Consider the ‘Human’ in Human Resources



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Special Advertising Section

 

People are a company’s biggest asset. They are essential in any organization; you simply can’t run a business without qualified workers. Unless you’re a sole proprietor, you need someone other than yourself to get the job done and take care of customers.

Of course, it’s important to have a sound plan and proper systems in place to manage your business. Systems require time and resources to implement. They also require people — which means training and development, along with a budget sufficient to do so.

Then there’s the need to hire the right people for the positions in the company. The best employers aren’t only concerned about paying their top people fairly; they also want to make sure their team members enjoy working for the organization and feel fulfilled with their employment. Studies have shown happy employees are more productive. They will also provide better customer service.

Unfortunately, employers today must be on guard when it comes to workplace issues such as discrimination, family leave, and sexual harassment. Taking the time to create proper guidelines upfront, disseminating such information throughout the organization, and making sure supervisors are up on the terms can help prevent future lawsuits.

 


Emily Trindade, iMiH Group, LLC

Q: What should organizations do to ensure an effective implementation of HRIS?

A: Foremost – consider your employees. HR, Payroll, and IT staff are expected to perform their current job duties while taking on additional work and responsibilities relative to implementing a new HRIS. Organizations must overcome five primary challenges. First, it’s important to manage the inconsistency of resources available to upgrade the HRIS, and obtain additional resources with the functional and technical expertise for the proper implementation. Second, clearly define a project plan and resist underestimating the complexity of the new system and its impact on employees, processes and other departments within the organization. Third, don’t undervalue the propensity for internal resistance and the importance of change management at every level. Fourth, minimize uncertainty and clearly define the roles, responsibilities, and expectations for employees in key departments for HR, Payroll, and IT.   Finally, devise a budget for unforeseen factors that often occur in the later stages of an implementation.

Please contact us for a free consultation.

     
 

iMiH Group, LLC

Emily Trindade
Senior Partner, CEO
P.O. Box 7088, Novi, MI 48376
248-437-2200, ext. 803
Email: e.trindade@imih.net
Website: imih.net

 

 
Professional Affiliations: Association for Corporate Growth – Sponsor, Society for Human Resource Management, Detroit Regional Chamber, National Association of Professional Women
 

 


 

James B. Perry, Dickinson Wright PLLC

Q: How can an employer discipline employees effectively, when warranted, without generating costly litigation from discrimination claims?

A: One of the first steps an employer should take is to maintain and circulate a set of work rules or “Standards of Conduct” that divides violations into the categories of “correctable” and “non-correctable,” and train supervisors to know these standards.

Should a questionable situation occur, an employer needs to fully investigate the facts. Correctable violations should be corrected with appropriate documentation. (Failing to document prior incidents is the greatest failing of supervision!) If the conduct is non-correctable, an employee should never be discharged on the spot. A discharge after an investigation, which provides the employee with an opportunity to participate and is reviewed by others, will appear “fairer.”

An employer should also review the employee’s work record and the company’s prior disciplinary practices for similar violations. And finally, if needed, consult with legal counsel.

 

 

Dickinson Wright PLLC

James B. Perry, Employment Attorney (partner)
500 Woodward Avenue
Detroit, MI 48226
313-223-3096
jperry@dickinson-wright.com
dickinson-wright.com/our-people/jamesb_perry

 

 

 

 

 


 

Kevin S. Green, Bashore Green Wix

Q: How important is employee happiness to a business?

A: Whether you’re a corporate conglomerate or a small company, employees are the backbone of every successful business. Research has shown that happy employees are more productive — therefore, happy employees are essential to a company’s success.

Many would believe that raises, bonuses, or even free snacks will make an employee happy. However, employees soon forget about those things. In contrast, when an employer goes out of their way for an employee, empowers an employee, makes them feel as though they’re part of a team, or implements one of their ideas, that has a lasting effect. Employees then experience a sense of accomplishment, as well as feeling secure and happy in their job.

Employers need to get in touch with what motivates their employees. They need to make it easier for employees to not only like their job, but to be happy to be part of something special. Giving employees the tools to make their jobs easier (whether it’s a bigger computer monitor or a flexible schedule) will contribute to their happiness — and letting them know how important they are to the company is vital to their happiness and their productivity.

 

 

Bashore Green Wix

Kevin S. Green
Diamond Office Plaza
49100 Van Dyke Avenue
Shelby Township, MI 48317
586-803-0500
bgwlawgroup.com
kevin@bgwlawgroup.com

 

 

 

 

 

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