Listen to Heather discuss a great alternative to having a full time HR employee. Gary Bontrager Consulting discusses why the HR Portal is easy and needed for every company. HR Portal starts with job descriptions, best hiring practices, helps determine appropriate pay ranges and then moves to assist you with employee after they're hired with reviews, changes in laws, law poster displays etc. You can even customize the portal for each employee!
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Best Tools to Help You Turn Your Mindset Barriers into Sucess
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Good morning and welcome to this introduction to our hr portal, I have heather mullinax with me here today to talk about the new features and product that we have available.
We've been helping a lot of clients with employee handbooks, just uh, onboarding and different aspects of of uh support.
They need with hr.
So we have invested in bringing on a portal.
That's uh! You can go to our website and get onto it through our website and there's just tremendous amount of ability that this this portal has so heather.
Why don't you give us some introduction and tell us a little bit about it? Yeah we're really excited to have this new feature available to our clients um.
This is something that has come to fruition because over the last couple of years, we've had such a demand from our clients, as their businesses are growing and they don't have a dedicated hr person on staff they're doing a lot of this on their own.
So we've had numerous questions from interviewing like can you help me with interview questions what you can or can't ask they? Don't think of things like that? That's not top of mind when you're interviewing someone, especially for your first couple of times, we're working on it.
There's options in there to build out how much it's going to cost to hire a new employee, there's just a wealth of information in there that a lot of times, clients don't even realize that they need, and then they look at it and go.
Oh that's, pretty cool.
Another thing that we run into a lot is just helping organize and structure uh the flow and the process of of, say, job titles.
Job descriptions give us some input on that that this this program is going to be able to do for them.
Well, like you tell people a lot, people don't leave a job.
They leave management right.
They leave because of management.
Well, a lot of times those managers don't have those defined roles, so they don't really know exactly what is expected of them.
The employee doesn't so we help come in make those job titles build in those descriptions.
So people have that clear understanding of expectations, and that is interesting because I have done a fair number of exit interviews for employees that are leaving companies and it's just it's.
You know whoever the owner is, wants feedback to know.
Why they're you know what can they do to be better? What you know? What's the reason? Is it something they can change and what's interesting is so often there's just they don't even know the clear expectations they feel like they're being overworked and underpaid right, and I go back to the business owner and he's sitting there going well.
I would have paid him more if he had done his job.
So it's just.
They didn't understand the clear expectations they they just in their mind, assume this is what I'm supposed to be doing so we're doing it, and so we really try to define those roles, and this is just a tool to be real clear about that, so that people understand what is in their job description.
What are the duties that they do each day and it's it's just a good method to track another thing uh to segue.
I guess out of that is uh people we get asked a lot.
What should my employees be paid right? So talk about that feature a little bit, there's actually a feature in there that you can go by state you put in there's the category, the family of employment.
Basically, and you you pick out what best fits the job that you're looking for right, so you go in there.
You put the region, and it has all of this background information that has been reported from government.
Basically, so they know the median the the high the low pay, whether it's per hour, whether it's salary and then it puts it into nice, little graphs for you, so it's it's pretty accurate spot on gives you a really good idea, so you can be competitive when you are bringing on good help.
So, if you're, looking for a general manager or production manager or warehouse manager, those those yeah even office staff, all of those positions are in there.
So right, that's really helpful.
I think it helps when people are looking to fill positions.
Sometimes too, there's a budget that they're always uh they've got to deal with, and sometimes they can maybe shuffle some duties and figure out which position is most important to fill and then also which position is going to fit their budget and and they can fill that one maybe before they move on to another one.
So and another thing that you brought up that I wanted to touch on too is a lot of times.
Employees say: well, I'm only go getting x amount per hour and they think that that's you know not not very good.
Maybe um there's another tool in there that builds in all of the benefits it builds in how much pto this person has off it builds in if you are kicking in an amount for their health insurance, their retirement, any other benefits that they might be receiving, and it shows that employee a nice little breakdown.
Well, okay, you might be making 17 18 an hour, but with all of these benefits that we're providing you, this is really what you're costing us.
So it kind of.
Sometimes those employers are like okay.
Well, maybe it's not that bad right right.
They get a little delusion about what they're actually making because they're hearing their friends and of course, benefits are huge today, especially with health insurance and some of those things.
Another thing that it does is it does a lot of like if you want to do annual reviews and things like that.
It's got a lot of features built in for that for you to track that.
Can you talk about that? A little bit yep, there's different formats that you can use again.
You start with the employee family group, basically, and then it'll give you little check boxes of certain questions or descriptions that you want to address with that employee.
So you can customize it to each employee whether it be job knowledge, skill production, communication, there's so many different categories you can choose and then you rated them on a scale of one to four and then, as you rate the employee on each skill, it will start building a paragraph down at the bottom of the page.
That is like okay mark is, is great at teamwork, but lacks in you know, communication, maybe um, so it just builds it out and that whole portion is editable too.
If you don't like how it's worded automatically, you can change.
All of that.
You can take it out if you want to have that conversation with your employee on your own.
Otherwise, it's such an easy tool, because a lot of people aren't great at doing reviews.
So it's right there for you.
You can hand that paper over to your employee- and you can say all right, so we've already went through this.
This is you know how how we rate your performance- and this might be some areas that we want to talk about.
Well, I would say most people don't even do reviews.
That's true! Well, I don't so we see that a lot where there's not even uh yeah, there's no reviews even to base off their.
You know where they can go back and uh like just you know, look at what their performance has been in the past 12 months.
So I find that really helpful, sometimes because it's a as as an employee, starts and works with a company a lot of times as time passes, they either get comfortable or they maybe want to even know how they can improve and better themselves, and it's just a good time to kind of have that conversation uh.
If you want to earn more money, here's some you know, maybe classes you can take some things.
You can do skills you can learn.
So we are very excited about that.
That's been a awesome program.
Uh you've used it at a prior position.
You had with another company for a number of years right and compared to even where it was at five years ago how this uh, how we've got this built out and how it's working today is much different cleaned up.
Yeah, it's it's cleaned up.
It's easy to find.
There's search, features right on your home screen.
It's going to tell you any new laws that have changed a lot of things.
You know the hot topic right now is covid, so if anything is changing law related with with mandates or anything, it's right there on your home screen, there's also all of the labor law, posters, osha, posters, fmla, any any required posters that you might need.
You have access to them and those can cost you a pretty penny if you're going through other sites to find this will be up on our website and go out and look at it and then reach out to us we're going to be happy to take you through a just an introduction to the portal, so you can actually see how it would function and work for your business.
You can acquire access to this outside of any other coaching services, we're providing this to opening it up to anybody so uh and we're available.
We will have staff available to support you as you work through it and set up handbooks uh.
Maybe even layout uh want to set up and just organize job titles and job descriptions reach out to us.
We we have staff that'll help.
You do that as well, so we can help you through all those processes and get you familiar with it.
Thanks for listening to this, and we look forward to hearing from you.
When should a business owner delegate HR? There's no “rule” stating that a small business must have an HR team or manager in charge of human resources activities. But, most experts recommend bringing on a full-time human resource staff member when there are at least 10 employees within the company.Do you have to have a HR person in a company? ›
Every company is different. Some, particularly the smallest companies, may find a dedicated HR function unnecessary. On the other hand, another company of a similar size may find it vital. At rapidly growing companies, human resources can help with a high volume of recruitment, training and development.What happens if my job doesn't have an HR department? ›
A lack of HR in a company may violate the Department of Labor (DOL) laws. As a result, the business may attract fines due to non-compliance issues. The DOL has investigators located across the US who work under the Wage and Hour Division and are guided by the Fair Labor Standard Act.Why should businesses no matter how small have someone dedicated to the HR function? ›
Human Capital Value
For small businesses, in particular, human capital is critical because so many smaller firms have employees who perform cross-functional duties. With a smaller workforce, if just one person leaves, it leaves the company with a huge gap to fill and a potential threat to the company's profitability.
Your own HR team not only helps you follow employment law; it ensures the health and safety of your staff. Your HR team can develop policies that lead to employee well-being and engagement, too. The employee satisfaction that HR managers help you create is vital for small business success.What to do when HR is not on your side? ›
When HR is not on your side, you should still file a complaint with them and follow any company protocols. HR is not your enemy, but that does not mean that they will always side with you if there is a workplace conflict. At the end of the day, they are there to look out for the best interests of the company.Can your manager also be HR? ›
In a small business, an office manager may have to assume the role of human resources manager. But before that happens, make sure that the individual is properly educated and has the appropriate tools to perform his or her duties productively and within the bounds of legal rules and obligations.Is not having an HR department illegal? ›
When should a business owner delegate HR? There's no “rule” stating that a small business must have an HR team or manager in charge of human resources activities. But, most experts recommend bringing on a full-time human resource staff member when there are at least 10 employees within the company.Can HR fire you without your manager? ›
I can't stress this enough: HR professionals rarely make a decision to fire anybody. In most organizations, the decision to fire an employee is made by a supervisor or manager. The local HR department clears the determination with the legal department or outside counsel and simply processes the paperwork.Who is above HR in a company? ›
Vice president of human resources or chief human resources officer (CHRO) An organization might have either a VP of HR or a CHRO that reports directly to the business owner or the CEO. This is the most senior-level position in an HR team.
Employees sometimes believe that HR staff members are not impartial or fair. Their desire to keep their jobs, and earn a bigger salary and their next promotion, keeps them from acknowledging the legitimate employee point of view.Can the owner of a company be HR? ›
Can an Owner be HR? It is perfectly acceptable for business owners, MDs, CEOs, COOs, etc. to also perform HR duties in absence of a separate HR professional/department. This is neither illegal, nor immoral, and is a very common practice in small businesses.What HR does a small business need? ›
When a business reaches between 15 and 25 employees, it is wise to invest in HR. You can start out small by hiring a consultant or a part-time HR employee.When should a small business hire an HR person? ›
Once a company grows to between 50 and 100 employees, there's a 55% chance it has a dedicated HR person. If you're on your way to 50 employees or more, it's time to consider hiring an HR professional.How is HR in small businesses different from large companies? ›
While larger companies may have an HR manager overseeing HR assistants with day-to-day tasks, a small business has one HR individual to operate as manager, assistant, recruiter, and all-in-one professional.How to implement HR in a small business? ›
- Establish Your HR Department Structure. ...
- Use a Human Resource Information System (HRIS) ...
- Establish Onboarding and Recruiting Procedures. ...
- Comply With Health and Safety Regulations. ...
- Set Up Processes for Payroll and Benefits. ...
- Nurture Employee Relationships.
The general rule is don't bring your everyday complaints to HR. They're not there to make your job better or easier and they might fire you simply because they don't want to hear it.Can HR tell your boss what you say? ›
Plus, know that HR isn't required to keep what you tell them confidential. You can ask for confidentiality, but if they judge that what you've said needs to be shared in order to address a problem, their job obligates them to do that.Who can override HR? ›
In other words, HR only has the final say when the CEO grants it. There's always an appeal to the “higher power” over HR. Of course, you won't win that final appeal very often, but the CEO can always override what a manager or HR wants to do.Can HR fire the boss? ›
Can HR fire you? The simple answer is, Yes! Companies have been known to use human resource personnel to conduct terminations. Generally, most companies use a combination of a manager and a human resource employee to conduct the termination.
Any Manager should generally have full discretion in hiring decisions. If there is an HR Department, they should facilitate that process but have little legal authority really. However, companies can set any policies which their managers must abide by too.Can HR tell you not to talk about something? ›
The NLRB found that this request violated employees' rights to discuss the terms and conditions of employment with each other. Prohibiting employee discussions of an ongoing investigation is allowed only if the employer can show that it has a legitimate business justification outweighing the employees' rights.Can HR get fired? ›
No one in HR is immune from getting fired.
Sometimes they're not. The key is to recognize the early warning signs so you can take control of the situation as soon as possible. Today, the warning signals are obvious.
That is, the employer can decide that an employee is simply not a good fit for the job and may terminate employment without good reason as long as there is no illegal reason, such as retaliation or discrimination.How much power does HR have? ›
HR's job is to support the company's managers, not to dictate how they operate. Some companies give HR more power than they should – such as letting them control how other departments hire or make promotion decisions.Should you report a toxic boss to HR? ›
If you have expressed issues to your boss and they don't take the necessary steps to solve them, it's time to go to HR for help. It's best to bring your concerns to your boss first to allow them the opportunity to fix the problems without involving HR.How do I report a toxic coworker to HR? ›
- Assess the situation. ...
- Document the situation. ...
- Review your company's procedures. ...
- Provide specific and factual information. ...
- Offer supporting information or documents. ...
- Follow up with HR. ...
- Escalate the situation as needed.
Since the HR directors carry the highest role in the human resource hierarchy and they are the executives of the department, all the managers report to them for their work progress.What is the new term for human resources? ›
A new title has gained popularity: People Operations Leaders. More than rebranding the HR function, People Operations Leadership demonstrates a shift in how to manage the department, where focus should lie, and what the mission of the team has become.Who is the boss of an HR manager? ›
HR Manager Within a Company
HR managers are a mid-level role within a company's HR team. They typically report to the HR director or VP of people, depending on the structure of the company.
HR professionals have been found to have some of the most stressful jobs of any professionals. As a result of having heavy workloads and a wide range of duties, HR professionals can easily find themselves in high-stress situations that could affect their ability to perform tasks.Why HR has a bad reputation? ›
The HR department is often seen as overly bureaucratic and full of red tape because HR is responsible for ensuring compliance with form completion. HR often requires forms to be completed, surveys to be done, paperwork to be filled out, etc. Some HR teams can be seen as overbearing and too rigid in rule enforcement.Can you trust HR at work? ›
Is it true that you shouldn't trust HR? You often hear people say, “HR works for the company, not the employees.” That's 100 percent true! But that doesn't mean that HR is inherently untrustworthy or that you should expect them to be adversarial if you go to them with a problem.Does HR protect you or the company? ›
The main job of HR, from the C-suite point of view, is to protect the company by delivering competent employment candidates on a timely basis, supporting effective and legal recruitment and selection procedures, and keeping the company's behavior on the right side of the law at all times and in all matters.Who manages HR in a company? ›
Human resources managers plan, coordinate, and direct the administrative functions of an organization. They oversee the recruiting, interviewing, and hiring of new staff; consult with top executives on strategic planning; and serve as a link between an organization's management and its employees.Can HR be the bosses wife? ›
It is legal for the business owner's wife to be the HR of the company, as long as she is qualified and capable of performing the duties and responsibilities of an HR professional.How many HR employees do I need? ›
An average HR staff to employee ratio is around 2.57 for all organizations. Small organizations have higher ratios with an average of 3.40. Medium organizations often have ratios around 1.22 while a normal ratio for large organizations is 1.03.Which industry needs HR the most? ›
Finance and insurance are typically two highly compensated industries, so companies need to work with their HR professional to ensure they offer competitive benefits, well-being programs, and compensation to attract workers.What should employees go to HR for? ›
If you have a question about compensation and employee benefits. Knowing that the hr department manages these plans, they are a great resource if you have questions about paystubs or health insurance, for example. If you need to take a long-term leave from work.What happens if my company doesn't have HR? ›
While your company may not have HR onsite, they may work with a third-party vendor to help with onboarding, benefits, and payroll. Sometimes this even includes access to HR consultants who can help you navigate tricky issues.
HR professionals recruit new hires, process employee paperwork, create company policies and help businesses foster positive relationships with employees. They ensure that employees feel comfortable at work by creating an engaging, productive culture .How does HR decide who to hire? ›
Personality, technical proficiency, education, and cultural fit are just a few of the traits hiring managers consider when deciding which job candidate to hire. During an interview, job candidates are also measured on their accomplishments and potential value to the company.Why do small businesses outsource HR? ›
HR outsourcing may help businesses lower health costs, reduce HR expenses, process fewer workers' compensation claims, reduce turnover, and help generate higher revenue growth. With the help of a third-party HR provider, there are often fewer concerns about hiring, retaining, and motivating employees.What is the difference between business HR and corporate HR? ›
While HR is business/plnt specific which functions at the circle level,Corporate HR works at the headquarters level. They are involved in ploicy making ,Manpower planning,budgeting,approvals etc. based on the requirements of the circle office HR.What is the difference between HR management and human resources? ›
In short, HR is basically managing and utilizing workforce while HRM is the process of making effective use of HR so as to ensure achievement of set goals.How do you structure a small HR team? ›
- Understand key functions and company needs. ...
- Choose a structure that meets your goals. ...
- Identify your HR team competencies. ...
- Consider the department's size. ...
- Define measures of success.
Many consultants who work in human resources choose to start their own HR consulting businesses to build a career as a consultant independently. In this article, we define what an HR consulting business is and explore steps for how to start your own HR consulting business.How do I set up an HR department from scratch? ›
- Step 2: Think about what elements to outsource.
- Step 3: Define the policies and procedures you need.
- Step 4: Think about company culture.
- Step 5: Define your performance management and learning and development.
- Step 6: Define your HR strategy.
It's certainly possible and more common than it should be for companies of any sort to reach 50 employees with no dedicated HR person. Unfortunately, many companies that do begin to have an HR staff person do so by simply assigning a worker to that position.Is HR for the employee or employer? ›
Yes, HR is paid for by the employer, but HR makes a positive difference to employees too. Examples of such help could be answering questions relating to a grievance or providing information relating to a disciplinary process.
Human Resources manages 5 main duties: talent management, compensation and employee benefits, training and development, compliance, and workplace safety. An HR department can help provide organizational structure and the ability to meet business needs by effectively managing the employee lifecycle.Does HR have more power than manager? ›
Since the HR directors carry the highest role in the human resource hierarchy and they are the executives of the department, all the managers report to them for their work progress.How many employees do you need to have an HR department? ›
There's no “rule” stating that a small business must have an HR team or manager in charge of human resources activities. But, most experts recommend bringing on a full-time human resource staff member when there are at least 10 employees within the company.Does HR fire you or your manager? ›
The decision to terminate an employee nearly always comes from their manager or supervisor. HR's role is to coordinate the process, explain your rights and benefits when leaving an organization, and make sure your employer follows the law and its own policies.What not to tell HR? ›
- The general rule is don't bring your everyday complaints to HR. They're not there to make your job better or easier and they might fire you simply because they don't want to hear it. ...
- Discrimination. ...
- Medical needs. ...
- Pay issues. ...
- Cooperate with HR if asked, but be smart about it.
Payroll functions often span across both the HR and finance departments.Does HR usually do payroll? ›
But despite who's in charge of payroll, HR generally enters employee data into the payroll system, and accounting calculates the dollars associated with taxes, wages and benefits.What are the 3 main responsibilities of human resources? ›
The three major roles in human resources are; administrative, change management, and people management. Administrative tasks include hiring and monitoring of employees, managing payroll and benefits, and development of policies and guidelines.What do HR employees expect? ›
Employees expect HR to promote a positive work environment by fostering collaboration, open communication, and employee engagement. Businesses can achieve this by promoting a culture of transparency, trust, and mutual respect.