使用HR数据来增长您的启动

在他的书中,斯蒂芬C. Lundin.讲述了派克鱼市场,一个故事of employee engagement and personal leadership. In this place, employees, whose tasks involve cleaning and gutting fish, cleaning up the “muck,” wrapping fish as customers wait for their orders, and even throwing those wrapped packages to those waiting customers. All of these employees, involved in a pretty dirty work environment, are having so much fun that people are stopping to join and film them. Why do you think that is? The answer may lie in the owner’s “gut” feelings about keeping employees motivated and happy. But his decision is actually supported by science. HR data shows that happy employees make good business sense; that and a great place to work.

You are an entrepreneur, and your business is growing to the point that you will be employing people to assume various functions in your company – an accountant, and IT manager and other IT staff, clerical personnel, and a warehouse manager. You have to interview, hire, provide orientation, determine salaries, and figure out how you keep those who are productive and valuable. You have been thrust into a leadership role, perhaps without any HR experience or academic background. Where do you go to find the information you need to make good hires, to keep good employees on board, and to create an environment that fosters productivity and job satisfaction?

Much of the information can be found in HR data. There is a body of research out there related to HR practices that small business owners can learn from, as they wade into HR decision-making.

The Interview Process

There has been a lot of research on structured vs. unstructured interviews. A structured interview is one in which the questions are crafted in advance, are asked of every candidate, and the results are used to compare candidates, in order to make a decision. Certain studies indicate that astructured interview can be more effectivebecause true comparisons can be made. And it removes the subjective factors such as appearance.

Your key takeaway should be to devise questions that are specific to your company and to your goals. A bank, for example, has very different goals than a graphic design startup. The questions must be devised to get at the real “fit” of a candidate with company goals, culture, and procedures. If you can develop 10 good questions that get at your priorities, a structured interview may be the way to go.

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Onboarding Activities

一旦新租用开始工作,有一个方向或船上的过程。目的是两倍 - 教育典型的流程和程序等,并为新雇用提供机会,以适应气候和其他员工。研究表明77%的员工who go through a solid onboarding process do make it through their probationary period and meet milestones of company expectations.

Your task is to plan and implement onboarding activities that puts your new hire at ease, fosters self-confidence, and provides the mentoring that s/he may need – these are the things that the research says work.

在某些时候,正如您所规模的那样,您需要开发HR政策手册。这将需要很多思想和仔细的规划。

Employee Retention

One of the most comprehensivestudies on employee retention由特许人员发展研究所完成。作为其研究的一部分,它报告称78%的雇主难以保持他们的良好员工。

Here are the recommendations that came out of the collected data, along with some other current research.

There is a Salary “Sweet Spot”

一种separatestudy of salariesin what are considered high growth career fields (e.g., tech, e-commerce, digital media) showed that employees whose earnings fell between $80,000 – $100,000 were more likely to stay in their positions for at least two years, while those below and above were more likely to leave. Finding the salary sweet spot in your niche may take some research, but it is worth the effort if you findexceptional employees and want to keep them.

认识和关心您的顶级表演者

Salaries do contribute to job satisfaction, especially for high-performing employees who are segregated upward from low-performing ones. Pay, however, is not the only type of recognition that employees cover.一种dditional recognition以办公空间,奖金,公众称赞和其他特权的形式也非常重要。

促进员工“所有权”

Whenemployees feel “invested”in the business, they tend to have greater job satisfaction, are more productive, and stick around. Whenthey believe that they play an important rolein the company’s success, they want to stay.

Provide Perks that Mean Something

今天,千禧一代进入劳动大军,它will be important to take a look at what types of perks they find valuable. And sometimes, it may be wise to individualize perks by allowing employee selection among several options. One might prefer a gym membership while another season tickets to a sports team’s events.

促进公司文化

劳动力中的社区感觉被认为是员工的重要性。共享相同的值和规范,具有彼此的背部,并以强烈的完整性运作是展示工作满意度的“文化”方面。

提供专业的发展机会

一种research studypublished by Academia.edu found that employees who were given opportunities for professional growth, paid for by their employers, had a higher retention rate. And if there is obvious upward mobility within a company, employees who believe that they can strive for those positions will stick around.

灵活性

再次,采用灵活性in terms of hours and where employees work may be necessary, especially for millennial employees. There is a sense on the part of younger employees that they should be provided with work goals and that they should be empowered to achieve those goals in their own fashion, and be evaluated on accomplishments, rather than hours on the job.

From the interview process through methods to retain high performing employees, there is a body of research that can point startup owners in the right direction as they anticipate adding to their workforce. Every business is unique, however, and the wise small business owner will use the data, tempered by his/her own assessment wisdom.

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关于作者:

Janet Anthony is a blogger from Kansas City and content writer atBestEssay. Education谁现在一直在专业地写作五年。她的座右铭是“你今天所做的事情可以改善你的所有明天”。