In every business setup-corporate or informal, HR is arguably the single most important factor in the SME. This is largely due to several reasons, prominent among which are:
- All other resources are managed by the Human Resources. They all depend on the functionality of the HR to be productive.
- The measure of operational implementation in the workplace is affected and interpreted through the HR.
- The productivity of the SME can directly be affected by the level of qualification, experience and commitment of the HR.
- Perhaps more importantly, business transactions and functions are largely executed by the HR. Even in cases where other resources (equipment and robots for instance) are used, they depend on the HR to operate efficiently.
In light of the above, it becomes important that close attention is paid to the entire workforce. Below are a couple of practical things the SME or HR manager should look at to consider in managing the HR. These are drawn from my experiences.
Mental and Emotional stability.
Like it or not, the mental and/or emotional experiences of a particular staff can heavily affect his impact. This is maybe the most subtle reason for under-productivity. You should show concern to their emotional and mental challenges to the level permitted. Care to know if your staff have eaten that morning; monitor to see his satisfaction level with work; possibly go a mile extra to show a friendly and easy-to-reach attitude with your staff. Grant leave where pressing. A caring boss shows to the HR that his service is not only appreciated, but that he is personally valued.
Health Level.
You want healthy hands to drive your business. If a staff is sick and cannot turn up at work on a particular day, you need to find out why first before reacting. Try to establish a medical retainership program to cushion their health needs, even if it is limited to provision of easy primary drugs. Where the boss show some concern about their health care, the HR is motivated to sustain productivity.
Financial and other Benefits.
One of the basic theory of needs Maslow’s) is for finance. While you show some appreciation in actions towards your staff, be sure to pay them something commensurate with the work rate, economic and other factors. Set up a reward system and policy to manage this aspect.
Acceptability.
A friendly-enough environment eases the work stress ratio. The staff needs to understand and believe in the new family he is in at work. Work to create such an environment that proves to the staff that he is accepted and belong with your SME.
Appreciation.
These may not be spoken in bold letters, but a major tool of motivation is through non-financial appreciation mediums such staff of the year awards, etc. appreciation and awards schemes create a new kind of healthy challenge among staff member as they will seek to outperform the others.
Developmental Needs.
Consider the training needs of your staff and find a suitable way to blend or balance their work commitment and training. The best way to do this is to discuss with staff.
Operational Environment and Controls.
If the workload is too much or the work environment is labored with too many health hazards, potentially harmful and dangerous substances, the HR productivity level will be affected negatively.
HR Market Trend Demand/Supply.
Keep abreast with the employee recruitment trend in your industry. This will help you reach a balance on salary implementation, employee benefit administration etc.
Keeping the employee in a steady state of continued productivity will greatly enhance the SME's growth.
