Establishing solid human resource practices early in your company’s life has a lasting impact on your success. It’s important to know what changes as your company grows, and to set up HR systems to support that growth.
If you’re managing a growing company, you’re probably becoming aware that human resources requires a lot of time and knowledge to handle. Some small companies may find they get along fine for a while by assigning HR-related tasks to non experts. Better HR infrastructure is valuable for a company of any size, but it becomes absolutely essential when you reach 50 employees. Once you reach this threshold, any weaknesses in your HR systems will likely be clear. But how do you know for sure when it’s time to hire a human resources manager?
Start by answering these questions.
- Are your employees getting the best possible benefits?
- How susceptible are you to a discrimination or harassment claim?
- Does your company attract the best talent? (What if it did?)
If you’re unsure about your answers to the above, it’s time to consider hiring HR help. It’s tricky for business owners to know where to begin, so here’s a few options.
Some companies choose to augment their existing HR efforts with digital tools. The cost to maintain a small staff equipped with human resource technology systems may be favorable to other options. Equipping your team with HR technology tools means they can automate repetitive tasks and improve time tracking and payroll accuracy. Some HR tech makes training available online, and gives your staff resources too. These tools also provide real-time access to valuable data for both managers and employees. That means more insights and a more connected company.
Establishing an in-house human resources team means hiring someone to direct HR efforts, then more individuals to manage benefits, payroll, compliance, staffing, and more. Some companies set up cross-functional roles, or individuals that handle multiple areas of human resources, while others set up larger departments for each area. An in-house team would obviously be the most integrated and native option, but it’s also the most expensive. An in-house HR team also means that your company has to negotiate its own medical and retirement benefits. It’s especially important for in-house teams to stay on top of legal updates, as all compliance, regulatory and other employer-related risks fall on the employer.
Outsourcing HR needs to a professional employer organization (PEO) is an option many companies choose because of the value the PEO relationship brings to their business. When you hire a PEO like RMI, you enter a co-employment relationship in which your PEO takes on many of your employer-related liabilities and responsibilities. You’ll gain access to the PEO’s resources, benefits, and expertise, and can establish a scalable HR structure to support your growth.
Sound human resources practices have been proven to promote healthy, measurable growth in businesses. Understanding your options around building a solid HR infrastructure means that you’ll be able to make the decision that best supports your company’s growth. If you’re ready to start setting up scalable systems for your business, get in touch.