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Time Business News
2 hours ago
- Business
- Time Business News
10 Essential HR Management Tips for Small Business Owners
Running a small business is exciting, but it also comes with challenges—especially when it comes to managing people. Employees are the backbone of any organization, and having strong HR (Human Resources) practices in place helps your business grow smoothly. If you are a small business owner, you may not have a large HR department like big corporations do. In fact, you might be handling most of the HR tasks yourself—hiring, training, payroll, and even employee engagement. That's why it's important to have practical HR management strategies that save time, improve efficiency, and keep your team motivated. In this guide, we'll cover 10 essential HR management tips for small business owners that can make a real difference. One of the biggest mistakes small business owners make is hiring without a proper job description. A clear job description helps you attract the right candidates, set expectations, and avoid confusion later on. When writing job descriptions, focus on: The main responsibilities Required skills and qualifications Work environment (remote, in-office, or hybrid) Growth opportunities This step not only helps you hire better employees but also makes performance reviews easier since roles and expectations are already defined. Hiring doesn't have to be complicated, but it should be structured. Even small businesses benefit from a step-by-step process. For example: Post the job on relevant platforms. Shortlist candidates based on skills and culture fit. Conduct phone or video interviews. Do a final in-person or detailed interview. Check references before making an offer. Having a consistent process saves time and ensures you always select the best candidate. Many small business owners overlook onboarding, but it's critical for employee success. Onboarding is not just about filling out paperwork—it's about welcoming new hires, teaching them your company culture, and giving them the tools they need to succeed. Create a simple onboarding checklist, which may include: Introduction to team members Explanation of company policies Training on tools/software Setting initial goals Remember, employees who feel supported from the start are more likely to stay long-term. Managing HR manually can become overwhelming as your team grows. Thankfully, there are affordable HR software solutions for small businesses that handle payroll, attendance, performance tracking, and even hiring. Popular tools include: BambooHR for employee management for employee management Gusto for payroll and benefits for payroll and benefits Trello or Asana for task management Using technology reduces errors, saves time, and helps you stay compliant with labor laws. Engaged employees are more productive and loyal. Even in small teams, engagement matters. Here are simple ways to boost employee engagement: Recognize and reward achievements Encourage open communication Offer growth opportunities Provide flexible working options if possible When employees feel valued, they are more motivated to contribute to your business goals. Even if you have a small team, HR policies are a must. Policies protect your business and employees by providing guidelines on issues like: Attendance and leave Workplace behavior Performance expectations Disciplinary actions Put these policies in writing and share them with your team. A clear handbook ensures everyone is on the same page and reduces conflicts. Late salaries or incorrect payments can frustrate employees and damage trust. Setting up an efficient payroll system is crucial. Many small businesses outsource payroll to professionals or use software to avoid mistakes. Besides salary, consider offering simple but meaningful benefits like: Health insurance Paid time off Training opportunities These perks may seem small but can make your employees feel valued and motivated. Compliance may not sound exciting, but it is critical. Small business owners must follow labor laws related to minimum wage, working hours, workplace safety, and employee rights. Failing to comply can result in penalties or even legal issues. The easiest way to stay compliant is to: Keep updated with local labor regulations Use HR software that automates compliance Consult with an HR or legal advisor when needed Employees want to grow, not just work. Training and career development programs help them build skills while benefiting your business. You don't need a large budget—start small with: Online courses In-house training sessions Cross-training between departments For leadership roles, you might even guide employees on professional services like Executive Resume Writing Service to help them polish their career paths. This shows you care about their long-term success, not just their current job. Finally, company culture can make or break your business. A positive workplace attracts talent and keeps employees happy. As a small business owner, you set the tone. Encourage teamwork, celebrate achievements, and lead by example. A strong culture reduces turnover and builds loyalty, which is especially valuable for small businesses with limited hiring resources. Managing HR in a small business may feel overwhelming, but with the right strategies, you can create a workplace where employees feel valued and motivated. By following these 10 HR management tips—from writing clear job descriptions to building a positive company culture you'll set your business up for long-term success. Remember: good HR is not just about rules and paperwork. It's about people. When your team feels supported, your business thrives. TIME BUSINESS NEWS
Techday NZ
16-07-2025
- Business
- Techday NZ
Hybrid onboarding found most effective, research reveals gaps
New research from TalentLMS and BambooHR examines the effectiveness of onboarding practices across different generations of employees, highlighting administrative overload, limited use of artificial intelligence, and a preference for hybrid onboarding approaches. The survey was conducted among 1,156 employees based in the United States, all of whom had been hired within the previous 12 months. It aimed to assess how well new employees are being integrated into their workplaces, their overall satisfaction, and how effective current onboarding practices are perceived to be. Administrative load More than half of respondents (52%) reported that a focus on administrative tasks during onboarding overshadowed efforts to prepare them for their actual roles. The study indicates that practical training is often sidelined by paperwork and compliance processes, leaving employees feeling ill-equipped to begin their responsibilities. A notable 23% said they experienced difficulties building necessary skills for their jobs due to insufficient options for personalised learning. This gap in customised skills development impacts readiness and can affect job satisfaction early on. Concerns about job choices surfaced early, with 39% admitting to having second thoughts about their decision to join their new company during onboarding. This uncertainty was especially prominent among Gen Z employees, of whom 49% questioned their job choice during the process. "When done well, onboarding isn't simply a program. It's the foundation for workplace success. Employees who feel supported from day one emerge more integrated, capable, and engaged, underscoring the value of modern onboarding strategies that balance connection and skill-building," said Roza Tapini, VP of People and Culture at Epignosis, parent company of TalentLMS. Generational differences The report points to varying expectations and experiences among different generations in the workplace. Gen Z employees, in particular, struggle with the amount of information presented to them; 47% of Gen Z respondents said onboarding overwhelmed them with excessive information, compared to just 31% of Baby Boomers. Gen Z respondents also reported missing human interaction during the onboarding process at the highest rate (41%), followed by Millennials at 33%, Gen X at 29%, and Baby Boomers at 18%. These figures suggest that younger employees may place a higher value on personal connection in the early stages of employment. The use of artificial intelligence during onboarding also differed by age group. Gen Z was the most likely to use AI tools to answer onboarding questions instead of approaching a manager (44%), followed by Millennials (37%), Gen X (29%), and Baby Boomers (14%). However, across all age groups, 60% of participants said they had not received any AI-related training as part of their onboarding. The research suggests this represents an area for HR teams to adopt more technology-driven learning tools, particularly as younger employees show a willingness to use digital solutions. Hybrid onboarding The data also indicate that hybrid onboarding - combining digital and face-to-face elements - is perceived as the most effective method. Among employees who experienced hybrid onboarding, 75% expressed satisfaction with the process. These participants reported greater balance between administrative requirements and practical learning, and a stronger sense of connection to their new teams. "Seventy-five percent satisfaction with hybrid onboarding is a signal," said Wende Smith, Head of HR Operations at BambooHR. "When onboarding blends digital efficiency with in-person connection, employees meaningfully connect to their future roles and teams and hit the ground running as a result. HR leaders should use this insight to audit their onboarding delivery: Are we aligning the format with role expectations? Are we being intentional with each touchpoint? The answers will directly shape retention and readiness." Hybrid onboarding also appears to address ongoing support needs: dissatisfaction with access to continuous training was highest among remote-only new hires (21%), compared to 10% of hybrid workers, indicating that hybrid methods may better support learning and sustained engagement after initial induction. The research found that 65% of all employees surveyed consider onboarding to be the beginning of an ongoing learning process. This expectation places some responsibility on HR teams to continue support beyond initial orientation, in order to promote long-term engagement.
Yahoo
12-07-2025
- Business
- Yahoo
Widening AI training gap ushers in ‘birth of a new digital divide,' BambooHR says
This story was originally published on HR Dive. To receive daily news and insights, subscribe to our free daily HR Dive newsletter. While 77% of companies allow artificial intelligence tools at work, only 32% offer training, according to a July 1 report from BambooHR. A gap is growing across organizational hierarchies, with 72% of C-suite and vice president-level executives using AI daily, compared to only 18% of individual contributors, the report found. This 'birth of a new digital divide' could shift workplace power dynamics and widen gender gaps, BambooHR warned. 'Leaders need to develop clear and comprehensive AI policies that not only outline what's acceptable but also address the elephant in the room — the fear that using AI is somehow 'cheating,'' said Alan Whitaker, head of AI at BambooHR. 'When we communicate these policies clearly and transparently to all employees, we can help alleviate concerns, promote a culture of openness and empower our teams to harness the full potential of AI.' The survey of more than 1,500 full-time U.S. employees who work a desk job, including 500 HR professionals, found that half of managers and senior leaders receive AI training, compared to 23% of individual contributors. Compared to individual contributors, more than twice as many executives said they're creating efficiencies at work by using AI to write emails, develop presentations and complete other tasks. In addition, 80% of senior leaders viewed AI-assisted work as high quality, compared to 69% of managers and 28% of independent contributors. Although 72% of employees said they want to improve their AI skills, only about a third have received formal AI training from their employer, the report found. Even so, 61% of executives said they value employees who use AI more. Job seekers say there's a training gap, rather than a skills gap, when it comes to hiring — and that employers are passing over competent candidates because they aren't willing to train them, according to an Express Employment Professionals report. Most candidates said companies should increase investments in learning and development. Without additional training, 9 in 10 companies lack 'future-ready' talent strategies related to AI capabilities, according to a report from The Adecco Group. To better prepare, employers can implement structured plans to build skills, support employees and lead the workplace through AI-related disruption, the firm said. Recommended Reading How companies are planning for AI disruption Error while retrieving data Sign in to access your portfolio Error while retrieving data Error while retrieving data Error while retrieving data Error while retrieving data
Yahoo
01-07-2025
- Business
- Yahoo
The AI Hierarchy: Execs Use AI 4X More Than Frontline Workers, BambooHR Study Finds
The new research shows an emerging efficiency gap, where company encouragement to adopt AI falls short while frontline staff wait for training DRAPER, Utah, July 1, 2025 /PRNewswire/ -- BambooHR®, the easiest-to-use people platform for HR, payroll, and benefits, today released a new workplace report, Clarity over Chaos: Embracing AI for Adaptability and Value. The findings reveal a growing gap in AI adoption between senior leadership and frontline staff: while 72% of C-suite/VP executives use AI daily, only 18% of individual contributors (ICs) do the same. With 77% of companies allowing AI but only 32% providing training, we're witnessing the birth of a new digital divide that's reshaping workplace power dynamics and exacerbating gender gaps in corporate America. "Leaders need to develop clear and comprehensive AI policies that not only outline what's acceptable but also address the elephant in the room—the fear that using AI is somehow 'cheating,'" said Alan Whitaker, Head of AI at BambooHR. "When we communicate these policies clearly and transparently to all employees, we can help alleviate concerns, promote a culture of openness, and empower our teams to harness the full potential of AI." A Workplace Hierarchy AI usage isn't generational—it's hierarchical. Organizations that say they promote AI adoption are the same ones failing to train ICs, creating this invisible efficiency gap: Half (50%) of managers and more senior titles receive training compared to nearly one in four (23%) of ICs Men (60%) report using AI daily compared to 40% of women, raising questions about the potential barriers to or concerns around adoption for women Although 72% of employees express a desire to improve their AI skills, only 32% of employees have received formal AI training from their employer Compared to ICs, more than twice as many executives are creating efficiencies using AI to draft emails, create presentations, and more Unfounded Fear of AIThe report shows employees seem to view using AI as cheating, despite AI use being widely permitted: 23% of ICs are evasive about when they've used AI, compared to only 6% of VP/C-suite executives Less than a third of people (30%) can accurately detect AI-written content 61% of VP/C-suite executives value employees who use AI more, compared to only 13% of ICs 80% of VP/C-suite rate AI-assisted work as high quality compared to 69% of managers/directors and 28% of ICs "AI training isn't a nice-to-have, it's a must-have for organizations that want to stay ahead," said Brian Crofts, Chief Product Officer at BambooHR. "It's not just about using tools, it's about empowering every employee to think strategically about how AI can drive results and improve work life." Access the full report and data visualizations at: MethodologyBambooHR conducted this research using an online survey prepared by Method Research and distributed by RepData among n=1,502 adults (age 18+) in the United States who are full-time salaried employees who currently work in a desk job position, and including a subgroup of n=502 HR professionals who have a manager title or above. The sample was equally split between genders, with a spread of age groups, race groups, and geographies represented. Data was collected from April 1 to April 15, 2025. About BambooHRBambooHR® is the leading HR software platform that sets people free to do great work. Intuitively designed and user-friendly HR, payroll, and benefits administration in one unified ecosystem means less focus on process and more on growing what matters most—people. With AI-powered insights and comprehensive reporting, HR leaders gain the data they need to craft strategies to enhance employee engagement and retention while effectively measuring success. Trusted by HR professionals in over 34,000 companies across 190 countries and 50 industries, BambooHR supports millions of users throughout their employee journey. View original content to download multimedia: SOURCE Bamboo HR LLC Sign in to access your portfolio
National Post
26-06-2025
- Business
- National Post
Sorenson Capital Announces $150M Ventures Fund III to Maintain Focus on Cybersecurity and B2B Software Investments
Article content PALO ALTO, Calif. — Sorenson Capital, a leading venture capital firm with offices in Palo Alto and Salt Lake City, today announced the launch of its third early-stage fund, Ventures III, with $150 million in capital commitments. This new fund underscores the firm's dedication to its focused investment strategy in cybersecurity and B2B software companies ranging from pre-revenue up to $5 million in ARR. Article content Ventures III maintains a comparable size to its predecessor, Ventures II, which was a $150 million fund, reflecting the firm's commitment to a consistent and focused approach. Specifically, by maintaining consistency in sector focus and fund size, Sorenson Capital ensures a collaborative style with each portfolio company whereby the team works closely with founders to execute go-to-market strategies, develop product offerings, source their first customers, and provide informed perspectives on industry trends. Article content With over two decades of experience in cybersecurity and B2B software, the firm brings extensive market knowledge and strategic insights to its investments, having invested in companies including BambooHR, CloudKnox (acquired by Microsoft), Fastly (IPO), Harness, Planera, Socure, and Talon Security (acquired by Palo Alto Networks). Article content Rob Rueckert, Managing Director at Sorenson Capital, stated, 'Our deliberate fund size is about maximizing our impact – for our LPs and our founders. We've seen firsthand that bigger doesn't always mean better in this business. Our consistent focus means we remain deeply involved with each of our investments from day one through exit.' Article content The firm remains committed to partnering with founders who are innovating across AI, B2B Software, Cybersecurity, and DevOps & Infrastructure, helping them through the entire company lifecycle. Sorenson Capital is actively investing out of Ventures III, with 9 companies already in the fund, including Andromeda Security, Bureau, Jump, and SmartSuite. These companies are tackling key challenges, including safeguarding against human and non-human identity breaches, preventing global identity fraud, delivering tailored agentic AI solutions for specific industries, and streamlining workflow management. Article content 'At Sorenson Capital, we're dedicated to helping our portfolio companies build scalable and repeatable go-to-market playbooks,' said Ken Elefant, Managing Director at Sorenson Capital. 'Our approach goes beyond just providing capital; we roll up our sleeves and work closely with founders to identify urgent pain points, define customer profiles, and develop products that solve real business problems. As we move forward, we'll continue to leverage our extensive networks and decades of experience in enterprise software and cybersecurity to provide a business development roadmap for our companies.' Article content About Sorenson Capital Article content Sorenson Capital is a venture capital firm that invests in product-first early and growth-stage companies in the cybersecurity and B2B software categories. Sorenson Capital has $1.6 billion in assets under management and its investments in product leaders include BambooHR, CloudKnox (acquired by Microsoft), Fastly (IPO), Harness, Planera, Socure, and Talon Security (acquired by Palo Alto Networks). The firm supports entrepreneurs through every stage of their journey to accelerate revenue growth and further their product leadership positions. For more information, visit: The portfolio companies listed above represent a subset of all investments made by Sorenson Capital. It should not be assumed that future portfolio investments will be profitable or equal to the success of the companies in this list. A complete list of Sorenson Capital investments is available upon request. The assets under management listed above are as of December 31, 2024. Article content Article content Article content Contacts Article content Media Contact Article content Article content Article content Article content
