3 Ways HR Supports the Vision

This post is part of a series addressing how behind-the-scenes processes can either propel or derail the vision of your organization.  Click here for the introduction to this series.

Hiring practices, interviews, employee handbooks, HR policies, job descriptions and employee evaluations…these are probably not on your “favorite things to think about” list.  However, if you’ve ever had to fire someone or dealt with a misunderstanding about job responsibilities, you know how important these tools are to your organization.

Depending on the size of your organization, your Human Resources department may be its own team or combined with a Business Office group.  Whatever the case, your HR personnel need your leadership and support to be effective.  Their role is to help you find qualified candidates, make sure all legally required HR and payroll paperwork is complete, handle employee concerns as needed and much more.  The following are just a few tools that your HR staff will want to have in-place:

    1. Hiring Process: Hiring a new employee is a big deal and should be treated as such.  You are bringing someone into your organization who can propel you to greater accomplishments or drag down an entire department, so proceed with caution.  This is not the time to go with your “gut” or rush the process because you’re desperate.  Your HR managers may advocate for conducting multiple interviews with several candidates to make sure he/she is the right fit for the job.  Don’t skip over this or use the “I don’t have time” excuse.  You won’t have time later to correct an employee who’s not living up to your expectations, so take the time now to hire the right person.  Dave Ramsey’s Entreleadership book has an excellent section about hiring that I highly recommend.  You can also listen to this edition of the Entreleadership podcast for more hiring inspiration.
    2. Job Descriptions: These shouldn’t be documents that are drafted once for job postings and never seen again.  A job description is an agreement between a manager and an employee that clearly defines what success looks like for that role.  This is a tool that each employee should use to ensure he/she is winning at work each week and for managers to use to evaluate team members.  It should be easy for each employee to see how his/her job responsibilities tie into the vision of your organization just from reading the job description.  Click here for more information about the key elements to include in your job descriptions.
    3. Employee Handbook: This document should contain information about compensation, time-off, insurance, office attire, confidentiality, harassment, etc.  It doesn’t have to be written in “lawyer-ese” (although I’d recommend that you do review it with a lawyer) and should be reviewed with new hires.  While this isn’t the most exciting reading, it is necessary to ensure that each employee is aware of your organization’s policies and agrees to them as part of accepting the position.

 

Your staff members are key to the success of your organization.  They represent your non-profit in the community, work each day with the people you’re dedicated to serving and interact with volunteers and donors.  Your HR team wants to support the vision of your organization by ensuring you hire the best talent, clearly communicate expectations, and keep all the legal paperwork up-to-date.  Support their efforts as they seek to make your non-profit an incredible place to work.

How does your organization handle these HR processes?