Vision clinics, large or small, face HR challenges that come along with hiring the right a team, creating and maintaining a company culture, and complying with ever-changing laws and regulations. HR requirements for small vision clinics include abiding by all applicable regulations and maintaining an appealing and competitive office culture.
Here are five quick tips to keep in mind when getting an HR program up and running.
From the very first day an employee is hired, there are HR laws and regulations covering everything from payroll, employee discrimination and harassment to termination.
It’s important to keep employee files organized and confidential. Ideally there should be two files for each employee: a personnel file and a confidential file.
Items to include in the personnel file are things like the employee’s resume and original job application, salary records, transfers, job evaluations, and any disciplinary actions. Items to include in the confidential file are medical records, leave requests, I-9 forms, payroll records, and reference checks.
It may sound like a given to stay up to date and timely with payroll, but many small vision clinics struggle to make payroll on time because of time constraints or disorganization. Stay organized with payroll systems and make sure to hand out paychecks on a consistent basis, at the same time each period. Timesheets can help keep track of vacations and sick time, and there are several online management programs that help small businesses stay organized, and be prepared for tax-time.
An employee manual explains a vision clinic's policies and procedures, and communicates expectations to employees. It also helps protect the clinic in the event of a dispute.
Being an "Employer of Choice" means that candidates are eager to work for the business, that people look up to current employees, that the clinic receives unsolicited resumes, and that the most talented employees stay with the business throughout their careers. It's a coveted status. It signals the vision clinic's brand is top-notch. And, when a brand is reputable, it's much less expensive to recruit and retain key employees.
Any vision clinic can become an Employer of Choice. It's not just reserved for the big dogs. In fact, where small businesses may lack resources, they make up by having a unique, tight-knit, and "I can make a difference here" culture.
Ways small vision clinics can build a unique culture is to focus on company identity, recruiting and hiring, offering the right benefits, offering challenging and interesting work with opportunity for advancement, and recognizing employees.