Human Resources in Your Cleaning Business

The Role of Human Resources in Your Cleaning Business

It doesn’t matter if you hire an HR professional or manage the duties yourself, even if your company is small it is crucial to understand the fundamentals in Human Resources so you can operate your business with efficiency. The field of study covers many different tasks and tasks. This article will explain the fundamentals about Human Resources so that you can begin to incorporate these elements into your company.

While you might not be running an established business however, you should begin integrating the HR policies you have in your workplace system to ensure that when your company expands expand and grow, you have an established base to build on. Keeping up with an adherence to legal and consistent Human Resources practices will help safeguard your company and employees. Human Resources is the Human Resources department works to ensure that everything is organized and even that is essential when you begin to hire more employees.

The person who manages the Human Resources department needs to be aware of what they are doing to give precise information and answer questions in order to ensure that they’re following guidelines and policies. As your business grows the employees will be contacting your HR manager for questions concerning legal or concerns related to business. This isn’t the only job of HR. So, take a an overview of some of the duties that fall within this department.

Hiring New Employees

A major part of the work description in the field of Human Resources is the recruitment of new employees. It is essential to recruit committed, hardworking employees who are committed to your business to ensure its long-term achievement. If you decide to employ the HR department, that person must be adept at being able to recognize who is a good employee and who to stay clear of. The reputation of your company is based on the employees you take to customers’ homes and workplaces So hiring the right individuals can make or break your business.

The ability to hire the right kind of employees might be something HR managers are taught over time However, you can help start them on the right track by supplying them with guidelines and procedures on how you want the hiring process to run. If you have specific characteristics and requirements you want for potential employees, be sure that you train your employees to look at these qualities. This way, even if you’re not present during your hiring procedure, you will still can influence who gets chosen to work for your company.

In the cleaning industry it is commonplace to send your employees into homes So the trustworthiness of your employees is an important aspect. If your customers aren’t confident or comfortable with your staff, they might not contact your company for additional services. Although you cannot control every customer’s individual feelings but the company canmake certain the employees you employ are people whom you’d personally want to consider trustworthy in your own home. Be sure that your HR personnel run thorough background checks of all prospective candidates and request references from previous employers. These are the standard steps in hiring processes therefore it shouldn’t be something that is unusual for your employees.

Employee Development

The HR manager isn’t finished working with employees once the interview process has ended. They’ll also be accountable to work with employees to increase their performance in the course of time. They could do this by developing programs for training that could help solve any problems that arise, and also developing a performance review system and keeping it. The programs must also include employee feedback as well as benefits and evaluation. Feedback is essential to enhance your programs for training and progression to make sure that it improves with each new employee.

Your HR manager must create and keep a file for each employee, in which you’ll store the information that you keep for every employee. This includes applications, resumes, pay information, evaluations as well as recognition or award forms and any other legal documents. These files should be kept in a safe location since certain of the information may be classified as confidential. They must be well organized to be easily available should an urgent business need necessitate the need to access a file.

Remember that a medical dossier is something that your HR manager needs for each employee. And this should be kept separate from the employee’s file mentioned earlier. All information regarding the employee’s health or medical concerns should be kept in the medical file of their employer, which could include the insurance application, notes from a doctor or disability records, and many more. The files should also be protected and should not be accessible to everyone except the business owner, especially if you’re operating an unassuming company.

Are you interested in finding out more? What better way to learn than to take an online Beginning Your Own Cleaning Business course?

Payroll and Wage Laws

Your HR manager must research or be aware of laws of the federal and state legislatures regarding wages for employees so that you are sure that you’re in compliance with the law at each step. These laws deal with the amount of wages paid, hours worked, as well as overtime, just to mention only a few. You can learn about the specific laws of your state by going to the U.S. Department of Labor’s website.

Payroll can be a complicated procedure when you consider tax deductions and withholdings therefore if you’re not prepared to invest the time in making it work properly, it could be best to engage an expert. A lot of HR managers and companies prefer to outsource their tasks of payroll to a professional who is specialized in this area as it isn’t the primary goal for Human Resources typically. There is a bit of overlap, which means that HR managers will need to cooperate in conjunction with your department that you are outsourcing to. Both departments have access to employee records and confidential data, and certain areas of overlap include the process of hiring bonus, benefits and terminations.

Worker’s Compensation Insurance

Worker’s Compensation insurance is a particular kind of insurance for workers that safeguards workers legally. This will cover medical costs as well as wages should an employee be injured or ill while working. This will require many forms to establish this program however it’s worth it since there is always a chance of injuries to employees while in the course of their work. Since the state laws regulate the WCI program every state has its own rules and regulations. Examine the rules in your state to figure out what you need to do. Be sure all employees know about the advantages they can enjoy from this insurance. you can incorporate into the employee handbook.

Developing an Employee Handbook

A well-designed employee handbook contains many details that employees should be aware of and accept prior to beginning working for your company. The handbook offers an outline of the expectations of each employee, the manner in which employers will deal with problems, and additional details regarding the company. Making this information available to be used by employees will avoid confusion and establish the foundation of the manner in which the company operates. In this way the HR manager won’t be the only one who has to take decisions, but they are guided in the manual.

If you’re not sure how to start with the employee handbook, download a sample of the handbook on the Human Resource Management Society’s site. Take the time to look over some of the subjects that need to be addressed in the employee handbook.

  • Harassment, equal opportunity and Anti- Discrimination policy All business owners must follow the equal opportunity laws for employment that prohibit discrimination and harassment within the company, including those who are covered under the Americans with Disabilities Act. The handbook you choose to use should include an article on the laws in question to ensure that employees are aware of how they are required to comply with laws.
  • Standard of Conduct You must outline to your employees the manner in which they are expected to conduct themselves working, whether with customers or fellow employees. Because your employees are working in customer’s homes or at work, it is essential that they adhere to the standards of conduct you set that includes the way they dress and conduct at work.
  • Benefits for employees Let your employees know of any benefit plans that you’re implementing within your company, as well being aware of the requirements for eligibility. Do not leave out benefits that are legally required as well as offer additional options such as wellness and health benefits.
  • Policies for leave of absence as well as paid time off policies Describe your guidelines for different absences that can be paid time off for, like mother’s leave.
  • Security and Safety Let your employees be aware of your business’s guidelines to ensure safety and security in the workplace, and the laws they have to follow. In the Occupational Safety and Health Administration requires employees to report any incidents, injuries or safety risks at work. It is important for employees to discuss safety tips as well as any other pertinent problems as well. Inform employees on what is known as Worker’s Compensation Insurance and how it will help them in the event that they’re injured while on the job.
  • Payroll Explain what the process of paying your employees is, focusing on how deductions are used to pay federal and state taxes. Make sure to review the legal requirements regarding bonuses, overtime pay and other aspects concerning the compensation for employees.
  • Scheduling Your workers will wish to be aware in terms of how the scheduling system is going to function, and this should be something you’ve already considered prior to launching your business. In a cleaning-related business scheduling appointments and regular clients could require a number of different details to think about. It’s essential to develop an efficient system to keep on top of the schedule and inform your employees on what the procedure will be so that they are aware of what they can expect prior to when they get started.
  • There are numerous other guidelines and policies that you could include in your manual, so make sure to look up online handbooks that have sample details of all the common elements.A handbook for employees isn’t mandatory by law, however some of the policies described in it could be. It is a useful tool to help your employees and business when your company grows and expands. Even if your company is small, it may not have the need to create a manual for employees however, you could start to develop one prior to expanding.

Employee Relations

  • When you have employees in your business it is likely that there will be more problems and conflicts, and they should be addressed at HR. HR department. Because you’ll have employees who work in teams, which require teamwork and communication for success It is essential to settle any disputes. The HR manager is responsible for the task of addressing employee complaints, and then conducting an extensive investigation to settle the matter. The complaints could be small disagreements between colleagues or serious accusations against the proprietor of the company. Therefore, the HR manager has learn how to deal with a myriad of possible scenarios.


  • This is one of the disadvantages of being in HR, since the obligation to terminate employees within the organization falls to this department usually. When employees are slow on their job or the business must cut costs The HR manager may be the one to deliver the news to poor employees, based on the method that the company’s owner selects to handle the situation. They could confront angry and even angry employees since this isn’t an enjoyable thing for anyone to endure. Be sure your HR manager is in compliance with the laws of your state concerning termination and payment policies to ensure that each aspect of the procedure is fair and legal.
  • You can create a team effort or have only HR personnel present to help you in the procedure. Most HR managers has experience in guiding the discussion in order to minimize harm. 9Clear communication with employees is an essential aspect to avoid surprise firings since those are the times which result in angry employees as well as lawsuits. Make sure that your employees are aware regarding the behavior that can lead to their termination and give them ample warning should they be in the gray zone. Either they put their actions in order and make improvements to maintain your job. Or, you are required to comply with the guidelines in your employee handbook and terminate the employee.
  • Your HR manager must make the process of terminating employees as simple as is possible for the employee and allow them to leave in peace and dignity. Employees should not be in fear of losing their job However, they need to know that there will be consequences for bad behaviour or a lack of work ethic.

Practice Consistency

  • The consistency in your HR department is crucial. If you grant exceptions due to an employee’s behavior or request, you need to consider whether you’d make the similar exception to every other employee. If the request is against the employee handbook and you’re unwilling to change the handbook to allow it to be applied to all employees, then you must reject the request and provide a reason for the denial.
  • Should you and your HR manager are brand new to the field of Human Resources, there is an abundance of opportunities and resources that can assist you in understanding what the responsibilities of this job. Specific courses and training sessions that focus down on the specifics that comprise Human Resources can give you an understanding of the job and make you more at ease with your to perform your duties.
  • Human Resources is the Human Resources department is primarily focused on fostering the skills and potential of employees, which are an essential asset to your company. Employee satisfaction isn’t something to be ignored as Human Resources is responsible for taking care of and achieving this. The responsibilities listed above are meant to bring about an atmosphere of unity in the workplace and assist HR managers shape the atmosphere of the workplace. If you run a business that is cleaning there isn’t the same structure like a typical office however, you have to be concerned about employee satisfaction and ensure that your employees are working as a group. The efficiency and satisfaction of employees is crucial to deliver top-quality services to clients, and to ensure the success of your business. If you’re not hiring an HR manager when your company is still in its beginning stages It could be a thing you’d like to think about as your business grows due to the fact that each of these duties needs to be managed. As your business expands and you become the business’s owner, you aren’t able to fill this position therefore an HR manager may be an asset to help your business grow.


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