Outsourcing

Delegating to Experts

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Another update from the Jungle….

Pam owns a small company and she’s preparing for her next round of job interviews. She feels like she spends a lot of time hiring new employees because she has a revolving door as employees bail out for bigger companies that offer more fringe benefits or higher pay.

She approaches the interviewing and hiring process with a mixture of dread and anticipation. She gets excited when she thinks she may actually find that perfect match of personality and skill set to fit her company. But more often her anticipation evaporates into dread or even fascinated horror.

One recent job applicant, Stuart, earnestly explained that he would not be able to provide identification if he’s hired because the CIA might find him and then his life would be in danger. Sam listed his probation officer as a character reference since that was the only person who saw him on a regular basis. Tamara said her mother was forcing her to look for a job and how long would the interview take anyway.

Pam went home that night to pour a stiff triple shot of single malt scotch. As she sipped her scotch, she thought that finding a good employee is as difficult as finding Prince Charming. No one ever looks as good in person as they do on paper.

The next day, Pam is back in the office shuffling through a new stack of resumes. She weeds out the ones with typos and scary details. Then she sets up a new batch of interviews. The first interviewee, Kim, has a nose ring but says “yes, ma’am” and “no, ma’am” when responding to questions. Annie, the next contestant is covered in neck and arm tattoos and wears a metal-studded dog collar. Sam sits bolt upright and barely utters a complete sentence.

Pam is getting desperate. She needs employees to keep her business afloat.

What are Pam’s options?

  1. She can accept the fact that her employees won’t stay long and adapt her business model to reflect the reality of the revolving door.
  2. She can outsource much of the hiring process which will save her time. Of course, a staffing agency may not have any better luck than her at finding appropriate job applicants for her company.
  3. She can close her business and go work for a distillery since her single malt scotch is the only thing bringing her happiness at the moment.

The above examples of job applicants are taken from actual interviews, although names have been changed to protect the innocent, the scary, and the downright weird.

If your company is struggling with HR issues, Corporate Compliance Risk Advisor can help you create HR policies that are appropriate for your company’s size and then serve as a resource to your staff as the policies are implemented.

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Outside Employment

unnamedKelly is glad to be back at work after a couple of weeks of family togetherness at the holidays. A few more days of vacation and she’d be ready to disown her parents and her in-laws, write the kids out of the will and talk to a divorce lawyer about her husband’s fate. It’s good to be back in the office where her job as HR Director suddenly seems simple.

Of course, that happy mood wears off before her first cup of coffee is finished. She’s still sorting through her email in-box when the company president barges into her office. He’s called a meeting to discuss a problem employee.

Kelly refills her coffee mug, sighs, and trudges to the president’s corner office to join the chief information officer and the CFO. The CIO explains that a misdirected phone call to her key lieutenant uncovered proof that Dan is running a side business. Dan is an IT department employee.

The misdirected phone call is from an individual who says he outsourced his company’s IT department to Dan. A quick investigation reveals that Dan has a personal IT business complete with a website advertising the same services he does for his employer. Dan has helpfully listed his company-issued cell phone number as the contact number for his side business.

The company president wants to fire Dan immediately, preferably by firing squad in the parking lot. The CIO and CFO also want to fire Dan but are worried about delicate negotiations on an IT contract. Dan has a small, but critical part to play in those negotiations. If Dan is fired he might take revenge by trying to screw up those negotiations. The management team looks at Kelly for her recommendation.

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What’s best for the team?

What should Kelly recommend to the management team?

  1. She can agree with the company president that Dan should be fired immediately, but without the firing squad since that would create a mess in the parking lot, not to mention violating company employment policies.
  2. She can ask the CIO if there is a replacement for Dan so that he can be placed on administrative leave pending the outcome of the negotiations.
  3. She can suggest that they proceed as usual, keeping the matter confidential until after the IT contract negotiations conclude and then fire Dan.

In the actual situation, the company decided to go with the third option because there was no replacement option. Immediately after the IT contract negotiations ended, the employee was fired with a note that he would never be eligible for rehire.

If your company is struggling with HR issues, Corporate Compliance Risk Advisor can help you create HR policies that are appropriate for your company’s size and then serve as a resource to your staff as the policies are implemented.

Join the HR Compliance Jungle today. Click here!

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Visit us: http://www.complianceriskadvisor.com/

 

 

We Need Employees….But We Have No Employee Policies

Another update from the HR Jungle…

Abigail and Bob started their business five years ago after being downsized from corporate jobs. Until recently they were the only employees, working long hours and outsourcing specific tasks to free-lancers (a/k/a independent contractors).

Now they want to add employees to prepare for several new customers. They believe replacing the free-lancers with employees will allow them to streamline processes, speed up response times and become more profitable.

As refugees from corporate America they want to avoid bogging down in bureaucracy but they also know they need some administrative structure. Hiring employees involves creating human resources policies to ensure that all employees are treated the same.

What should Abigail and Bob do next?

1. They should identify all the tasks to be performed by the newly hired employees so that accurate job descriptions can be created.
2. They must decide the details of everything from a dress code to what benefits should be offered.

Abigail and Bob are smart, educated individuals who can research HR issues and create an HR department from scratch. Or they can delegate this activity in order to free up their time to focus on growing their business. Corporate Compliance Risk Advisor can help them create their HR department and then serve as a resource for the HR manager.

Join the HR Compliance Jungle today. Click here!

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