In-house HR matters

Under in-house HR according to my knowledge we understand everything related to Human Resources within an establishment. In today's market the biggest issues companies/ establishments face is the fact that they can't find loyal, dedicated employers, or keep the costs of HR resources down. This in my opinion has mostly to do with poor management, lack of knowledge and not being interested in improving the processes. 

Human Resources at every single company are/ should be like your customers, they bring you the knowledge, skills as customers bring you the money and you should offer them a service- which in this case is a job+ what comes with it- that makes them satisfied. From some particular reason this fact is overlooked and employees are treated most of the cases more likely as the customers who might not have relevant or any relation to your target market. Basically you are only interested in them because there is that "what if" factor but still ignore them.

Of course whatever you read before or will read after this are just my observations and my opinions and "If it isn't your shirt you do not take it on"!

If a process is planned well and managed well you not only keep your employees happy, but you can ensure that your customers are happy and your company has a good reputation in every instance, while costs are kept low (you don't need to spend on and off money to advertise a job; waste money to train someone who will leave anyways within a few months for which you need to blame yourself; waste time and money for administration etc.). Now let's take a look on some ideas how this can happen:

• HR Managers are the first point of contact in any HR matter so ensure you get on board someone who is capable doing the job, is aware of the employment law, HR processes, happy to learn, lead and delegate and is professional at all times (does get back to staff within a reasonable time to ensure that they deal with their matters/ issues confidentially if required, and until not certain of certain outcomes behaves neutral whilst friendly) 
• If you aren't sure what Human Resources department should do/ is about, teach yourself, make sure you clearly define each sections responsibilities/ duties and work out a plan how you think it should progress and what you expect from them.
• HR is dealing with Human Resources so don't ask them to ensure that they have to reach your companies sales target that's why you have your Sales & Marketing division for.
• Know how to recruit. As a company director or director of a department you have to be aware of certain basic roles, rules and their importance in order to ensure you see through the processes, so tasks are delivered as required, on time and within budget
• Always know your colleagues and treat them fair and with respect and in case a position becomes free ensure you fill in the role by a person in house from whom you & the department/ company believes would fit most the role (if it is one of your Assistants from an other department don't be afraid to take the challenge against your current one, there are always ways to learn and teach and if someone doesn't progress in a role to fit a certain position in that department you have to go and look for another alternative if having the possibility). If there is more than one person then let them show who is the most suitable by arranging them a little healthy in house competition related to the role (you can measure certain behaviours with certain challenges) which will not only show you who is the best but as well teaches the applicants something they can use later in their careers.
• To keep your staff happy salary wise you don't need to go over the moon but as well make sure you don't go below the market average and take in consideration what that person can bring on board, or how you can mould the person to be the right ambassador for your establishment. You can offer bonuses such as paying their traveling costs; giving them company telephone; membership cards for events, gym etc.; proof that you'll support them to learn and develop (such as fully or half paid training program that leads to a qualification); and guarantee them that you'll provide them salary raise every 6 months for example which depends on their progression - by offering for ex. a £5000- £10000  growth. As I said there are ways how to do it just play around with numbers, know your people and the budget and you can keep everyone happy. And don't forget money flows constantly in and out in a company if you manage and plan everything properly you don't need to be scared of running out of it or not being able to pay the staff the salary, because as soon as your mentality gets down to that level without even any issues being arisen you can forget the healthy company culture.
• Provide coaching/ mentoring regularly (once a month or as often as required) even if you as a director do it or someone within the company. Make sure you point out their weaknesses but in a way that makes them easily understandable and is constructive. No one wants to hear from their superior that they are rubbish in what they do, if someone is true to the company they are aware of their mistakes and it's hard enough to deal with it on their own. As sometimes everyone needs a little help give that little extra support even if it is just talking. 
• Even though you are the boss in case of your Human Resources whether is current or future employee don't show them that you are the boss by missleading them, letting them wait for you and do the job that you should and not being grateful for it. Always tell them "Thank you" for their help and support honestly and not from routine and if you need something say "Please". Thank you :) 
• Always point out the same way good abilities/ skills as bad in your staff with the aim of improving, strengthening them if needed and also showing them how. If you can't do these last ones, better shut up!
• In case you want to keep costs really low and ensure work flow is continuous you can do following: there are positions that have to be done but aren't that significant (photocopying, data base cleansing, picture editing etc.) hire people for this job who can work part time. Do internships where you might not pay a proper salary but still pay something (such as traveling costs and little + some bonus to keep your staff happy), unpaid positions will never lead anywhere, because most companies use the staff out and they don't guarantee anything at the end, just a piece of paper which believe me is not motivating anymore specially not for those who plan in long term with your company. You have the possibility to do apprenticeship program where although there are limitations by law and you have to pay the minimum wage but you certainly can test someone in a bit more serious role. If you aren't sure about who to hire, divide the role in two part time roles and this way you can ensure you provide for two people job/ opportunity to work, learn whilst your part of the job is done. But don't forget if you are unfair with your employees it can affect on a long run your company's life, reputation for worst. People working for your for a very low salary - or worst case nothing - have to pay rent, food, traveling etc. as well so doesn't matter how much they agree that they are happy working for free, you just don't be a jerk. 
• You can get financial support from the government as well in case of hiring apprentices or interns but  this is an other matter that needs to be discussed separately.
• Training at the beginning of the role: it is not a big "Was ist das?" but if you don't do it right, you can forget about success. If you still expect that things go perfect (of course we know perfection is just a say, but there aren't limits in trying to become that) and don't realize that your people are not performing which might be because of your bad introduction training given, then you really need to consult with someone ASAP for your and for your establishment's wellbeing too. 
•  Don't be scared of what happens if someone leaves, nothing, life goes on, but in the same time your main priority is to keep and have someone on a constant basis so if you are straight forward of what you want and you can ensure that what you say is what you give you have nothing to fear or lose as your processes being well planned you can adapt easily to a change. Here I need to mention that please practice your presentation skills and with example related to the role guide your staff through of what they can expect.
• Know the immigration law. I am not saying that you or your HR Manager need to be top notch but if you aren't sure about something or someone's right to work for example in the UK then go and check it up, the UK Border Agency's website gives you well explained information as well support if required. I was on quiet few interviews where I have been told because I am from XYZ country I can't work for them unless I hold certain type of VISA? This is all fine and right but putting me to face this as a first option and then after answering "No" straight they take it as a certain yes to reject my application. This makes me think that they are or discriminative or unprofessional which either ways is not what I want to deal with or work with (of course this second option doesn't even exist but hey). I didn't need by the way any VISA either, ha ha ha... You should know what are the main processes that allow to someone to be eligible to work in the country (there are many), be happy and open to understand and expect it. If you can't or aren't prepared for this, don't put stupid questions or try to show how smart you are (YOU AIN'T AND GET USED TO IT)...

And so finally these are the main points briefly (right). Hope it helped and gives you a clearer view of what should be done which in my opinion can be done and are reasonable as well it is just a question of: do you want to do it or not? You are able to do it so get on with it and when facing of not being clear about something teach yourself and learn. 

So hey, heads up and good luck. Thank you for reading this and will keep you posted later about the recruitment process as it can be done :)