My Week as an HR Manager: A Weekly Report

My Week as an HR Manager: A Weekly Report

Monday: Recruitment and Onboarding

On Monday morning, I reviewed applications for our new software developer position. We received over forty CVs, so I spent several hours shortlisting candidates who met our technical requirements. By lunchtime, I had identified five strong applicants and contacted them to arrange interviews for next week.

In the afternoon, I conducted an onboarding session for two new employees who joined our marketing team. I explained our company policies, introduced them to their line managers, and helped them complete all the necessary paperwork. The onboarding process took longer than expected because one of the new team members had questions about our benefits package, particularly regarding our health insurance and pension scheme. I’ve always believed that a thorough first day makes new employees feel valued and sets the right tone for their time with us.

Tuesday: Employee Relations and Performance Issues

Tuesday was challenging. I received a resignation letter from one of our senior developers, which came as a surprise to both me and the Managing Director. I arranged an exit interview for Friday to understand his reasons for leaving and to maintain a positive relationship. Losing experienced employees is never easy for an SME like ours, where every team member plays a crucial role.

Later that day, I met with a line manager who needed advice on managing an underperforming team member. We discussed performance improvement strategies and agreed on a formal review process. Although these conversations are difficult, addressing performance issues early prevents bigger problems later. I also had to review our termination procedures because the line manager asked what would happen if the employee didn’t improve.

Wednesday: Compensation Review and Policy Updates

I spent most of Wednesday preparing a compensation review report for the Managing Director. We need to ensure our salaries remain competitive, especially in the technology sector where talented people are in high demand. I researched market rates and compared them with what we currently offer our employees. The data showed that we should increase salaries for our development team by approximately eight percent to stay competitive.

I also updated our remote working policy, which has become increasingly important since the pandemic. Several employees have requested more flexible arrangements, and as their employer, we want to support work-life balance while maintaining productivity. The new policy will be presented to the Managing Director tomorrow for approval.

Thursday: Recruitment Interviews and Urgent Matters

Today has been extremely busy. This morning, I interviewed three candidates for our marketing assistant position. One candidate stood out immediately – she had relevant experience and demonstrated excellent communication skills. However, before we can hire her, I need to complete reference checks and discuss the decision with the Marketing Manager.

This afternoon, something unexpected happened. A line manager reported a serious disciplinary issue involving an employee who had violated our data protection policy. I’ve spent the last two hours investigating the situation and consulting our legal advisor. Depending on the severity of the breach, we might have to fire this person, which is always the last resort. I’ve arranged a formal meeting for Monday morning to discuss the matter with the employee and give them an opportunity to explain.

I have also been dealing with recruitment administration today. I posted a new job advertisement for a customer service representative and contacted an agency about temporary staff for our busy season.

Friday: Plans and Priorities

Tomorrow, I’ll conduct the exit interview with the developer who has resigned. I want to understand whether his departure relates to compensation, management issues, or simply a better opportunity elsewhere. His feedback will be valuable for improving our employee retention.

I’ll also finalize the compensation review report and present it to the Managing Director. If she approves the salary increases, I’ll need to prepare letters for affected employees and update our payroll system. Additionally, I plan to complete the reference checks for our preferred marketing candidate so we can make a job offer early next week.

Finally, I need to prepare for Monday’s disciplinary meeting. I’ll review all the evidence, ensure we follow proper procedures, and consider all possible outcomes. Whether we decide to issue a warning or proceed with termination, we must act fairly and legally. As the only HR professional in this company, I’m responsible for protecting both the employer and our employees.

It’s been an intense week, but this variety is exactly why I chose HR management. Every day brings different challenges, and in an SME, you truly see the impact of your work on people’s lives and the organization’s success.