Let's talk myths. The human resource field (or as many call it, "HR") is flooded with them, many that date back decades - to the 'good old days', as some say, when Human Resources was simply known as the department that planned the office parties, kept the personnel files up to date, hired and fired employees. Sure, back then individuals who held those positions had their hands full with busy planning activities, and didn't have the constant bombardment of emails, texts, social media, and cell phone calls to throw their days off track. I actually envy the lucky lads/ladies of the era!
But over the years they grew with the organizations they were employed by, and had to perhaps go back to school for degrees, get their certifications, etc. After all that work, many of their bosses didn't allow them a seat at the strategy table, or WORSE - didn't recognize how vital their views were to the company! Some business owners and their directors are still stuck in the 80's as it pertains to what HR really is and what it needs to be in today's world.
I will share with you three HR Myths that could be jeopardizing your business as you read this!
Myth #1: My company is too small to have formal policies (aka an Employee Handbook).
TRUTH - Even if you have a very small business (less than 10 employees), you walk into a minefield of government regulations and potential risks everyday. Having written policies communicates expectations of employees, spells out government regulations to abide by, and is your first line of defense to protect you as an employer.Myth #2: My office manager/receptionist/administrative assistant/I can double as our HR person.
TRUTH - The HR industry has evolved exponentially over the past 20 years into a key strategic player in the organizational structure. A college degree and PHR/SPHR (Senior Professional in Human Resources) certification are required to even begin to understand and implement the legal ins and outs involved in effectively managing people (and the paperwork associated with it). Do you want to place the burden on your Receptionist to somehow know how to properly protect your business from lawsuits and non-compliance fines? I didn't think so.Myth #3: My company doesn't have to worry about an audit or fine from the EEOC (Equal Employment Opportunity Commission), NLRB (National Labor Relations Board), or OSHA (Occupational Safety and Health Administration).
TRUTH - All of these government agencies have made public that they are stepping up enforcement efforts right now with hefty fines, pushing the limits to protect workers from: 'systemic' discrimination, scrutiny on criminal conduct in background checks, equal pay laws, workplace harassment, wage & hour violations, and eliminating barriers in recruitment and hiring among others. Settlements in the area of harassment have been averaging around $100,000 per individual count. Can you afford that?Now that you know the TRUTH, you can start making smart HR decisions affecting your business in the areas above, but don't stop there. Come back to visit for more tips to keep you from falling victim to those urban legends and allow me to catch you in the Small Business Safety Net.
Lisa Kennis-Miller is the owner of HR Rescue Resources, LLC, specializing in small business education and Human Resource Consulting. Follow her on Facebook.
For $50 OFF a 1 hour consultation, please visit www.HRRescueResources.com
