.



Leverage technology.

 Outsource what you can, for example: 

HR Process design and documentation



Employee Policy Guide



Compensation structure



HR Compliance Review

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What’s Trending?

Independent Contractors o

Employee or truly “independent”?

o

Must meet very specific criteria to be considered a “contractor”.

o

IRS and Dept. of Labor are stepping up scrutiny.

Non-compete/Trade Secrets Agreements o

Protect intellectual property, customer portfolio and proprietary information.

o

Increased enforcement and litigation.

Social Media o

New recruiting strategies.

o

Acceptable use in workplace.

o

Employee monitoring.

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