Common Human Resources Issues
Huntly Duff & Associates serves two kinds of organizations:
- Small organizations without an in-house Human Resources Department.
- Large organizations with a Human Resources Department.
This web site has been divided into two main parts
with specific information for each kind of organization. However
some Human Resources issues are common to both groups.
Good employees essential to achieving your goals
You need employees who work diligently towards the
objectives of your organization and who know how to meet the needs
of your clients. To maintain a motivated and focused work force
and positive labour relations you need:
- Good Communications,
- Consistent and Fair Treatment of All Employees,
- Good Training.
Having well written Human Resources Policies &
Procedures is not enough. They must also be well communicated to
employees. Also, other important messages must be communicated within
your organization. Management's vision of what the organization
is, what it does, how it should be done and where it is going in
the future must be well understood to allow
employees to contribute fully to its success.
Consistent and Fair Treatment
Once policies and approaches are well communicated,
they must be consistently applied between employees in the same
department and across the organization. Supervisors need to understand
the spirit as well as the letter of policies in order to apply them
consistently. Supervisory training that
includes a supervisors' manual is essential.
Your employees need clear direction on what is expected of them. They also need the skills, knowledge and information to do their jobs effectively. Training must be focused on your needs with clearly identified and measurable outcomes. Huntly Duff & Associates are highly skilled in helping you identify training priorities and clear outcomes. We also provide training programs that suit your exact requirements.
When to Review Human Resources Policies & Procedures
You should review your policies whenever:
- Policies are no longer relevant or incongruent due to competitive,
outside changes or organizational changes
- Changes within or without the organization put pressure on you
to make exceptions to your policies
- You lose employees or receive complaints from employees about
- Costs of policies become an issue
- Changes in legislation or regulations require changes
Every three to five years you should review all
There are several advantages to reviewing all policies
at the same time:
- For the sake of clarity and administrative efficiency:
- Some policies can be combined
- Parts of policies can be carved out to create a new policy
- Parts of policies can be moved from one policy to another
- Costing models can be developed and reviewed which will show the impact of salary increases on other areas of compensation such as overtime, vacations, statutory holidays, hours of work etc. Conversely these models will show the cost implications of proposed changes to any Human Resources policy.