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Table of Contents

Lead Story

ISOs no longer need bank sponsorship in Europe: Are you ready to go?

Caroline Hometh
RocketPay LLC


Industry Update

Fitzsimmons leaves First Data for Cynergy Data

FBI warns banks of new cyber threat

InspirePay's new way to pay

Fiserv sues FIS over alleged patent infringement

Trade Association News


An interview with Kevin Smith

Ken Musante
Eureka Payments LLC

The business of being social

Research Rundown

Meet The Expert: Alan Kleinman

Selling Prepaid

Prepaid in brief

Gift cards reinvigorate ATM channel

The slam dunk of stadium cards

David Parker
Polymath Consulting


Prepaid opportunities ahead

Patti Murphy
ProScribes Inc.


Street SmartsSM:
Hard lessons and easy pickings

Bill Pirtle
C3ET Credit Card Consortia for Education & Training Inc.

You're never too small for an HR department

Alan Kleinman
Meritus Payment Solutions

Durbin - the aftermath

Adam Moss and Jeffrey Shavitz
Charge Card Systems Inc.

Skimming through the holiday season

Nicholas Cucci
Network Merchants Inc.

Riding the POS life-cycle wave

Dale S. Laszig
Castles Technology Co. Ltd.

Company Profile

Alpha Card Services Inc.

New Products

Next-gen reader expands mobile

ROAMpay G3X Swipe
ROAM Data Inc.

An open SDK for mobile payments

Pay Anywhere SDK
North American Bancard


Belief makes dollars and sense


10 Years ago in
The Green Sheet


Resource Guide


A Bigger Thing

The Green Sheet Online Edition

January 23, 2012  •  Issue 12:01:02

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You're never too small for an HR department

By Alan Kleinman

You have big dreams, and your vision statement says so. Your team knows what you mean by innovative, advanced, consultative and winning, right? Well, you've told them a million times, but your passion and motivation are not reflected in the workplace. These words are empty promises if your company's employees don't believe them. Entrepreneurs are typically idea people. They have the confidence to conceive of an idea, but may not have the discipline to carry it out. Investing in better technology and focusing on streamlining operations are fine. But the execution of business objectives may be missing a key component: human resources (HR).

Once an operation expands beyond the idea person, the key to success is the team and each team member. An HR professional can make the vision tangible and rewarding for the staff. Employees' skills and behaviors, coupled with the company culture, affect the ability to execute processes and deliver products and services.

If you're a small business dreaming about becoming big, you need to start thinking strategically about human resources. Paradoxically, HR can be even more critical for small businesses, because one rogue employee can ruin a small organization culturally and financially.

An effective HR professional can drive business growth by coaching and developing the management team to realize a vision and helping mid-level employees engage in their jobs and realize the importance of their contributions. Human resources affects business on all levels. Investing in this department helps businesses strengthen and grow.

How many HR pros are enough?

Every business has a unique style, culture and approach to achieving strategic objectives. HR management should reflect this uniqueness, which influences the number of HR professionals you choose to employ.

Every organization needs at least one HR professional to help determine and/or carry out all the decisions, strategies, principles, operations, practices, functions, activities and methods related to the management of people.

Maybe your accounting department or an administrative assistant is handling HR, or you've grown big enough to hire outside consultants. This is sufficient for employment compliance purposes for up to 15 employees. But this as-needed arrangement addresses only administrative needs or puts out the occasional fire. An HR professional on staff ensures that you have a proactive business partner to help craft your culture, hire the right individuals, and maintain compliance with state and federal laws.

Human resources can and should go beyond administrative duties, payroll, unemployment compensation, tax compliance and administering benefits. HR's commitment to the development and well-being of individual employees naturally lends itself to ensuring business goals are effectively communicated across all departments.

Chief responsibilities of the HR department

Here are some HR disciplines important for achieving business objectives:

What we've learned

Here at Meritus, we are fortunate to have experienced year-over-year growth in number of merchants and processing volume. But like any growing company, we experienced bumps in the road. By establishing an HR department, we have laid the foundation for meeting business objectives in a way that is meaningful for every employee.

By attracting the right candidates, developing them professionally and personally, and maintaining open lines of communication, we've created a team that has one vision in sight. The implementation of HR results in growth, satisfaction and achievement for both the company and individual employees.

Alan Kleinman is the Principal of Meritus Payment Solutions, the leader in advanced global transaction processing. With a client-first mentality, Meritus provides a breadth of payment and transaction processing solutions that include mobile, credit and debit cards, gift and loyalty cards, electronic benefit transfer, automated clearing house, Check 21 and more. Contact him at or 888-851-7558, ext. 141.

Notice to readers: These are archived articles. Contact names or information may be out of date. We regret any inconvenience.

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