Formalizing HR practices for modern farm management

Human resources management practices are common in off-farm businesses but are less likely to be in place on farms. There is, however, great value in having formalized HR practices for farm operators.

From a farming perspective, HR can be thought of as a skillset that facilitates people management.

Viktoria Schuler, project manager of HR services with the Canadian Agricultural Human Resource Council (CAHRC), attends numerous HR workshops and conferences every year and observes that not many farm operators attend.

“Usually in agriculture, you start thinking about HR when your worker doesn’t show up or when you have a crisis and you ask, ‘What can I do? I have nobody to run my combine today,’” she says.

Although HR practices are uncommon for family-run farms, they can be beneficial when managing anyone – family included. HR can be especially helpful if the operation grows larger or a family member quits or retires.

Recruitment and retention practices

HR practices can prove extremely valuable in hiring employees with the necessary skills and experience by ensuring they’re a good fit.

An HR consultant can help identify the positions needed, write job descriptions, place job advertising, screen applications and conduct interviews, Schuler says.

Consultant Erin Duquette says labour management is a huge piece of HR as farms may require a significant number of workers, especially during planting and harvesting seasons.

“HR professionals can help manage the hiring process and ensure the farm has an adequate workforce with the right skills and experience,” Duquette says, adding HR can also assist with labour planning throughout the year.

Once you’ve hired your employees, the next step is thinking about retention strategy, and usually, compensation and benefits tops the list, Schuler says.

“How to build your pay structure – would you include a bonus? Do you pay for holidays or not? Do you pay overtime?” Schuler says these are all important things to consider. Also on that list are benefits like dental insurance and additional disability insurance.

HR can also play a vital role in performance management.

“What happens if your employee is not doing the job you expected? Is it because the initial recruitment went wrong? Or is it that you’re not giving proper instructions?” Schuler says.

Read More