It could also bring up the parent’s checklist of making sure all the required shots and immunizations are in place, enrollment forms completed, paper and pencils purchased, new shoes bought, etc.

As a business owner it could mean one of two things and that is what I am going to go over.  What are those two things?

1. Back to school could mean looking at your current programs to see if you have policies in place for your employees regarding day care, dependent medical coverage, time off requirements, and communication between employees and their supervisor.
2. The second issue of back to school could be looking at your current tuition policy and how supporting your current employees in furthering their education by going back to school can enhance your business and help retain some key people.

So, let’s look at these two issues.

The first one is probably the issue most employers need to concentrate on to start.  The work/life balance is very important to the family worker who needs and wants the job, but also wants to make sure their children are in school.  If you can make sure you have good clearly stated policies and programs, your employee will be more relaxed and productive at work.  If they feel they have to hide what they are doing from you, they will not be as productive and your business may suffer.

This might be a good time to do an audit of your “back to school” policies and programs.  Do you know what types of programs your employees need?  Have you talked to your insurance broker to find out what types of insurance in available for a family and how to keep the cost down?  Do your policies reflect what you what them to regarding flex time or school visitation?  Some states have specific regulations that allow parents time off to attend school functions.  Does your state have such a rule?  Do you communicate openly with your employees to let them know you care and are flexible enough to work with them on this issue?

The second part of the issue is providing your own “back to school” for your employees.  It could be as simple as adding some specific training that managers might have asked for but you haven’t implemented.  Many employees want to increase their effectiveness on the job by taking classes.  Maybe you can talk to your local community college and see if you can develop a program that will offer your employees the education they are looking for at a reasonable price.  It may or may not be feasible but you won’t know until you ask.

Putting together a reimbursement policy will help define what you will offer and what the employee must do to participate.  You might start with required training classes or supervision classes and see what the response might be.  There are some great on-line courses and training programs.  The bottom line is, if your employees know you care enough to help them go back to school, they will probably stay with you for a long, long time.

Therefore, brush off the heat of the summer and get ready for the new school year.  The economy has been down, businesses have been slow, but you can turn up the pace by getting a jump start on going back to school.

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• Human Resources BAck to School

Human Resource management is the process a company uses to ensure the effective and efficient use of their “people” talents to accomplish organizational goals. If these resources are managed properly and effective, the organization would most likely increase profits, sell more items, produce in a more efficient manner, and be able to do all this while staying in legal compliance.

A product or service is only as good as the people that make it, design it, or sell it. This means that one of the most important assets of any organization is their human capital. If you have qualified, enthusiastic individuals, you will have a better chance of maintaining a leading edge over your competitor. If you have poor morale, low production, ineffective service, or untrained individuals – the chances are pretty high that your organization will be in the top 33% of all organizations that fail. People really do make the difference.

It is easy to see why HR is the most expensive part of doing business if you consider that studies show that the expense of having employees is about 40% of a company’s profit,. Large organizations have always seemed to have HR expertise – they have fully staffed HR or Personnel Departments with varying degrees of specialties, such as compensation, benefits, training, recruiting, etc. A fully staffed HR Department in a large organization might consist of at least three people at a cost of about $200,000 per year – just for salaries. Just imagine what you, the small company owner, could do with a staff of 5 people and an overhead budget of approximately $200,000 per year.

Well, in the first place you would not need 5 HR people. Most small companies can do quite well with a part-time HR person that is capable of giving good HR advice and counseling. Costs may vary, depending upon the expertise you are looking for, however, if you find an independent contractor with solid HR experience, an hourly rate for tasks completed would probably be very cost effective.

What can you, as a small company owner or manager do to have the leading edge and have your employees weigh in on the asset side of the ledger and not on the liability side? Talk to various human resource consultants and pick one that is right for your organization – one with experience, capabilities, and knowledge of human resource functions. Look at tools and resources that will help you develop your staff. One such tool is EffortlessHR, an Internet based “HR in a Box” program that is affordable and provides a wealth of information. Look it over and see what it can do for you or, check out other available tools and resources and find the right one for you.

Once you decide on the right combination you can get on with what you do best – run your company.

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