September 19, 2025 • 14 mins
Join Manya Shukla’s show to learn about latest trends on HR and on Personal growth
This show is titled
‘’Mistakes of HR Manager”
Radio.NewHeightsEducation.org
Info@NewHeightsEducation.org
Sources:
https://www.insperity.com/resources/guide/7-most-frequent-hr-mistakes-and-how-to-avoid-them/
https://www.shrm.org/topics-tools/news/hr-magazine/10-biggest-mistakes-new-hr-professionals-make
https://hrforhealth.com/blog/hr-mistakes-healthcare
https://www.workwithhrm.com/wp-content/uploads/2024/01/4-2019-Top-10-HR-Mistakes-and-How-to-Avoid-Them.pdf
Become a supporter of this podcast: https://www.spreaker.com/podcast/new-heights-show-on-education--4114185/support.
This show is titled
‘’Mistakes of HR Manager”
Radio.NewHeightsEducation.org
Info@NewHeightsEducation.org
Sources:
https://www.insperity.com/resources/guide/7-most-frequent-hr-mistakes-and-how-to-avoid-them/
https://www.shrm.org/topics-tools/news/hr-magazine/10-biggest-mistakes-new-hr-professionals-make
https://hrforhealth.com/blog/hr-mistakes-healthcare
https://www.workwithhrm.com/wp-content/uploads/2024/01/4-2019-Top-10-HR-Mistakes-and-How-to-Avoid-Them.pdf
Become a supporter of this podcast: https://www.spreaker.com/podcast/new-heights-show-on-education--4114185/support.
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:42):
Good eving everyone. Welcome to the new Heights Show on education.
My name is Manya Shukla and you are with me
on the another episode of Embowering HR within the Workforce.
You'll go to podcast for the ever evolving word of HR.
This podcast is the way of sharing insights on building
a more effective and efficient workforce while also focusing on
(01:06):
your personal growth. If you tune into our previous episode,
thank you so much for your support. We talked about
silent treatment. If you missed it, be sure to check
it out. My dear listeners. In my previous episodes, I
(01:29):
have shared various reasons and importance of HR manager at
the workplace, be it your business goals or your mental
health at the workplace, HR place a crucial and beneficial role.
But let's not forget that every role can make mistakes
(01:49):
and so does and so can every human being. So
in today's episode, we will see what are the mistakes
that HR manager make which is not like, which are
not good for the employee and those mistakes are not
(02:09):
good for the organization as well. Before starting, I would
like to mention that for this episode, I took the
help of Institute dot com HR for Health work with
HRM dot com and SHRM to gain the insights about
this topic. I have mentioned the link in the description.
(02:36):
So let's see. The first mistake is inadequate outdated employee handbook.
So an employee handbook is the foundation of an organization.
It consists of policies, procedures, working conditions and expectations. A
book which contains all these things can be a very
(02:58):
good tool for conveying UH an employee about the environment
of the organization and and at the same time employees
boundaries as well. Like they can also understand what they
are not supposed to do in the organization. An employee
handbook can also act as a defense if there is
(03:20):
any employee lawsuit. So it is very important to keep
your keep your employee handbook updated. Do not go for
the template uh and do not take it take it.
Take these things like okay it will be uh. Do
not take these things uh uh lightly. Maintaining our employee
(03:43):
handbook is a very important thing for for the for
any organization. And do not forget to uh to take
employee signature once they read your employee hand book, like
during the onboarding process. When when we when we are
(04:06):
with our paperwork things. So hand the employee Handbook to
the employee and ask them, UH like and you can
tell them that go through the employee handbook, read all
the things, let me know if they like, Let let
the manager know, let the HR no if they have
any doubts. And once the employee has completed or read
(04:28):
the employee handbook, just take their signatures so that it
is a proof that Yes, employee has read the terms,
employee has read the policies, procedures, They do not have
any questures, they do not have any doubts, and it's
all good. So yes, do not forget to take employee signature.
(04:49):
Also it acts as a proof. The second mistake that
HR managers do is uh not maintaining employee data. So
uh when when I when I was, when I was
working as an HR assistant, maintaining employee folders, maintaining employee files.
(05:12):
Sometimes sometimes I feel like it's it's it's boring, it's
time taking, But I understand that it is important. It
is very important, and keeping employe data can help you
to aligned with the regulations. And HR managers should always
keep their employe data safely with privacy. UH and UH
(05:37):
handling these things or Mismanaging these informations is considered as
a bad HR practice. So handling your employee UH like
keeping your employee folder UH safely is the is the
is the utmost priority and even HR manager should also
(05:59):
should also track and not track. HR managers should also
document the UH the employee performance UH like UH performance
rating as well, like all the UH, whether the warning
is written, whether the warning is a verbal warning, the
(06:21):
employee should sorry. The HR manager should document each and
everything so that in the in the future, if they
if employee has any doubts regarding their ratings, if they
employe if employee has any like conflict or any any
gaps in the expectation UH, it can be easier for
(06:42):
the manager to communicate like where they where the mistake happened.
And keeping everything documented can also be It can also
give you a chance to have a structured communication at
the time when there is any any doubts or anything
UH any conflict. So keeping keeping everything documented with whether
(07:08):
it is personal information, whether it is information regarding the
performance it is it is important and UH so yes
you should. HR manager should always maintain their employee UH
employee data. The third one I have is outdated hiring process.
(07:30):
So like nowadays, companies are using different platforms and software
for the screening interview. So just stay up to date
and let your top management know about about the same
and try to implement in your company if possible. Do
not take hasty hiring decisions. Take your time. The goal
(07:55):
of the organization, the goal of the HR person is
not is not just to just to fill the position.
The goal should be to hire a person which is
who is a good fit for the position, and it
can take time. So the so the h manager should
(08:16):
have like the it should not be they should not
take a hasty decision because let's understand, if you will
hire someone who is not a good fit, then after
that employee leaves, you will again have to start from
the beginning, which will increase the hiding and the training cost,
and it will also increase your frustration. So take your time,
(08:38):
have patience and keep looking for the right person. Now,
before we move to our next next point, let's take
a quick break. We will be back soon.
Speaker 2 (08:51):
Are you enjoying the on education? If you love our show,
please consider working and following us on your favorite cast player.
To learn more, visit Radio New Heights Education dot org.
Or email us at info at New Highs education dot org.
Listen in on Wednesdays for Education in the News with
(09:13):
hosts pam La Clark at six pm and Fridays for
our Empowering HR and the Workforce with hosts Manyacukla at
seven pm. And don't forget to check out our organization's
website for the latest updates on courses, reading programs, comic books, magazines,
(09:33):
informational services and happenings for even to learn how you
can become a volunteer, consider donating to our calls at
www dot New Heights education dot org.
Speaker 1 (09:50):
Welcome back. So prior to the break we discussed we
discussed three hr HR mistakes, three mistakes that HR managers
do most of the time. Let's see what is the
first one? What is the fourth one? The fourth one
I have here is not providing good training to your employee.
(10:13):
So remember always invest in your employee, make them the
assets of the organization. Provide them enough training resources that
they can excel their skills and provide efficient results, and
provide help them help them to grow in the company.
(10:35):
Because when the employee will grow, when when the employee
will work in a good manner when they when they know,
like what is the best way in every situation, your
company will grow. So give them support, whether it's educational
or whatever like on the job training. Just just give them,
(10:58):
give them the support and let your employee grow in
the company. The fifth one is employment laws and regulation.
Keep up with the employment laws. This is very important
and maintain compliance. Ignoring these things can put the organization
in a difficult situation. And ignoring these things can also
(11:22):
lead to hefty penalties and it can also hamper the
reputation and the brand of the organization. The sixth one
I have here is poor communication. So communication, as I
mentioned earlier in one of my episodes, is very important
for any organization. Effective communication is very important for any organization.
(11:47):
Your communication should be clear and precise. Every employee should
know what they are expected to do and what they
are in terms of and where they are in terms
of their performance. To maintain a communication frame a like HR,
managers can frame a good organizational structure or they can
(12:08):
have UH. They can have you know, uh good policies
like UH like they can they can encourage they can
encourage managers on how to how to involve your employer,
your employees more uh in the tasks and how to
(12:29):
uh and how to how to make a good communication
with them. The last one I have here is stay
up to date with the technology. So get rid of
old software or just update all the softwareses uh, be
with the latest technolo, be with the latest technology. Train
(12:50):
your employees in such a way that even when they
appear for any other job interview, it should give the
other employee an impression uh that they are from a
good company and it should reflect it should reflect your
company as a good brand and it should uh and
(13:11):
it should been a good reputation. So stay up to
date with the tech. Uh So yes, so that's what
that That was all for today's episode. At last, I
just wanted to say that HR manager needs to be
like updated people focused and they should stay mindful uh.
(13:33):
So I hope you like this episode. Thanks again for
tuning in and have a great weekend. Thank you
Speaker 2 (14:01):
In US and take word in
Good eving everyone. Welcome to the new Heights Show on education.
My name is Manya Shukla and you are with me
on the another episode of Embowering HR within the Workforce.
You'll go to podcast for the ever evolving word of HR.
This podcast is the way of sharing insights on building
a more effective and efficient workforce while also focusing on
(01:06):
your personal growth. If you tune into our previous episode,
thank you so much for your support. We talked about
silent treatment. If you missed it, be sure to check
it out. My dear listeners. In my previous episodes, I
(01:29):
have shared various reasons and importance of HR manager at
the workplace, be it your business goals or your mental
health at the workplace, HR place a crucial and beneficial role.
But let's not forget that every role can make mistakes
(01:49):
and so does and so can every human being. So
in today's episode, we will see what are the mistakes
that HR manager make which is not like, which are
not good for the employee and those mistakes are not
(02:09):
good for the organization as well. Before starting, I would
like to mention that for this episode, I took the
help of Institute dot com HR for Health work with
HRM dot com and SHRM to gain the insights about
this topic. I have mentioned the link in the description.
(02:36):
So let's see. The first mistake is inadequate outdated employee handbook.
So an employee handbook is the foundation of an organization.
It consists of policies, procedures, working conditions and expectations. A
book which contains all these things can be a very
(02:58):
good tool for conveying UH an employee about the environment
of the organization and and at the same time employees
boundaries as well. Like they can also understand what they
are not supposed to do in the organization. An employee
handbook can also act as a defense if there is
(03:20):
any employee lawsuit. So it is very important to keep
your keep your employee handbook updated. Do not go for
the template uh and do not take it take it.
Take these things like okay it will be uh. Do
not take these things uh uh lightly. Maintaining our employee
(03:43):
handbook is a very important thing for for the for
any organization. And do not forget to uh to take
employee signature once they read your employee hand book, like
during the onboarding process. When when we when we are
(04:06):
with our paperwork things. So hand the employee Handbook to
the employee and ask them, UH like and you can
tell them that go through the employee handbook, read all
the things, let me know if they like, Let let
the manager know, let the HR no if they have
any doubts. And once the employee has completed or read
(04:28):
the employee handbook, just take their signatures so that it
is a proof that Yes, employee has read the terms,
employee has read the policies, procedures, They do not have
any questures, they do not have any doubts, and it's
all good. So yes, do not forget to take employee signature.
(04:49):
Also it acts as a proof. The second mistake that
HR managers do is uh not maintaining employee data. So
uh when when I when I was, when I was
working as an HR assistant, maintaining employee folders, maintaining employee files.
(05:12):
Sometimes sometimes I feel like it's it's it's boring, it's
time taking, But I understand that it is important. It
is very important, and keeping employe data can help you
to aligned with the regulations. And HR managers should always
keep their employe data safely with privacy. UH and UH
(05:37):
handling these things or Mismanaging these informations is considered as
a bad HR practice. So handling your employee UH like
keeping your employee folder UH safely is the is the
is the utmost priority and even HR manager should also
(05:59):
should also track and not track. HR managers should also
document the UH the employee performance UH like UH performance
rating as well, like all the UH, whether the warning
is written, whether the warning is a verbal warning, the
(06:21):
employee should sorry. The HR manager should document each and
everything so that in the in the future, if they
if employee has any doubts regarding their ratings, if they
employe if employee has any like conflict or any any
gaps in the expectation UH, it can be easier for
(06:42):
the manager to communicate like where they where the mistake happened.
And keeping everything documented can also be It can also
give you a chance to have a structured communication at
the time when there is any any doubts or anything
UH any conflict. So keeping keeping everything documented with whether
(07:08):
it is personal information, whether it is information regarding the
performance it is it is important and UH so yes
you should. HR manager should always maintain their employee UH
employee data. The third one I have is outdated hiring process.
(07:30):
So like nowadays, companies are using different platforms and software
for the screening interview. So just stay up to date
and let your top management know about about the same
and try to implement in your company if possible. Do
not take hasty hiring decisions. Take your time. The goal
(07:55):
of the organization, the goal of the HR person is
not is not just to just to fill the position.
The goal should be to hire a person which is
who is a good fit for the position, and it
can take time. So the so the h manager should
(08:16):
have like the it should not be they should not
take a hasty decision because let's understand, if you will
hire someone who is not a good fit, then after
that employee leaves, you will again have to start from
the beginning, which will increase the hiding and the training cost,
and it will also increase your frustration. So take your time,
(08:38):
have patience and keep looking for the right person. Now,
before we move to our next next point, let's take
a quick break. We will be back soon.
Speaker 2 (08:51):
Are you enjoying the on education? If you love our show,
please consider working and following us on your favorite cast player.
To learn more, visit Radio New Heights Education dot org.
Or email us at info at New Highs education dot org.
Listen in on Wednesdays for Education in the News with
(09:13):
hosts pam La Clark at six pm and Fridays for
our Empowering HR and the Workforce with hosts Manyacukla at
seven pm. And don't forget to check out our organization's
website for the latest updates on courses, reading programs, comic books, magazines,
(09:33):
informational services and happenings for even to learn how you
can become a volunteer, consider donating to our calls at
www dot New Heights education dot org.
Speaker 1 (09:50):
Welcome back. So prior to the break we discussed we
discussed three hr HR mistakes, three mistakes that HR managers
do most of the time. Let's see what is the
first one? What is the fourth one? The fourth one
I have here is not providing good training to your employee.
(10:13):
So remember always invest in your employee, make them the
assets of the organization. Provide them enough training resources that
they can excel their skills and provide efficient results, and
provide help them help them to grow in the company.
(10:35):
Because when the employee will grow, when when the employee
will work in a good manner when they when they know,
like what is the best way in every situation, your
company will grow. So give them support, whether it's educational
or whatever like on the job training. Just just give them,
(10:58):
give them the support and let your employee grow in
the company. The fifth one is employment laws and regulation.
Keep up with the employment laws. This is very important
and maintain compliance. Ignoring these things can put the organization
in a difficult situation. And ignoring these things can also
(11:22):
lead to hefty penalties and it can also hamper the
reputation and the brand of the organization. The sixth one
I have here is poor communication. So communication, as I
mentioned earlier in one of my episodes, is very important
for any organization. Effective communication is very important for any organization.
(11:47):
Your communication should be clear and precise. Every employee should
know what they are expected to do and what they
are in terms of and where they are in terms
of their performance. To maintain a communication frame a like HR,
managers can frame a good organizational structure or they can
(12:08):
have UH. They can have you know, uh good policies
like UH like they can they can encourage they can
encourage managers on how to how to involve your employer,
your employees more uh in the tasks and how to
(12:29):
uh and how to how to make a good communication
with them. The last one I have here is stay
up to date with the technology. So get rid of
old software or just update all the softwareses uh, be
with the latest technolo, be with the latest technology. Train
(12:50):
your employees in such a way that even when they
appear for any other job interview, it should give the
other employee an impression uh that they are from a
good company and it should reflect it should reflect your
company as a good brand and it should uh and
(13:11):
it should been a good reputation. So stay up to
date with the tech. Uh So yes, so that's what
that That was all for today's episode. At last, I
just wanted to say that HR manager needs to be
like updated people focused and they should stay mindful uh.
(13:33):
So I hope you like this episode. Thanks again for
tuning in and have a great weekend. Thank you
Speaker 2 (14:01):
In US and take word in
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