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HR Practice
International

very business needs to master the art Employment compliance ignorance
of juggling for it to be successful. Every Another common mistake made by HR Managers
department is essential in ensuring is the failure to understand employment laws and
the success of a business, but most regulations. These laws change often, and most
Eentrepreneurs ignore the human resource managers are not updated with the changing laws,
department when other things are flowing smoothly. which sometimes gets them into trouble in terms of
Human Resource departments have several lawsuits. Some HR Managers misclassify employees
responsibilities to protect not only the company but by classifying them as in-house employees when
also its employees.
Businesses have faced lawsuits after making the they are not or fail to pay employees overtime.
slightest mistakes, while others have damaged their Prevention of such mistakes is essential; hence, HR
reputations and brands. Well, mistakes are inevitable, Managers need to understand regulatory agencies
but it is essential for human resource departments to that govern their organisation and adhere to the
be aware of, and avoid, these mistakes to stay away laws.
from lawsuits and protect their brands.
Failure to document performance
An outdated or non-existing employee issues
handbook HR departments can avoid lawsuits when they
Every business needs to update and communicate its avoid the mistake of undocumented performance
work policies, which should be in written form. That issues. Employees don’t like termination but it’s
is why all human resource departments must have a crucial for HR Managers to prepare for terminations
handbook that is regularly updated and the policies by documenting them*. HR Managers should
communicated to employees regularly. It is advisable give employees the opportunity to improve
to update the employee handbook every two years their performance by highlighting issues during
and ensure that each employee acknowledges and performance check-ins before terminating their
signs to confirm that they have received the policies contracts. To avoid this mistake, HR Managers
and that they will abide by them. The employee should document performance issues during
handbook should include compensation and appraisal with the help of performance appraisal
benefits, code of conduct, nondiscrimination policies, software.
guidelines on employment and termination, and
communication policies. Disregard for training
Businesses should invest in their employees
Hasty hiring process through training so that they get skills in their area of
The human resource department often makes specialisation. HR departments are tasked with the
mistakes when hiring employees, especially in small responsibility of not only training new hires but also
and medium-sized businesses. The department ensuring continuous professional training for existing
usually makes the mistake of making poor job employees. Employers can be assured of maximum
descriptions such that they end up hiring less- performance after training employees during the
qualified workers. Besides, a quick hiring process
also means that the department hurries interview onboarding progress and later after hiring the
processes, so they hire half-baked employees. employees to expose them to growth opportunities.
Human resource departments should spend a few Besides, it ensures that employees feel valuable
more hours designing robust job descriptions to save to the company, so they work to ensure maximum
them the trouble and mistakes of hiring less-qualified performance. HR Managers need to carry out regular
workers. HR departments should have a detailed performance reviews to ensure that the skills and
job description that ensures that they get the right growth opportunities reflect in their reports.
employees based on the employer’s needs.
*Editor’s note: Every country’s labour legislation
Incomplete employee files differs so companies should ensure that termination
It is essential for HR managers to keep updated is undertaken in a legally and procedurally correct
records of employee documents related to their manner in accordance with the prevailing labour
work histories. Also, ensure that you keep personal legislation of the relevant country.
documents in separate folders from the performance
files because they contain personal information that
is not necessary for managing the performance of Garrett Penn is a freelance writer based in Utah
employees. Another common mistake made by HR in the US who loves to write about business and
Managers is the failure to file all valid forms that verify leadership. He hopes to help others through his
work eligibility and employee identity based on the writing so they can succeed in their careers. Follow
rules of the state. him on Twitter @garrettpenn83.

HR FUTURE · JUNE 2018 17