August 18, 2020 Changing Roles of HR Managers in the Drug Industry

The top 5 things every Human Resource Manager should know.

There is now more to the role of HR management software in the drug industry than just recruiting, firing, salary, compensation, and benefits. According to marijuana business daily, 2019 was an incredible year of massive growth for the drug industry; from the explosion of jobs to multi-state expansion, licensing, mergers and acquisition, more companies started creating best practices for retail and use of technology for stronger insights. There is now a lot of focus on job descriptions, engagement, employee eligibility, training, and employee retention.

However, these favorable advancements have come with various challenges for human resource managers. Their roles are changing, and they have to conform to market expectations. According to a survey by Harvard review, the largest challenge of human resource managers was how to manage the scaling workforce and also meet the constant change in the industry. Due to these changing roles, here are the top five tips and tricks, every human resource manager should know. Read on!

1. Have a Concise Job Description

The drug industry is different from all other industries, primarily because of its legal complexities. Since cannabis has many complex regulations, every company has to adhere strictly to these regulations, and all employees need to know about them. It is now your duty as an employer to develop and implement the necessary company policies so your employees can know what to do and what they should not do.

Therefore, when hiring, have a training plan for all your prospective employees, so they can fully understand how these regulations work. Make sure they pass a hair follicle test and post job descriptions so every employee will be aware of his or her role, specific boundaries, and legal limits. For documentation, make digital copies of all the important documents for your employees. These documents should be accessible through their emails.

2. Know What You Want

When it comes to hiring people in the drug industry, it is more than just filling a void. When you do this, it might end up being a disaster. You must know what you want from your employees and the type of skill set they must possess for the expansion of your cannabis business. You need to know the kind of person that will fit in best. This makes the earliest stages of your recruitment process very important. Communicate what is expected of every candidate that applies. Even before you post a job advertisement, it is vital to point out what you are looking for or what the candidate should bring to the table. Vague goals will lead to unclear job descriptions and misunderstandings.

3. Hire the Best

It is a common thing for human resources managers in the cannabis industry to only hire friends they can trust. It is always tempting to hire your best friend, cousin, or even your favorite sibling. But this is unprofessional and not a wise decision. There is likely going to be a lot of skill mismatch and over-familiarity. Have a diverse workforce that can bring their different perspectives, backgrounds, and life lessons along with their skill sets. Ensure you always hire the best candidates, someone with the best qualifications

4. Earn Employees Respect and Retention

Whether you are just starting your cannabis business or you have been in the business for a long time, employee retention should be at the top of your mind. Minimize turnover and maximize the productivity of your employees with a rewarding internal culture than encourages employees to stay with your company.

Turnover is expensive. If you are going on a hiring spree, you cannot afford to see your employees leaving for better opportunities. Therefore, reducing your turn over and employee retention helps you to earn more profit.

So, how do you earn employees respect and boost retention? Most employees desire the opportunity for professional growth and a place where they can make a difference. Here are some tips to help you out:

• Job training
• Employee professional development
• Open means of communication
• Periodic reviews
• Effective communication of the company’s culture like teamwork, product excellence, unity, and work-life balance
• Creating an employee handbook that showcases your values and company’s perks

5. Create Compelling Compensation for Your Employees

Cannabis companies need the best employees, and the best way to attract them is by using compelling means of benefits and compensations. Benefits like health insurance, direct deposit, worry-free management, competitive benefits packages, and other perks are ways to compensate your employees. You can also decide to pay their salary by hourly rates. Doing this will not only attract the right talent, but it will help in retaining quality employees.

Irrespective of your company size, location, and length of operation, you should have a great benefits package for your employees.

Conclusion

The drug industry is going through an expansion, which means competitiveness is getting really tight. The most important thing is knowing what you want in a candidate. Lastly, ensure you hire nothing but the absolute best!

Mary Walton is a professional editor, content strategist and a part of gahmj team. Apart from writing, Mary is passionate about hiking and gaming. Feel free to contact her via Facebook.

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