As the business grows, the needs for employees arise. This is important as it enables an easier environment to run the business while attending to a larger clientèle.

Growth in business is the most desired factor. What started as a small business grows to a large enterprise and this creates the need for an environment that befits the new business size.

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Learning how to engage and relate with employees is key to the successful running of the business. Here is a list of 9 tips that you require as a first-time employer.

1. Employment Contract

Before engaging an employee, it is a requirement that the duties and responsibilities, terms of employment and other issues that define your relationship be stipulated.

A legal requirement in most jurisdiction, as an employer, you must identify the available duties for which employees are required. This will help define the type of employees required and the terms they will be accorded.

Employment contracts are designed on different platforms. Common arrangements include:

• Full-time – This is an arrangement where the employee is offered employment that will last to retirement, dismissal or termination for other reasons.
• Part-time – Some employees may have other engagements and hence available for a few hours. A part-time engagement is made on the basis of available hours.
• Interim – Graduates and new employees are offered employment for an agreed period of time mostly to gain experience.
• Hourly contracts – This is designed for special activities that arise at diverse times. The employee is called upon when needed and paid on hourly basis.

2. Registering As an Employer

Authorities always require certain contribution to be made by employers. As a new employer, you have responsibility to ensure this is adhered to as per the stipulated requirements.

Registering with authorities is therefore important and gives the employees access to the services available through various employee schemes.

3. Create Employment Policies

Every business operates in its own accord. There are guidelines that relate to how different practices should be undertaken.

Employment policies act as a guide on how the employees once engaged should conduct their activities and duties awarded. Guidance from labour organizations and other institutions that deal with employee’s rights and privileges is also important.

This ensures there is less conflict of interest with employees on their rights and other issues and in such way ensure a smooth cooperation and better working conditions.

4. Health and Safety of the Employees

Though this may not be expressly stipulated in the regulations when registering your business. You are always responsible for the employee’s safety and health while they are under your command.

For this reason you need to consider having in place safety installations installed within the working premises. This should be enhanced by having a reliable trainer who will take the employees through an extensive training program on safety measures and precautions in the workplace.

Other than ensuring these measures are in place, it is important to identify reliable programs to enrol the employees for health and insurance needs.

Though they may sound as an extra expense to your small business, they come in handy in the event one of your employees falls sick while at work or an injury or accident happens at the workplace.

5. Conducting Interviews

Before engaging any employee, you need to know what they have to offer to your business. This entails understanding the employee capabilities alongside the business needs.

Conducting interview is the most ideal way to ensure this is done effectively. As a new employer, using the services of employment agencies and consultants maybe more ideal to find the suitable candidates.

6. Eligibility to Work

Despite being qualified to offer the required services to your business, as an employer you must ascertain if the employee is eligible to work in your area.

Different jurisdictions set terms and condition to foreigners and immigrants including application of work permits alongside other legal documents.

In such way, the registered worker is covered by the governing authority in aspects of law and employee rights among others.

It is important to liaise with relevant departments and ensure all immigrant employees are registered otherwise you might be liable for a fine or other punitive measures.

7. Induction and Training

While the employees you engage maybe trained and experienced in the required field, your business operates in a different way.

The new employees will require to understand the mode of operation and in such way ensure they adhere to the set company policies and practices.

An individual with in-depth knowledge of you small business, growth, development goals and all other factors should be engaged to conduct the training.

8. Create Communication Channels

New employees easily adapt to the existing channels. Before you engage them, ensure there are adequate communication channels that will enhance better exchange of information.

9. Undertake Background Checks & Research

Extensive understanding of employee requirements is essential. This comes alongside knowledge on the most appropriate and effective system to ensure they work in comfort.

Researching on other organizations within your area of operation, employee organizations, legal and local authorities always provide with information on the best ways to handle and stipulated requirements through which to engage the new employees.

Conclusion

Employees in business are important. The need to have them comes with experienced growth and in such way they require to accelerate the same.

However, they must be provided with the right environment that will ensure they are able to perform and deliver as required.

Moving from a small business to an establishment that requires employees is always a great step in business and in such way due process must be followed in hiring the employees.

As a new employer, always seek assistance from authorities, peers and consultants to ensure you have the information and knowledge required for the employment process.