HR management Super-project.eu

Hiring - importance An important decision for each organization - magnified many times in the context of new and growing ventures Consequences of bad hires: Negative impact on firm’s performance Poisoning a small firm’s culture Hiring mistakes are quite frequent. In most cases, they result from insufficient selection and hiring process..

Most common reasons behind poor hiring decisions Relying on candidates’ descriptions of themselves Failing to follow a consistent, evidence-based selection process Making hiring decisions very quickly and relying solely on own intuition Failing to provide sufficient and objective information about the job Failing to resist the temptation to fill a job as soon as possible Failing to check candidates’ references

Useful tips for recruiting strategies Look inside the company first Encourage employees and incentivize referrals Use multiple advertising channels Recruit on campuses and universities Establish relationships with schools and other potential sources of employees, offer internships Recruit “retired” workers Use unconventional recruiting techniques Offer attractive and personalized alternative benefits

Leadership & business lifecycle Leadership = the process of influencing and inspiring others to work to achieve a common goal and then giving them power and the freedom to achieve it Changing requirements on leadership Inception – small teams, cooperation – direct supervision and good contact Early growth – centralized control and direct contact - moving towards more delegation and coordination Expansion/rapid growth – delegating responsibilities (but in more decentralized structure), indirect reporting and control Maturity – leadership turns into a watchdog for the organizational culture and overall vision and goals

Organizational culture = a distinctive, unwritten, informal code of conduct that governs its behaviour, attitudes, relationships and style. = “the way we do things in our company” Plays an important role for gaining a competitive advantage Arises from an entrepreneur’s consistent pursuit of core values Should be also reflected in performance measures - expectations on future employee’s performance and respective performance measures should be explained during hiring process Sustaining firm’s culture begins with hiring

How to assure a cultural fit Articulate what values, norms and practices define your business Clearly express your culture in all your communication materials Anyone involved in interviewing candidates must know your culture well and refer to it throughout the hiring process. Take the time to provide a look at your culture in real time and discuss it afterwards. Look for other than trained answers.. Ask candidates to take personality tests and arrange them meetings with team members from different levels across the firm. Avoid asking candidates about personal issues – some questions are illegal to ask when interviewing a prospective employee. Too much conformity as may cause lack of diversity, leading to poor creativity and decreased competitiveness.

Motivation and compensation Main advantages of small firms are especially the following: Can offer more rewarding and interesting jobs. Opportunity to keep staff much more involved. Flexibility to tailor roles to individuals Less hierarchy, better communication and involvement. Main challenges involve the following: They cannot always offer the benefits as large companies can, so they need to attract and motivate staff in different ways. People need to take on more than one role and do tasks somewhat outside the job description.

Rewards and compensation system A key motivational instrument in each company Two important prerequisites to use rewards to motivate: Link them to performance Tailor them to employees’ needs and characteristics Components of rewards and compensation system include: Salary Financial incentives Benefits Intangible incentives

Rewards and compensations: Tips and good practices Tips and good practices for small businesses are: Include a personal preferences survey into the new hire orientation. Publish employees’ results and accompany it by a personal thank you or some other recognition. Provide training incentives relevant to employee’s job. Don't discount the power of fun at work to de-stress and motivate employees. Each employee is an individual - what works well for one employee might have the opposite effect on someone else. Motivation system should be closely linked with firm’s culture and reinforce it.

Introducing HR management practices and hiring an HR specialist In earlier stages, HR acquisition and management is either performed by the entrepreneur himself (or by a member of founders’ team) or delegated on ad hoc basis. Later on, these competencies are delegated to member of the management team. Finally, the stage that follows include establishing specialist HR function When to hire an HR specialist? If dealing with legal issues becomes too demanding When you're hiring rapidly HR specialist from staff headcount around 10-15 to 30-35, and HR manager at staff headcount from around 50 upwards. It is very individual and depends on many factors.

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