Personnel, Human Capital, People and Performance, call it what you will but Human Resources is an industry akin to a minefield, where inexperienced and unqualified individuals risk dodging a plethora of legislatory bombs. That’s not being over dramatic.
HR is a much maligned and misunderstood profession which is involved far more in the employee’s well being than many employees would realise. That is why there are so many policies, procedures and guidelines: to protect the workforce and ensure they are being treated fairly.
It is little surprise that most HR professionals are required to complete professional training before they can start advising on employee relations matters. Consequently, it is equally not surprising that businesses who do not have their own in house HR advisors are far more likely to find themselves at employment tribunals than those companies who do.
Of course, many small companies may not feel they need a permanent HR manager on staff, which is fine until you hear stories about managers surfing the net for HR guidance and making up their own policies without knowing the first thing about employment law. Or using Facebook as a recruitment screening tool. Or failing to check for right to work restrictions and being slapped with a £10,000 fine.
All is not lost. Many external managed HR companies exist, staffed by HR experts who can provide assistance on a range of HR services, whether it’s individual or general guidance or help with a disciplinary case, to those that need it. In fact, the numbers of companies, big and small that are outsourcing all of part of their HR function is growing.
For example, when it comes to recruitment, the external HR company can run the entire drive from start to finish, from drawing up people specifications and job descriptions, posting a vacancy advert, screening applicants and interviewing. They will carry out all associated administration. Every step will be carried out in accordance with the ever changing employment regulations.
Or, should you wish to be involved, they can effectively ‘hand hold’ recruiting managers through the process, advise them on the best places to advertise the job advert, help create a stock of relevant interview questions or determine whether occupational testing is necessary.
The external managed HR company will provide a service that fits your requirements, will get as involved as the company deems appropriate. You may only require an advisory service, line managers to check specific procedures. Alternatively, the company can assist in the formulation of policies and letter templates.
Whatever your requirement, a service can be created to fit. That’s got to be better that surfing the net for guidance and risking discrimination claims.