Before successfully implementing any expansion strategy it stands to reason that your business infrastructure must be sound. This includes your physical infrastructure as well as operational systems, administrative and support systems - including human resource (HR) systems. There ought to be a well-organised HR plan in place to help establish, maintain and grow your ideal workforce!
There is no doubt that staff is a major contributor to the "making or breaking" of a profitable and sustainable business. This article will provide a few useful guidelines when formulating your HR strategy.
1. Recruit skilled individuals who have gained work experience in small organisations
These are employees who are well-accustomed to the procedures and systems that usually govern SMMEs. This includes being innovative and quick to adapt to changes that influence the running of a small or medium size business.
2. Make use of your networks when hiring
Consulting with colleagues and fellow business owners for referrals is a good way of targeting the most suitable candidates for your business. This is because most of the screening has already been 'performed' as you are dealing with credible sources who understand the industry and share a personal relationship with you. This accurately narrows down the search, saving you both time and money. You can then conduct your own background research and make the final assessment. Asking some of your existing or former employees for referrals would also be a good idea. Provided existing staff are comfortable that their own position isn’t at any risk, they are likely to freely recommend someone they believe would be suitable for the job and business environment.
3. Look for employees with sincere 'ownership responsibility'
A small start-up needs employees who, like you, share a common, almost 'vested' interest in the wellbeing and success of your business. Such an employee is "company-centred" as opposed to "self-centred" and they count it a personal gain if the company or division performs well as a whole. Endeavour to find an employee who is willing to suggest and implement innovative ideas that can help the business achieve its established goals quicker.
4. Look out for optimists
As a small business, it is most likely that you will encounter periods where business slows down, and that can severely affect employee morale. Hiring people who maintain a positive attitude can go a long way to help create a workforce that is more productive, with employees who are also "solution-driven" and participatory in their contribution to enterprise growth.
5. Offer internship positions
Never underestimate the benefits of introducing fresh new talent into your organisation. A great way of bringing in a hard worker, without costing your business too much, is by hiring an intern. Many school leavers or graduates are willing to work for free or for a nominal rate of pay due to the invaluable work experience they seek to gain in their chosen field. However, always ensure that your screening process is thorough and that expectations are clarified upfront.
These five guidelines, if diligently combined with effective and efficient management techniques, can catapult the performance of your entire staff complement and help to optimise your operational efficiency. Focusing on staff and appropriate HR planning will assist you in laying the groundwork for establishing a successful enterprise that’s capable of capturing larger markets!