Your HR department has a lot on its plate. Aside from playing a critical role in your company’s hiring processes, they also must consider local, state, and federal regulations that can negatively impact your organization if not correctly followed. With all they must manage, it’s important to make sure nothing slips through the cracks.

Here are five top errors typical in HR departments and how to overcome them.

Outdated Employee Handbooks

While you may not think much has changed in your organization’s structure or hiring processes, you might be surprised just how far you may have deviated from what used to be the standard. You’ve likely incorporated dozens of changes, like updating your available benefits, offering flexible working arrangements, or changing your pay frequency.

Your employee handbook* should act as a comprehensive set of guidelines that explains each of your policies when it comes to the workplace. In the manual, your workers should find the information they need when requesting vacations, choosing a retirement plan, or deciding to apply for an open position they qualify for.

*Our clients have access to HR experts who can help create updated and compliant employee handbooks through our partnership with The Compliance Center. Please connect with Chris Kelly for more information.

Overlooking Ongoing Training

If your organization has been around for any length of time, chances are you’ve seen a lot of technological innovation and have allowed it to change the way you work. You may have adopted smartphone technology, digital file storage, and cloud email providers. As more technology influences your workflow, it’s important to ensure your entire workforce receives the training they need to succeed in your organization.

Especially for those who are seasoned in their work and rely on more traditional methods, consider implementing courses for your employees so they learn what they need to know to perform well in today’s environment.

Not Documenting Performance Issues or Reviews

While they can be an administrative burden, performance reviews are often one of the only sources of feedback your employees have. These reviews are also a common basis for salary increases and an opportunity to notify your workers about areas they can improve in.

If you’re experiencing any issues with your workers, it’s critical to sit down and have an open discussion. Let them know your concerns and how you’d like them to boost their performance. After your meeting, it’s essential to note important aspects of the conversation and provide them with a written summary.

If your employee doesn’t make the changes necessary to enhance their performance, you may need to let them go. You can protect yourself if they attempt legal action against you by keeping thorough records of their lacking performance.

Noncompliant HR Practices

There are hundreds of rules that HR teams are responsible for implementing and following, such as keeping complete employee records, including payroll details, and verifying worker eligibility through I-9 forms.

If you’re concerned about your HR team not complying with regulations, sit down with them and discuss your concerns. They may not realize they’re falling short of your expectations. Set your objectives and follow up with your team a few weeks later. That gives them time to get their documents to ensure your organization is fully compliant.

Only Hiring for Immediate Openings

One of the worst mistakes a company can make is only hiring based on immediate need. While you’ll likely see a surge of job applications when you post an available position, that doesn’t mean you can’t seek top candidates at other times of the year.

Check whether your careers page actively accepts resumes, even if you don’t have an open role. If someone indicates their interest and has an attractive set of skills, it may be worth scheduling an interview with them.

You don’t want to pass up a top-tier candidate just because you don’t have an open role. If you like them, bring them on board and create a position that fits their skill set. That way, you don’t pass up a great worker who would otherwise move on to your competition.

Ensure You Have an HR Team that Delivers

While you can’t micromanage every department in your organization, it’s critical to check their activities to ensure they’re not missing something important. Reach out to our team for support: from outsourced HR teams to compliance support, we have solutions for you.