This issue plagues many leaders in the company’s growth and development phase.
Finding the answer is not so easy. On the one hand, it is understood that a HR specialist is one of the factors in the smooth functioning of the company. His/her duties include the management of personnel work documentation and aligning organizational training and work safety with legislation. On the other hand, small business executives often look of options when hiring staff. In their case managing personnel is not a full time job, but rather a project that initially needs to be started and subsequently revised from time to time. It is therefore understandable that delaying the hiring of a separate worker for the purpose of these duties should be postponed. It is precisely because of this that many companies are struggling to cover this area that does not directly generate financial returns so that it does not increase labor costs in turn.
The situation is often resolved in such a way that staffing and some occupational safety functions are merged into executive duties or secretarial duties. Unfortunately, this practice can ultimately be much more costly, resulting in a lot of inconvenience and possibly labor disputes with the authorities.
So it is an understandably and complex dilemma for the company’s director. To disassemble this problem, you need to consider all of your company’s stuffing needs before you hire a HR specialist. Also, whether the staffing position is fully covered. After that some other aspects have to be considered. You need a HR specialist if you answer any of the following points affirmatively:
- The secretary or accountant is already overloaded and has no time to deal with personnel documents.
- The company does not have an overview of the personnel records and a place where the signed documents are stored (eg cabinet or server)
- The company does not have a description of the processes that describe the activities of the company as a whole, as well as human resources (training, organization of working time, salaries, holidays, changes in TL, occupational safety, recruitment)
- You do not have internal rules for work in the company.
- The company has 50 or more employees.
If your company doesn´t have a majority of the problems stated above, it would not be wise to rush to create a new post for a separate HR specialist. In this case, it is wise and cost-effective to consult with experts. Companies offering HR support services will evaluate the current status of your company’s personnel work and the potential workload. They also offer you the opportunity to find a great partner to help your company prepare and maintain the initial staffing documentation, as long as there is no need for a full time HR specialist in the company.
So, in fact, the question should not be “do we need?” but rather “when?” my company might need a HR specialist.
Elle Muuga- AuxilioEM LLC Partner
We help starting and small businesses in opening and organizing staffing and job safety documentation!