Sell small business on strategic HR (Editorial)

By John Hobel
|Canadian HR Reporter|Last Updated: 03/30/2001

Success brings its own challenges. When a business owner finds that what was once an entrepreneurial idea pursued by a small intimate team has become a flourishing firm with an expanding staff, hiring an HR practitioner becomes a concern.

Administrative needs usually feed the realization that it’s time for HR in-house. Typically, when growing companies have between 50 and 100 staff, they start thinking about the value of adding an HR professional. It’s no longer a case of the accountant filling out Records of Employment and handing out cheques. Hiring, firing, talking to employees about benefits and complying with health and safety legislation — to name but a few tasks — all take time and justify putting HR on the payroll.

Because administrative needs are usually the motivator for bringing in HR, small companies commonly overlook the strategic function a qualified HR practitioner can supply.