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如何从头开始建立人力资源团队

2020年8月1日
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启动创始人和早期员工倾向于是专家的多助商,并愿意承担任何抛出的方式。毕竟,你必须是克切,聪明,雄心勃勃的开始,开始公司或者一个早期加入。虽然最初可能是可行的,但将HR任务委托给其他部门,如金融或操作,或者将自己作为创始人处理,您将希望在您增加头部时建立一个高性能的人力资源团队。

人力资源部只有很多,而不是我们通常与功能相关联的战术任务。强大的人战略和团队可以使工作场所更加订婚,富有成效和盈利。高水平的组织employee engagement- 据通过盖子进行研究

高水平的参与也使得更幸福的工作场所和更满意的员工。无论您是一个寻求成长的人力资源部门,还是准备好的创业公司,这就是您需要知道的。

知道什么时候建造一个人力资源团队

The “right time” to hire an HR professional or grow an existing team doesn’t exist. Rather, founders or or single-member HR departments must take an honest look at their current workload and evaluate any workforce-related issues, such as problems with recruiting or attrition. That being said, by the time you reach the 50-employee mark, you’ll want to have a dedicated HR employee, if not two.

1. If You’re HR-Less:
In a startup or fast-growing business, employees are used to wearing a lot of different hats, likely even fulfilling roles that could be a separate job altogether. Ad hoc HR managers — those who work in a non-HR department but take on HR-related tasks — can be responsible for payroll, compliance, recruiting, and benefits administration at small and medium-sized companies. ButADP研究shows that the majority of these employees aren’t fully confident in their ability to handle HR tasks: 78% worry about staying abreast of changing regulations, and 82% aren’t certified in HR.

如果您的团队很小(不到15人),您仍然可以使用Ad Hoc HR管理人员和强大的人力资源信息系统(HRIS)获得。必威app下载必威app手机下载版但是,如果你开始看到与HR相关的问题,就像员工表现的高营业额或问题一样,是时候聘请了专门的人力资源员工了。

2. If You’re a Single-Member HR Team:Charlette Beasley, careers and workplace analyst atFit Small Business是小型企业的在线资源,表示雇主应考虑雇用第二届人力资源员工,一旦薪资有50名员工。“当您通过50名全职员工时,合规性要求增加经济实惠的护理法案,而且需要额外的文书工作和检查,以确保您的业务符合要求,“她解释说。

Beasley noted that retention issues and the type of industry will impact your HR needs as well. “If your turnover is high or you’re in a highly regulated industry with increasing compliance and training requirements, you may need a second HR expert even sooner,” she said.

多米尼克达拉斯
,人才收购机构的合作伙伴TenXRecruiting,回应了这种情绪。“一般来说,我建议客户稍后而不是稍后雇用第二次和三分之一的人员,”她说。“良好的人力资源人才很难找到,所以期待搜索需要几个月,至少是。”

如何建立一个高性能的人力资源团队

一切都在启动或高增长公司中移动得更快。但不要让倾向于“只让门口的人”,使招聘过程中缺乏勤奋。在您构建您的人力资源团队时,这是您需要考虑的内容。

1.确定公司目标。
Plan out the company’s HR goals for the next six months, one year, and two years. You can use data fromengagement surveys要了解有关员工经验的更多信息,并与领导团队合作,从事人员角度达到本组织的全国愿景。然后,允许这些目标指导您的招聘实践。

“If you know the company is looking to double its headcount in the next two years, you probably want to hire a recruiter,” said艾米莉机床, PHR, CEO and founder of HR consultancy文化。“如果你知道公司没有招聘闪电声,但更专注于帮助当前的团队成功,一般主义者可能是一个更好的选择。”

2. Get the job description right.写出强大,准确的职位描述,以吸引正确的候选人。在编写人力资源职位描述时,您将希望诚实地对机智进行机智,并避免使工作听起来更令人兴奋或迷人的倾向,这可能导致缺乏透明度。

“如果这是一个人的人力资源团队,那么您将要做填写税收形式和处理大量报告等的事情,”Goodson说。“如果你告诉别人你想要雇用战略角色,但你真正需要的是战术执行,这是非常不同的 - 这就是导致大量营业额的原因,”她补充道。

包括工作要求,如特定时区的位置,以及相同的机会就业免责声明。“如果我没有看到在职位描述上,那对我来说是一个大的红旗,”Goodson说。

Job descriptions可能很有趣诚实。只是不要牺牲列出的日常责任,以便正确描述角色的语言。

3.多元化招聘努力。
早期公司经常依靠推荐网络, which means the company builds a workforce of people who look and sound a lot like the people who already work there. “You can end up hiring a very homogeneous team,” cautioned Goodson. Homogeneity limits innovation and diversity of thought, and prevents the creation of more just and equitable workplaces.

多元化招聘渠道,并故意对您与谁合作。“直接向不足社区的成员派遣采购外展,”说Miraque Hicks.,Boutique Talent Imbisition Agency的创始人和人力资源和人才顾问Miracle Recruiting。“Post the job in Slack communities for minorities or underrepresented groups, likeLadies Get Paid, 举个例子。”

Who to Hire

人力资源管理局吸引了各界人士和以前的职业道路。充足的人力资源领导人和专业人士在本科生中没有学习人力资源,也没有开始职业生涯。不要让缺乏正规教育或数十年的经验keep you from hiring a great candidate. Here are some factors to keep in mind as you embark on your hiring process.

1.认证和教育:
获得认证是向雇主发出人力资源专业知识的好方法,以及人力资源和人力资源学位的个人,而无需继续获得人力资源认证。另外,经过认证的人力资源专业人士earn more promotions and a higher wage

The最常见的认证是人力资源(PHR)和高级专业人员资源(SPHR)的必威app下载专业人士人力资源认证研究所(HRCI),和SHRM认证专业来自人力资源管理学会必威app手机下载版

Hiring an individual with any of these certifications is an indication that they are a well-prepared HR generalist, equipped to handle the day-to-day tactical tasks of running an HR department.

2.通用与专家:Entry-level and mid-career HR professionals are usually either generalists or specialists. Generalists are proficient in handling all the major buckets of HR tasks, like compensation and benefits,员工新员工培训, and writing HR policies. Specialists focus on one segment of HR and may choose to concentrate on benefits administration, recruiting, or employee relations, for example. Hiring a generalist makes the most sense for a growing HR department, but as the team grows, let your HR goals guide hiring. For instance, if data from employee engagement surveys shows that employees are unengaged, consider hiring an HR specialist focused on employee relations.

3.要寻找的特质和技能:HR Professional需求远远超过认证或教育以获得成功。人力资源团队成员正在整个组织工作,需要强大的优先考虑器,高度情绪智能,能够进行数据驱动的决策。

Goodson表示,在建造团队时,她正在寻找自我意识。“在一个初创公司的人力资源团队上,你有很多个性,”她指出。“最成功的人力资源非常了解它们如何遇到,并可以与不同的个性合作,帮助他们成功。”

根据Goteson的说法,数据分析也是必要的。“能够理解数据并使用它来驱动策略是巨大的,”她说。

HR employees will need to be able toanalyze the data来自人力资源系统(HRI),betway , and applicant tracking systems (ATS) and tell a story with it. “That will be the most compelling to a leadership team, so you need to be able to present data but also think that way,” Goodson said.



Hiring competent, skilled HR professionals will do more than just free up your day so you can focus on more pressing tasks. An HR team crosses the t’s and dots the i’s of tax requirements, compliance, and reporting — but it also helps build an attractive employer brand and foster a workplace culture of belonging.