Human Resources with RIPPLE

Have you ever left a job because there was a lack of development opportunities? 52% of workers say this is the primary reason they have left a role. 

Development opportunities fall in the camp of human resources and all the responsibilities in this camp are extremely important in every business no matter what size it is.  Unfortunately, these responsibilities are often neglected causing significant retardation and damage to the business’s growth and resilience. 

The key responsibilities in the human resources camp are:
1. Recruitment
2. Remuneration, benefits, and commissions
3. Employee retention and engagement
4. New hire onboarding and training
5. Conflict resolution
6. Health & Safety
7. Legal and policy compliance.

So, what are these responsibilities and why are they important?
1. Recruitment is the pursuit of success by employing people who are the right fit for your business and then giving them a sense of purpose.
2. Remuneration, benefits, and commissions.  You may have heard it said ‘I love my work, but I don’t work for love’ that is why it is important to get this responsibility right.  Too many employers compensate their employees the bare minimum because they can; but this practice simply means that these businesses are compromised in other ways e.g., productivity, retention, employee brand and more. 
3. Employee retention and engagement.  The average employee takes the equivalent of 3 unreported days of PTO (paid time off) per year and is productive for only 3 hours per working day.  Engage your workers and increase productivity, retain them, and increase profitability. 
4. New hire onboarding and training.  Employees who are onboarded and trained correctly are more loyal and more productive and more likely to remain with you for an acceptable tenure.
5. Conflict resolution. Interoffice conflicts fracture teams and cause 67% of employees have experienced this at some time. 
6. Health & Safety. Is a legal requirement but it is also good business and best practice.  The consequences of noncompliance are far reaching. 
7. Legal and policy compliance.  These responsibilities should never be shirked, they can bring any business to knees.

It’s unlikely you feel passionate about your business because you feel passionate about your human resources responsibilities, but it is important to embrace them, put systems in place and commit to them and outsource them to a business such as ours if you don’t have the resources inhouse to fulfil them to the highest standards.  You can connect with us at www.ripple.net.nz.