For small businesses and start-ups, pouring more money into your human resources is often the last thing on the mind of organisations low on budget and resources, where team members are often expected to wear multiple hats.
With HR tasks often taken on by the time-poor business owner, or spearheaded by a lone director, keeping costs low gets the priority more times than not, purely out of necessity.
It’s easy to see HR as a cost to be dealt with as the business grows in size, however, small businesses can use their agility to their advantage, with a strategic approach and cost-effective measures able to elevate this area beyond simply hiring, firing and paying.
Start-ups are able to open the door to countless opportunities that a more focused HR function can detect through, all the while improving defences against an HR misstep that could crumble your start-up before it’s even left the ground.
With this in mind, here are three ways you can empower your HR Director and bring cost-saving efficiencies to your business without breaking the bank:
Give HR a voice at the top table
Beyond the piles of admin, contract crafting and compliance checks, HR shapes the culture of your company, something cast aside by too many start-ups too focused on business operations. This has been a focus at The Access Group to ensure that our business is operating not only to its maximum efficiency, but with its people in mind.
Attracting top talent and keeping them engaged in a place they feel motivated to do their best is the responsibility of HR, and a failure to consider this is a great way to ensure a revolving door of staff turnover. With increased staff demands for flexibility, cross-industry talent shortages and business costs continuing to climb, keeping HR in mind during decision making processes makes for a streamlined operation where people feel valued and sets a foundation for growth.
Embrace technology
Introducing another tool into a workflow that’s already stretched thin is an understandable hesitation from small-business owners. Particularly when being executed by a team member where the HR function is not in their job title, technology can be a great equaliser in giving you the tools and resources to let you punch above your weight.
Finding a cost-effective HR solution that’s right for you will pay dividends in money and time, giving countless hours back to your team to work on what you do best. Identifying ineffective cost centres through your payroll, ensuring contracts are compliant with constantly changing IR laws and spotting timely talent opportunities are must-haves for small businesses looking to stay afloat.
Invest in their development
No matter the size of your HR team, growing their skills and professional development should have a roadmap the same as any other employee on your books. Are there any qualifications they’d be boosted by having? Any key workshops they can attend in order to upskill? Don’t pigeon hole those responsible for the people of your business to an afterthought and a sedentary position in the company.
So many of these opportunities don’t require massive capital investment or a dedicated team, rather, start-ups and small businesses can unlock a host of advantages through a shift in focus on their HR Director, whether that’s their primary role or not. The life of a small business is filled with too many challenges and uphill battles to sell yourself short on the area that keeps people walking through your doors everyday and houses valuable growth insights. Empower the people in your business and they will pay for themselves.
