Juliet Gateri Founder and Director at Alternate Doors took us through an insightful Human resource management session.

Out of all business resources, the most important is people. Workplaces can leverage the human resource in order to navigate difficult times or simply to obtain a competitive advantage in the market they operate.

There are three areas where improvements can be made with regards to the human resource:

A.      PLANNING

The journey of a great team starts with planning. Any organization no matter how small should have a clear Human Resource strategy detailing what kind of team they would like to put together. Once ready to recruit, the position to be filled should be reviewed in detail. This should include identification and documentation of specific tasks and competencies. These tasks and competencies should be aligned with the big picture of the kind of team the company had decided they would like to build. Current recruitment should also consider future needs. If for example there are tasks that can only be performed in a year’s time but will be performed by the employee you are currently recruiting, be sure to recruit with competencies requisite for those future tasks in mind.

Planning also includes thinking about how competitive salaries and benefits can be offered to potential employees in order to attract the best possible team members. Benefits include pension and health insurance beyond the statutory NHIF & NSSF. A market comparison through an online search can be very useful to inform such decisions.

B.      RECRUITMENT

During the selection process, be sure to weed out any traits that are potentially going to introduce into your team elements of an unwanted work culture. People with little initiative during the interview process (for example) are likely to bring the same attitude to work if recruited. Be sure to also find out what their experience in other teams has been to gauge whether they will be a good fit for your organization.

As an employer, a proper onboarding experience is critical in order to set the right expectations with your new employees. This can be done by providing the right tools for the employee to perform their new role & creating a welcoming environment so they feel welcome and ready to engage with the existing team.

A concise and accurate job description is also critical. Avoid using jargon or oversimplifying the job to the extent clarification has to be repeatedly sought.

When one joins the team, it is prudent to share the human resource manual. All businesses, big or small, need this document that details legal compliance issues, Operational Policies, Business Culture, company expectations and effective reference tools such as separation procedures.

C.      MANAGEMENT

·         Performance Measurement

The key to successful management of team members is identifying and communicating clear Key Performance Indicators (KPIs). For sales people these are typically sales targets. Depending on the role, other KPIs may include, revenues achieved, customer retention rates, delegation rates, number & quality of trainings and awards achieved.

These key performance Indicators should be directly linked to the Business KPIs so that when employee performance is high, the business performance improves accordingly. Communication on this link between role success & business success should also be very clear so that team members understand their contribution to the overall success (or otherwise) of the business.

·         Motivation

Keeping a team motivated requires a keen look at the Maslow’s hierarchy of needs under which all people fall. At the bottom of the pyramid are physiological needs, followed by safety needs, social needs, esteem needs and at the very top self actualization needs. Organizations that want to keep employees long term should think about how these needs can be met. Psychological needs can be met through fair pay that can sustain ones basic needs. Safety, social and esteem needs can be met through job stability, a sense of belonging and dignity at the workplace respectively. Self-actualization on the other hand can be provided by availing opportunities for career growth.

Identify perks that your organization can afford employees when they do well. Bonuses, a 13^th salary at the end of the year and annual awards are ways you can explore to ensure your team is aware that they are appreciated.

While benefits such as education funds, family support, professional development and holiday allowances are seen to be a preserve of corporates, it is important to consider these even for small businesses. Start on a small scale and grow it as the organization grows. A motivated team can be the difference between growth & stagnation.

When each of the above processes are designed with business results in mind and skilfully implemented together, they can help in achieving business success

Hire character. Train skill.

Peter Schutz

Join us for our next workshop on the 19th January 2022, with Executive Business Coach, Thomas Odhiambo, to discuss “How your business culture impacts your bottom-line”.