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No one ever said that human resource management would be easy. That doesn't mean that it has to be difficult. If there were one rule relating the management of human resources in agriculture it would be golden--do unto others as you would have them do unto you. In other words, be the kind of boss that you would like to work for. Use Job Descriptions Job descriptions give potential and current employees an accurate picture of the position. Also, the job description is the best place for an employer to communicate to the employee exactly what the performance standards are for that position. A job description is always subject to change. It should change and evolve with the business, position, and employee. It can be as detailed or general, as need be, as long as it conveys the requirements an employee will have to meet to be successful in the position. Lay Out the Ground Rules No one likes to play in a game where the other players make up the rules as they go along. For many employees, that's exactly the kind of situation in which they work. For almost every employer, there is something that they can refer to and say, "We don't do that here." Employees need to know what those things are before they learn the hard way. Some of those things might be intangible, like making a commitment to always respect your coworkers and refrain from derogatory comments. Other aspects might be easy to define, like the business's policy on reckless behavior or animal cruelty. A business will be well served to lay out both the concrete and the abstract rules of the game before they ever come into question. The best way to lay out the ground rules is in some sort of written document, like an employee handbook. An employee handbook will typically contain several sections:
Many times, agricultural employers wait until the last minute, either out of necessity or design, before they hire a new employee. What this means is that the new person isn't always just thrown into the deep end of the pool to see if they can swim. They are sometimes thrown off of a cliff to see if they can fly. Training in your operation may mean holding a person's hand and giving him or her some guidance for the first few days. The trouble is that a few days is not enough time. It takes thirty days for a new employee to be fully oriented into a business. It takes 365 days for an employee to be fully trained--that meaning, a person has to see one full year of an operation before they can know exactly what can and will happen within a business. Every business speaks its own, individual, language. Be patient and thorough with people who are trying to learn to speak yours. Meet the employee's needs. One of the biggest mistakes an employer can make is to make a large investment in time or money to initiate compensation elements that his/her employees do not need or want. Successful compensation packages are based on the objectives of the employer and the needs of the employees. Employers have a wide variety of compensation elements from which to choose. By combining many of these compensation alternatives, progressive managers can create compensation packages that are as individual as the employees who receive them. In a tight labor market, indirect compensation becomes increasingly important. Businesses that cannot compete with high cash wages can offer very individualized alternatives that meet the needs of the people you want to employ. Such creative compensation alternatives are the small business's competitive advantage. Give More Feedback Consider the amount of feedback that employees in your business currently receive. No matter how much feedback you think you are giving, it probably isn't enough. Most employees want to be good at their jobs and they need feedback about their performance before they can be satisfied with their work. It's easy to assume that the good employees in an operation know that they are appreciated and valued. Whether you are facing a long-term, "super" employee or a brand new "green" recruit, both of these people will need and, in fact, crave feedback. Taking these five steps will not cure you of all your labor-related problems but it will help your employees to have clearer focus, fresher purpose, and a better appreciation for who they are and the role they play in the business. Wouldn't you if you were in their positions? © |
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