YourBusinessWithJamesCaan2016 - 158

Personal
services

The phrase 'HR' can send shivers down employers'
spines, but getting it right could save you thousands

M

ost of us know that human
resources is to do with people,
but for many of us, that's where our
knowledge ends! HR can seem like a
bit of a minefield, especially for those
just starting out on their own. But
seeking sound HR advice right from
the beginning could help your new
business run far more smoothly.
Shamila Mhearban, 31, is delivery
director for HR consultancy Gingko
People (gingkopeople.com). She has
been working in HR for 10 years, and
she cites being part of a big family as
her driving force. She says: 'I come
from a large family with many different
personalities, but we understand
what each of us brings to the table
and together we can achieve amazing
things. I love the idea of creating
an environment in which everyone
respects each other's values and
believes they can excel. I like the idea
of collaboration, being better today than
we were yesterday - that's what drives
me.' Here, she talks to Your Business.

What is HR?

In the 1980s, HR really did what it said
on the tin - it focused on human
beings as a resource within a business.
Now people don't want to be seen as
just a resource, they want to know
how to create their own career journey
and be seen as individuals.
Good HR should be everything
holistically to do with the individual
and their journey with your firm.
Each individual should understand
what their contribution is and what
their aspirations are. Of course, HR
covers salaries, pensions, benefits,
rights and procedures, but it's vital
that employers understand how people

158

can engage with their business and
how significant they feel. You can
almost equate HR with Maslow's
hierarchy of needs (a 1943 study of
human motivation) - if people feel
safe and secure (they know when
they're going to get paid and they have
a contract), the next thing they want is
to be challenged. Most people want to
feel they're learning and contributing.

What areas of HR should a new
business be concerned with?
It's good to start as you mean to go on.
Setting up policies and procedures
on issues such as sickness, absence
and grievances is worth getting done
quickly and well. These can then
become your blueprint that everyone
adheres to. With guidelines in place,
you can manage the risk process while
allowing for management discretion.
It's about putting in the building
blocks from the start to create the
right kind of culture for your business.

What are common HR pitfalls?
Often, the terms of engagement are
very vague and that can cause issues.
You need to know your employee's
purpose, how it will be achieved and
what will happen if it's not. For many
start-up businesses with a low budget,
they photocopy an old employee
contract to get themselves off the
ground. But you need to remember
a contract acts as insurance so you
can sleep at night! A contract is not
just a piece of paper - it gives you
peace of mind, so it's important to
invest in it to get it right.
One pitfall is a lack of awareness of
the new pension auto enrolment law
(gov.uk/workplace-pensions), which


http://www.gingkopeople.com http://www.gov.uk/workplace-pensions

YourBusinessWithJamesCaan2016

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