Introduction
Businesses that want to survive and become more competitive in their respective sectors should have the right resources, tools, and systems. Organizational leaders should be involved in every stage of business growth and support the establishment of the right units. This paper gives a detailed procedure for setting up a functional HR department.
Steps for Setting up an HR Department
Depending on the nature and size of the firm, managers should begin by creating the best staffing plan. This initiative will dictate the number of positions that need to be filled. The specified salary for each person or employee will also be determined in the plan (Wilton 2016). The leader can consider the financial position of the company and decide the number of workers it will be able to afford.
The second step is that of outlining or creating the right job profiles. For instance, a small firm can indicate the positions of managers, supervisors, IT specialists, and customer care or support (Wilton 2016). This will be combined with the responsibilities and guidelines for every job position. The right hierarchy is then constructed to guide decision-making processes, policy formulation, and the delivery of goals.
The third phase is that of developing and creating the best applicant tracking system. With the current changes and developments in technology, any firm should purchase the right software to manage files and information. Data and information captured in spreadsheets will have to be transferred to the new system (Wilton 2016). This will be followed by categorizing, sorting, and comparing the flow of applicants.
The fourth step towards having the best HR department is the development of an effective recruiting system. The person in charge will be required to consider the available tools to use. This will then result in the introduction of an effective recruitment strategy. Critical issues for managers to consider include the required listings and the best budget for hiring new workers (Wilton 2016). The HR team can select the best platforms or avenues for the targeted listings.
The fifth phase is that of employee management. Since workers form an integral part of any organization, it is always appropriate to have a series of documents that can be utilized to track employees. This can be supported by the utilization of powerful software. Some of the cues or indicators to look for will include the nature of communication, employee performance, leaves and vacations, and time management (Wilton 2016). These tools or practices will ensure that the available employees are empowered, guided, and mentored depending on their strengths and contributions.
The final step for setting up a functional HR department is that of employee replacement. Companies should design and implement a superior system to monitor new workers and those who have left the firm. This knowledge will determine whether there is a need for conducting interviews or empowering the current workers (Wilton 2016). The department can consider this step to evaluate and determine whether positions will have to be reshaped before hiring a new person or not.
Conclusion
The above steps have revealed that the essential process of developing an effective HR department is quite demanding. Managers should get the right systems and software to manage information and identify positions that need to be fulfilled. They will go further to make timely decisions regarding employee reviews and replacement. When these issues are considered, chances are high that more companies will emerge profitable.
Reference List
Wilton, N 2016, An introduction to human resource management, Sage, New York, NY.