1. HR GOVERNANCE
HR governance is the act of leading the HR function and managing related investments to:
- Optimise performance of the organisation’s human capital assets;
- Fulfil financial & other responsibilities;
- Mitigate enterprise HR risk;
- Align the function’s priorities with those of the business; and
- Enable HR executive decision making.
2. HR IMPLICATIONS OF CORPORATE GOVERNANCE
- Performance Management
- Succession planning
- Employment relations
- Organisation development
- Diversity and employment equity
- Ethical organization culture
- Conflict resolution
WORKFORCE PLANNING, RECRUITMENT &
SELECTION, TEAM EFFECTIVENESS &
Small business is built around the
intuition of the owner who
specialises in a certain line
function. Dealing with staff issues
are often emotional and difficult.
It removes the focus from its core
business and they don't pay
attention to complaints or
suggestions due to production
pressure which blows up at a later
stage. This results in inconsistency
and lack of direction within the
POOR TIME MANAGEMENT
Small business owners are often so busy working that he or she does not manage the
staff effectively. The business cannot run without them,
and all the policies, systems and procedures are in their heads.
LACK OF CONSISTENCY (FAIRNESS)
Due to the lack of documented policies and procedure and constant production pressure, the lack of consistency in dealing with HR & IR issues created problems. Inconsistency is very bad for moral and may lead to arbitration awards.
POOR STAFF SELECTIONS
Research has shown that for a business to succeed, one needs to get the right team. Poor selections can be very costly and damaging, especially if they remain with the business for any length of time. The chances of poor selections can be greatly reduced by the use of competency based recruitment, interviewing techniques
and personality profiling.
CONTRACTS OF EMPLOYMENT
Small businesses often do not have contracts or have poorly worded contracts which do not protect them. Fixed term contracts are also sometimes abused resulting in unfair dismissal disputes.
INDUCTION OF NEW STAFF
In corporate and small organisations, new employees are not taught the right way in the beginning
and they pick up bad habits from existing staff. Mini Khumalo tells a delightful story of how he was inducted into his first job. The foreman took him to the work station where he was to work and simply left him with another worker. The worker taught him where to hide from the foreman in order to avoid work and all the excuses he needed to get by!
PROBATION IS NOT PROPERLY USED
Probation should be used to screen out poor selections. If you have made a poor selection, as long as fair procedures are followed, the sooner this is remedied the better for all concerned, including the employee. Being in the wrong job is no good for one's self esteem.
POOR ORGANIZATION STRUCTURES
Structures evolve which are often not logical or conducive to good business. Sometimes this results in over or understaffing. Unequal distribution of work results in some employees becoming disgruntled and others not pulling their weight.
Staff are not told where they stand and how their
performance can be improved. In some cases this results in
over reliance on threats of punishment to get work done.
HIGH ABSENTEEISM AND SICK LEAVE
Often these are not properly monitored and there is no structured approach to dealing with it.
POOR UNDERSTANDING OF LABOUR LAW
Particularly disciplinary procedures. This results in
dismissals being overturned with unnecessary cost
implications and sometimes serious consequences.
This is often exacerbated by no formal procedure for handling complaints and grievances, including tricky situations such as sexual harassment complaints.
INSUFFICIENT TRAINING AND STAFF
Staff need to constantly update their knowledge and
skills. Often the view is "We can't afford the time" or “it is to expensive”.
Natural retrician of staff is a fact of life. It is imperative that key positions are identified and succession planning introduced as soon as possible.