We understand that the most important asset of a successful business is its people. That’s why, if you are looking for the highest quality human resources consulting services, you can Lean on HR.
At Lean on HR, we understand the ever-changing and often challenging dynamics of managing employees. Our services help businesses simplify their human resource processes and align them with their long-term goals. We are knowledgeable and well informed on the latest regulations and developments, providing top-not
From day one, Lean on HR strives to become an integral part of your business’s operations, listening to and understanding your business’s objectives and tailoring our services to fit your company’s needs.
With Lean on HR on our side, you can rest assured knowing that your business’s human resources needs are taken care of.
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FAQs
What are the main Human Resource challenges faced by small businesses?
Small businesses often face challenges such as limited resources, lack of expertise, compliance with employment laws, employee retention, and maintaining a positive company culture.
How can small businesses handle employee turnover?
Small businesses can reduce employee turnover by offering competitive compensation and benefits, providing a positive work environment, offering training and development opportunities, and recognizing and rewarding good performance.
Does a small employer really need Human Resources?
Human resources (HR) is an essential function in any organization, regardless of size. Small businesses often handle employment matters themselves, but it is important to consider the benefits of having a dedicated HR department or outsourcing HR functions to professionals. According to The Hartford, HR implements practices and procedures and develops employer-specific resources, putting the best orientation, education and training, and career planning tools in place. They also bring in the right professionals to help, ensuring employees get what they need to stay happy and productive at work.[1] The U.S. Chamber also notes that HR is in charge of ensuring the company is compliant with local, state, and federal employment laws, hiring and retaining new employees, training employees and supporting their professional development, managing compensation and benefits, handling performance reviews, and creating an inclusive company culture.[2]
One of the main functions of HR is to track any developments in labor laws and regulations and ensure the organization is fully compliant with them. As an example, US-based small businesses need to consider their obligations under a series of federal laws including The Occupational Safety and Health Act of 1970. [3] Forbes Advisor suggests that small businesses can benefit from external HR services, as it can be cost-effective for small teams and provide better capabilities and easier access to experts. However, it is still important to have a small HR team in place. [4]
In summary, while a small employer can handle employment matters themselves, having a dedicated HR department or outsourcing HR functions to professionals can be beneficial. HR is in charge of ensuring compliance with employment laws, hiring and retaining employees, managing compensation and benefits, handling performance reviews, and creating an inclusive company culture. It is also important to consider consulting external HR services to provide better capabilities and access to experts. [1][2][3][4]
(1) https://sba.thehartford.com/managing-employees/small-business-hr/(2) https://www.uschamber.com/co/run/human-resources/small-business-human-resources-department(3) https://connecteam.com/guide-human-resources-for-small-businesses/(4) https://www.forbes.com/advisor/business/what-is-human-resources/What are the benefits of outsourcing Human Resources for small businesses?
Outsourcing HR can provide small businesses with access to HR expertise and resources, reduce HR-related costs, improve compliance with employment laws, and allow business owners to focus on core business activities.
How can small businesses ensure compliance with employment laws?
Small businesses should stay up-to-date with federal, state, and local employment laws that apply to their business. They can also seek legal counsel and implement policies and procedures that promote compliance, such as an employee handbook.