When do you usually recognize that your HR team needs to be improved somehow (or established)?

For example, when you need more workers suddenly (due to company improvement or another project won), therefore, the administration tasks being even too much get out of hand for our colleagues even more.

Different legal liabilities and deadlines drawn up in the internal codes are outstandingly important for the company managers/owners. Your colleagues may easily forget some deadlines, resulting in serious damages to the company. How can you “not forget” deadlines?

For example, if the superior is not fully satisfied with someone on probation and the company is about to dismiss them the next day. Now, this is a bit more difficult, but of course as the saying goes “everything is possible”, but it would have been simpler for everyone if any issues would have been discussed after the probation period. The simples solution for this problem is if both the manager and the HR colleagues are informed on the expiry of XY’s probation in 1 week or in 1 day (via e-mail, sms, or anyhow).

How different tools are registered at Your company? Who took what and when and why? XY took his laptop, but not the car charger for the laptop, etc. Is it possible to exactly find out what is taken by whom, and which tool is taken by whom and on what conditions? Tools may cover anything necessary for everyday work (e.g.: laptop, cellular phone, car, access card, etc.

In case of dynamically changing companies even the organizational structure may be changed frequently, new groups may be established or changed, new heads, deputy heads may be appointed, etc.

Are all managers at Your company always aware of how many people work under them (directly or indirectly)? How many people are there in each group? Who is the actual head of group X, and who substitutes him during holidays (even if no deputy head is appointed)?

https://www.hrcentrum.com/ 

if you are interested in , watch the short presentation on the website