How to solve HR mistakes small enterprises make

Many growing businesses grapple with the challenges of hiring the right way and creating rewarding human resources (HR) systems. 

Data shows that mall and medium-sized enterprises (SMEs) employ more than 80  per cent of the working population in Kenya. 

One of the greatest HR challenges SMEs face is employer branding. SMEs lack the ability to communicate their vision and purpose as an organisation to their employees and customers. 

They should focus on building an employer brand that would attract top talent, even from larger corporations.

Many businesses also overlook the value of brand ambassadors who enhance brand presence.

Everyone wants to work for a reputable company and a strong brand presence will attract the best talent in the market.

There are various ways to achieve these goals, which include positioning the company as one of the leading best places to work for through professionalising service delivery, operations and establishing an effective work culture.

Another HR mistake growing businesses make is failing to invest in training and development for employees.

This is critical yet most businesses do not have a road map outlining employee development.

The new generation of jobseekers need clarity on what is available for them and how this plays out for them in terms of career and professional growth.

BrighterMonday’s latest report on Millennials and the Digital MarketPlace revealed that, “an employee is more likely to be productive when they understand what is expected of them and they are given the training to perform such a task.

Training gives confidence and confidence leads to employees that are productive.”

One of the best ways to address this challenge is investing in an in-house HR person to help business owners set up a HR department, handle the basic aspects of people management and set up beneficial training programmes for staff.

They can also guide on better ways to manage and reward employees.

Lack of automation is another common HR challenge growing businesses grapple with. Here, HR professionals can help in sourcing affordable digital tools that are relevant for a business.

The HR person will advise on making the most of online platforms to recruit and get the best match for a role and other people management tools to help with hiring, payroll, performance management and other key functions.

More importantly, this HR officer or manager serves as the human aspect of the automation process to help establish efficient human resource management systems and create long-term HR policies.

Equally, businesses must be innovative in building a company culture that gives employees an exceptional experience.

Culture rests with the founders of the business. As a business leader, employees will pick up on what you demonstrate, whether it is the hours of work you put in, how you treat people or even how you respond to emails. Some have said that “culture eats strategy for breakfast”.

A large percentage of SMEs consider budget constraints as an impediment to using tech tools to measure culture and employee engagement.

To resolve this, SMEs should engage an in-house HR person or outsource HR support from the market to help them assess and measure their organisational culture and advise on how to go about making any required culture changes, among other HR functions captured above.

These challenges can be adequately managed by getting HR specialists to help businesses build efficient HR systems as well as guide on aligning to the country’s labour laws and their impact on employee management. — The writer is the Head of HR at BrighterMonday — kimanik@brightermonay.co.ke