Human resource management practices and procedures have been researched in small and medium sized enterprises (SMEs). Some common human resource management (HRM) functions that reflect operational and pragmatic needs: record keeping, staffing activities (i.e., recruiting and selecting staff), motivation and retention activities (i.e. compensation and reward practices). Although HRM practices are characterized as informal in small and medium sized enterprises (SMEs), research reveals there are more sophisticated HRM systems in small and medium sized enterprises than expected (Barrett and Mayson, 2007). Strategic HRM allows with an internal capacity to adapt and adjust to their competitive environments by aligning HRM policies and practices (i.e., recruitment and selection and training and development) with business strategies (Barrett and Mayson, 2007).
The resource based view of the firm suggests HRM can be a source of competitive advantage. Writers argue a firm’s ability to develop unique and distinct bundles of inter-linked HRM practices aligned with business strategy are a source of sustainable competitive advantage (Barrett and Mayson, 2007). A strategic approach to managing employees is essential to the growth and development of all organizations, including small ones. This strategic approach is especially important in small growing organizations in wake of the growing complexity associated with a growing workforce. Small firms are known to utilize informal HRM practices for recruitment by word-of-mouth and newspaper ads. However as the workforce of the firm increases, a firm can exhaust its leads making it difficult to locate employees that are reputable and depending and fit within the firm’s culture.
Retention is an area of concern for small firms. HRM tools such as Compensation Salary Surveys are critical when determining competitive salaries http://www.payscale.com.
Performance appraisals are another inexpensive tool that is very important in the growth and development of your firm’s workforce performance appraisal form (pdf) sample/template. Performances appraisals are for the growth and development of your workforce, as opposed to utilizing for monitoring purposes. Aligning your firm’s HRM practices with your business strategy is essential to organizational growth.
We will discuss how to assess your firm’s HRM position as well as align your HRM practices with your business strategy. Until Wednesday, be STRATEGIC in all you do!!!!!!
April,
Information assisting in this Blog was retrieved from:
Barrett, R., & Mayson, S. (2007). Human resource management in growing small firms. Journal of Small Business and Enterprise Development, 14(2), 307-307-320. doi:10.1108/14626000710746727
On demand access to world class advice and consultancy regarding employee issues. As a business owner, there are several areas of business that are constantly challenging. All-4-HR & Business Solutions is ready to assist with your business issues; assess your business strategy, handle your paperwork. Let me know how we can help your business. Review the website: www.halliburtonsupportsu.com to see a list of services, seminars, etc.
Monday, October 17, 2011
Monday, October 3, 2011
HR challenges and schools small business owners for a new day!
HR challenges and schools small business owners for a new day!
HR challenges facing small business owners can be vast. There are some challenges, not that all challenges are not significant; however some challenges can be detrimental to your business’ growth.
Challenges include accounting for tax and insurance considerations. Small business owners must remember to register for an EIN (Employer Identification Number) as well as register for payroll taxes.
Employers must be critical in hiring staff that are a good fit for the organization. In small businesses, organization members wear many different hats. Accordingly, employers should hire members who are committed to achieving organizational goals and not worried about being expected to do “too much”. Employers must also be careful to acknowledge jobs well-done and appreciate the hard work of all organization members.
All-4-HR & Business Solutions can handle your talent scouting and hiring process.
We Are Here to Help You Deliver Great Human Resource Services!!!!
HR challenges facing small business owners can be vast. There are some challenges, not that all challenges are not significant; however some challenges can be detrimental to your business’ growth.
Challenges include accounting for tax and insurance considerations. Small business owners must remember to register for an EIN (Employer Identification Number) as well as register for payroll taxes.
Employers must be critical in hiring staff that are a good fit for the organization. In small businesses, organization members wear many different hats. Accordingly, employers should hire members who are committed to achieving organizational goals and not worried about being expected to do “too much”. Employers must also be careful to acknowledge jobs well-done and appreciate the hard work of all organization members.
All-4-HR & Business Solutions can handle your talent scouting and hiring process.
We Are Here to Help You Deliver Great Human Resource Services!!!!
Wednesday, August 24, 2011
Business Strategies
Business Strategies
In today’s business the adage one does not plan to fail; one fails to plan is more IMPORTANT than ever!! Business strategies, business plans, human resource management strategies, marketing strategies, marketing plans… While it may sound like a lot, it is not as complicated as one would like to think.
I read somewhere a gentleman indicated you cannot write a business plan if you have never been a business owner. I have to disagree with this gentleman. A business plan is a strategy on paper. It is a road map. It is a guide. It is a map that details the business trip; your company business trip. While a business plan is the map to a successful business, it is important to also develop a strategy. Porter (2008) asserts the job of a strategist is to understand and cope with competition. As an Entrepreneur, the absence of a strategy can be detrimental to the success of an organization. As a small/medium size business owner, one of the most important roles is growing your business.
Porter (2008) also identifies five forces that shape a business strategy: bargaining power of suppliers, threat of substitute products or services, bargaining power of buyers, threat of new entrants, rivalry amount existing competitors. Assessment of these aspects of one’s environment can position a small/medium sized business to be competitively advantageous in its industry.
Drucker (1985) identifies these Entrepreneurial Strategies:
The Futest with the Mostest strategy focuses on building big businesses and dominating a new market or industry. The Futest with the Mostest strategy is applicable to businesses and institutions.
Creative Imitation – The Creative Imitation is contradictory to “imitation”. In, the creative imitation strategy, the entrepreneur applies their own strategy to another company’s idea. The entrepreneur revises and implements its own innovative ideas, making the product its own. The strategy was utilized successfully by IBM and Proctor & Gamble.
Entrepreneurial Judo is wherein a company exploits the bad habits of a competitor to get ahead. It is a market-driven strategy and also the less risky strategy. The entrepreneurial strategy was utilized by Xerox.
As an entrepreneur one may also research the niche strategy or changing economic characteristics of product or service. I speak of these strategies simply because as Entrepreneurs, we sometimes have to back up and reassess the current business strategy to assure that it is working effectively in growing your business.
We’ll talk strategy again on Friday!
April,
All-4-HR & Business Solutions
Please feel free to contact me at aprilh@halliburtonsupportsu.com to find out more about these and other strategies.
In today’s business the adage one does not plan to fail; one fails to plan is more IMPORTANT than ever!! Business strategies, business plans, human resource management strategies, marketing strategies, marketing plans… While it may sound like a lot, it is not as complicated as one would like to think.
I read somewhere a gentleman indicated you cannot write a business plan if you have never been a business owner. I have to disagree with this gentleman. A business plan is a strategy on paper. It is a road map. It is a guide. It is a map that details the business trip; your company business trip. While a business plan is the map to a successful business, it is important to also develop a strategy. Porter (2008) asserts the job of a strategist is to understand and cope with competition. As an Entrepreneur, the absence of a strategy can be detrimental to the success of an organization. As a small/medium size business owner, one of the most important roles is growing your business.
Porter (2008) also identifies five forces that shape a business strategy: bargaining power of suppliers, threat of substitute products or services, bargaining power of buyers, threat of new entrants, rivalry amount existing competitors. Assessment of these aspects of one’s environment can position a small/medium sized business to be competitively advantageous in its industry.
Drucker (1985) identifies these Entrepreneurial Strategies:
The Futest with the Mostest strategy focuses on building big businesses and dominating a new market or industry. The Futest with the Mostest strategy is applicable to businesses and institutions.
Creative Imitation – The Creative Imitation is contradictory to “imitation”. In, the creative imitation strategy, the entrepreneur applies their own strategy to another company’s idea. The entrepreneur revises and implements its own innovative ideas, making the product its own. The strategy was utilized successfully by IBM and Proctor & Gamble.
Entrepreneurial Judo is wherein a company exploits the bad habits of a competitor to get ahead. It is a market-driven strategy and also the less risky strategy. The entrepreneurial strategy was utilized by Xerox.
As an entrepreneur one may also research the niche strategy or changing economic characteristics of product or service. I speak of these strategies simply because as Entrepreneurs, we sometimes have to back up and reassess the current business strategy to assure that it is working effectively in growing your business.
We’ll talk strategy again on Friday!
April,
All-4-HR & Business Solutions
Please feel free to contact me at aprilh@halliburtonsupportsu.com to find out more about these and other strategies.
Monday, June 13, 2011
HR Day-to-Day Practices
~HR Day to Day~
Your access to a full outsource service
Alternatively, as internal resources maybe scarce, you may wish to outsource your entire HR Department. We offer a full HR service of the highest standard – one you would be proud to call your own.
This may be a combination of E-HR Essentials, E-HR People, HR Consultancy and the service below or just E-HR Day to Day on its own. Our services are fully customizable to your individual requirements.
In addition we are able to offer on a standalone basis the valuable Employment Tribunal protection insurance policy, covering preparation and legal costs and any compensation payable.
Features:
Your own qualified HR Expert on hand to provide help and guidance
• We provide you with an account manager, who will be on hand to answer any HR related questions from maternity leave requirements to Legal queries.
• They will produce employment related letters and manage change for you as required.
On-boarding
We will:
• Issue the offer letter, contracts of employment and company handbook
• Advise your benefits suppliers (pension, PMI, PHI etc) of the new employee
• Update Staffcare as required
• Check Right to Work documents
Monthly
• Record and report on absences and holidays, advise payroll
• Record and send overtime payments to payroll
• Keep updated the employees staff file with addresses etc, advise payroll
• Manage salary sacrifices, advise payroll
As required:
• Complete the levers processes for employees exiting the business
• Organize Training & Development activities
• Ensure fixed term contracts are terminated appropriately
• Organize the annual employee benefit renewal process
E-HR Essentials, E-HR People and E-HR Consultancy
• Discounted rates apply for Day to Day clients
Benefits to you
o You can rely on us to do what’s necessary, leaving you to do what you do best – running your business.
On demand access to world class advice and consultancy on employee issues
One area that can be a constant challenge is ensuring employees meet the standards. We are able to offer experienced consultants to provide pragmatic and legal advice or to handle for you all of the legal and company processes.
Reducing absence to manageable levels
We are able to introduce a proven processes (often using ‘trigger points’), customized to fit your company, to get the absent employee back to work and train your managers in the skills necessary to handle the difficult conversations required to achieve this (or handle it on your behalf).
Managing the poor performers
No business can afford to carry poor performers. They need to buck up or ship out. We are able to introduce a proven process, customized to fit your company, to get the poor performer back on track and train your managers in the skills necessary to handle the difficult conversations required to achieve this (or handle it on your behalf).
Appraisals
Ensure your employees are focused on working towards your company’s goals, not against it. We have significant experience in the design and implementation of appraisal processes. We can ensure your current process is as effective as possible or start from a clean sheet of paper.
Let's talk
April D. Halliburton
All-4-HR & Business Solutions
formerly HalliburtonSupportsU
aprilh@halliburtonsupportsu.com
visit us on the web: www.halliburtonsupportsu.com
Your access to a full outsource service
Alternatively, as internal resources maybe scarce, you may wish to outsource your entire HR Department. We offer a full HR service of the highest standard – one you would be proud to call your own.
This may be a combination of E-HR Essentials, E-HR People, HR Consultancy and the service below or just E-HR Day to Day on its own. Our services are fully customizable to your individual requirements.
In addition we are able to offer on a standalone basis the valuable Employment Tribunal protection insurance policy, covering preparation and legal costs and any compensation payable.
Features:
Your own qualified HR Expert on hand to provide help and guidance
• We provide you with an account manager, who will be on hand to answer any HR related questions from maternity leave requirements to Legal queries.
• They will produce employment related letters and manage change for you as required.
On-boarding
We will:
• Issue the offer letter, contracts of employment and company handbook
• Advise your benefits suppliers (pension, PMI, PHI etc) of the new employee
• Update Staffcare as required
• Check Right to Work documents
Monthly
• Record and report on absences and holidays, advise payroll
• Record and send overtime payments to payroll
• Keep updated the employees staff file with addresses etc, advise payroll
• Manage salary sacrifices, advise payroll
As required:
• Complete the levers processes for employees exiting the business
• Organize Training & Development activities
• Ensure fixed term contracts are terminated appropriately
• Organize the annual employee benefit renewal process
E-HR Essentials, E-HR People and E-HR Consultancy
• Discounted rates apply for Day to Day clients
Benefits to you
o You can rely on us to do what’s necessary, leaving you to do what you do best – running your business.
On demand access to world class advice and consultancy on employee issues
One area that can be a constant challenge is ensuring employees meet the standards. We are able to offer experienced consultants to provide pragmatic and legal advice or to handle for you all of the legal and company processes.
Reducing absence to manageable levels
We are able to introduce a proven processes (often using ‘trigger points’), customized to fit your company, to get the absent employee back to work and train your managers in the skills necessary to handle the difficult conversations required to achieve this (or handle it on your behalf).
Managing the poor performers
No business can afford to carry poor performers. They need to buck up or ship out. We are able to introduce a proven process, customized to fit your company, to get the poor performer back on track and train your managers in the skills necessary to handle the difficult conversations required to achieve this (or handle it on your behalf).
Appraisals
Ensure your employees are focused on working towards your company’s goals, not against it. We have significant experience in the design and implementation of appraisal processes. We can ensure your current process is as effective as possible or start from a clean sheet of paper.
Let's talk
April D. Halliburton
All-4-HR & Business Solutions
formerly HalliburtonSupportsU
aprilh@halliburtonsupportsu.com
visit us on the web: www.halliburtonsupportsu.com
Wednesday, June 1, 2011
Common Mistakes made by small business owners: Ignoring sexual harassment allegations
Sexual harassment is a form of sexual discrimination that is prohibited in the workplace by the Civil Rights Act of 1964. It does not HAVE to include physical contact.
Must the victim have succumbed to sexual advances? No.
All company employees play a significant role in carrying out the company’s sexual harassment policy. Sexual harassment training is KEY to sexual harassment prevention. The company MUST establish its position of intolerance of sexual harassment.
Despite the rise in the number of sexual harassment lawsuits, sexual harassment is still very prevalent. Sexual harassment is STILL ignored, “swept under the rug”, and many employers refuse to take allegations seriously. EVERY sexual harassment allegation MUST be investigated.
• Submission to such conduct is made either explicitly or implicitly a term or
condition of an individual's employment,
• Submission to or rejection of such conduct by an individual is used as the
basis for employment decisions affecting such individual, or
• Such conduct has the purpose or effect of unreasonably interfering with an
individual's work performance or creating an intimidating, hostile or
offensive working environment.
Currently, the following actions are recognized by the Courts as sexual harassment:
• Sexual remarks
• Unwanted physical contact
• Suggestive looks
• Cartoons or other graphics or text of a sexual nature
• In appropriate invitations
• Pressure for dates
• Wolf whistles
• Sexual innuendo
• Using sexist titles
• If the conduct would bother a reasonable person, then it is sexual
harassment.
Section 703(a)(1) of Title VII, 42 U.S.C. § 2000e-2(a)
Sexual harassment is prohibited in the workplace by the Civil Rights Act of 1964. Additional rules have been published by the Equal Employment Opportunity Commission. In 1986, the courts decided that sexual harassment is a form of sexual discrimination. In 1991, a provision was added to the Civil Rights Act that allowed women to sue for compensatory damages for sexual harassment.
Contact aprilh@halliburtonsupportsu.com All-4-HR & Business Solutions conducts Sexual Harassment Training.
Must the victim have succumbed to sexual advances? No.
All company employees play a significant role in carrying out the company’s sexual harassment policy. Sexual harassment training is KEY to sexual harassment prevention. The company MUST establish its position of intolerance of sexual harassment.
Despite the rise in the number of sexual harassment lawsuits, sexual harassment is still very prevalent. Sexual harassment is STILL ignored, “swept under the rug”, and many employers refuse to take allegations seriously. EVERY sexual harassment allegation MUST be investigated.
• Submission to such conduct is made either explicitly or implicitly a term or
condition of an individual's employment,
• Submission to or rejection of such conduct by an individual is used as the
basis for employment decisions affecting such individual, or
• Such conduct has the purpose or effect of unreasonably interfering with an
individual's work performance or creating an intimidating, hostile or
offensive working environment.
Currently, the following actions are recognized by the Courts as sexual harassment:
• Sexual remarks
• Unwanted physical contact
• Suggestive looks
• Cartoons or other graphics or text of a sexual nature
• In appropriate invitations
• Pressure for dates
• Wolf whistles
• Sexual innuendo
• Using sexist titles
• If the conduct would bother a reasonable person, then it is sexual
harassment.
Section 703(a)(1) of Title VII, 42 U.S.C. § 2000e-2(a)
Sexual harassment is prohibited in the workplace by the Civil Rights Act of 1964. Additional rules have been published by the Equal Employment Opportunity Commission. In 1986, the courts decided that sexual harassment is a form of sexual discrimination. In 1991, a provision was added to the Civil Rights Act that allowed women to sue for compensatory damages for sexual harassment.
Contact aprilh@halliburtonsupportsu.com All-4-HR & Business Solutions conducts Sexual Harassment Training.
Friday, May 27, 2011
Have a Safe and Happy Memorial Day Holiday!
As you go throughout your barbecues (if the weather allows) and family gatherings, be sure to say a prayer for our men, women, daughters, sons, cousins, mothers, fathers and friends who are serving in the armed forces to protect our homeland. Also be sure to say a prayer for our veterans who have served in the armed forces and come home to face everyday challenges of which we take for granted.
On behalf of All_4_HR & Business Solutions, we wish everyone a safe and Happy Memorial Day…
"This nation will remain the land of the free only so long as it is the home of the brave." ~Elmer Davis~
April D. Halliburton
aprilh@halliburtonsupportsu.com
www.halliburtonsupportsu.com
On behalf of All_4_HR & Business Solutions, we wish everyone a safe and Happy Memorial Day…
"This nation will remain the land of the free only so long as it is the home of the brave." ~Elmer Davis~
April D. Halliburton
aprilh@halliburtonsupportsu.com
www.halliburtonsupportsu.com
Wednesday, May 25, 2011
HR challenges school small business owners for a new day! !!
HR challenges facing small business owners can be vast. There are some challenges, not that all challenges are not significant; however some challenges can be detrimental to your business’ growth.
Challenges include accounting for tax and insurance considerations. Small business owners must remember to register for an EIN (Employer Identification Number) as well as register for payroll taxes.
Employers must be critical in hiring staff that are a good fit for the organization. In small businesses, organization members wear many different hats. Accordingly, employers should hire members who are committed to achieving organizational goals and not worried about being expected to do “too much”. Employers must also be careful to acknowledge jobs well-done and appreciate the hard work of all organization members.
All-4-HR & Business Solutions can handle your talent scouting and hiring process.
April D. Halliburton
www.halliburtonsupportsu.com
Challenges include accounting for tax and insurance considerations. Small business owners must remember to register for an EIN (Employer Identification Number) as well as register for payroll taxes.
Employers must be critical in hiring staff that are a good fit for the organization. In small businesses, organization members wear many different hats. Accordingly, employers should hire members who are committed to achieving organizational goals and not worried about being expected to do “too much”. Employers must also be careful to acknowledge jobs well-done and appreciate the hard work of all organization members.
All-4-HR & Business Solutions can handle your talent scouting and hiring process.
April D. Halliburton
www.halliburtonsupportsu.com
Thursday, May 19, 2011
The D's Entrepreneurial Passion is Amazing!!!
Detroit entrepreneurial passion and spirit is and always has been AMAZING; despite the comments about poverty, degradation and other cheap shots constantly aimed at the city. I am proud and empowered to be an Entrepreneur; Human Resource Consultant; and a Michigan Small Business Owner. I will where the title on my sleeve with honor, bravery and pride!!! Check out this article about other small business owners' plight at achieving their dreams... I'm living mines... http://www.nytimes.com/2010/01/10/us/10startup.html
April,
All-4-HR & Business Solutions, Inc.
April,
All-4-HR & Business Solutions, Inc.
Monday, April 18, 2011
Tuesday, April 12, 2011
Evidence-based management
Evidence based management establishes the difference between research and practice. It is imperative in the human resource arena that when creating, changing and implementing organizational changes, such decisions are done based on evidence. Many HR Practitioners have consistently held the importance of reviewing past and present HR metrics of policies, procedures and practices in the workplace to determine the effectiveness of a particular organizational change. What are your thoughts and views on evidence-based management?
Sunday, January 2, 2011
Applying HR Theory and Methodology to HR Practice
HR Partners in today’s HR industry assert to gain and maintain competitive advantage; HR Partners must strategically align HR with all aspects of business. HR partners must not only read and review finance and marketing and other business reports, but HR Partners must be able to contribute HR strategies and solutions to the advancement of human capital and employee development. HR Partners must utilize knowledge and expertise to manage organizational and employee development. Let’s not forget an organization’s most valuable asset is human capital.
Let’s talk more about applicable human resource management theories and methodologies that will further the advancement of your organization’s development.
April D. Halliburton
All-4-HR Solutions
formerly, HalliburtonSupportsU
Visit us at www.halliburtonsupportsu.com; Let’s Talk HR!!!!!!
Let’s talk more about applicable human resource management theories and methodologies that will further the advancement of your organization’s development.
April D. Halliburton
All-4-HR Solutions
formerly, HalliburtonSupportsU
Visit us at www.halliburtonsupportsu.com; Let’s Talk HR!!!!!!
The New All-4-Solutions, formerly HalliburtonSupportsU
HR is an ever-changing industry. Likely so, All-4-HR Solutions, formerly HalliburtonSupportsU, is interested in knowing what HR issues and/or trends your company is interested in researching for the advancement of your organization? We would like to know!!!
April D. Halliburton
www.halliburtonsupportsu.com
April D. Halliburton
www.halliburtonsupportsu.com
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