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HR Set-Up

Establishing effective people management practices, HR functions and systems aligned with business operations, strategy and objectives can create competitive advantage and drive desired results and behaviors. The following is an overview of items that should be setup when creating your HR department. HR Service, Inc. helps clients build the following HR infrastructure foundation to engage employee talent, execute business strategy and maximize employee resources. HR PERSONNEL Competent HR personnel to handle administrative, functional and strategic HR needs. Administrative HR person to handle multiple projects and fine details related to hiring, benefits, payroll and terminations. Functional HR support for key functions including: recruiting, staffing, compensation, benefits, employee relations, training and guiding key employment decisions. Strategic HR support to align people management practices with business strategy, coach/train leaders, direct HR function implementation, guide employment policies and legal compliance. STRATEGIC ROADMAP Compelling business mission, vision, values, strategy, and objectives to guide practices, behavior, results and people resources. Executive team defines business purpose, vision and values. Executive team defines business strategy needed to achieve purpose and vision. Executive team defines objectives and plans needed to achieve strategy. COMPLIANCE & SAFETY Legally compliant practices and a safe work environment. Identify applicable employment laws and evaluate current practice and compliance needs. Define compliance risks and opportunities for improvement, along with correction plans, actions and priorities. Create employee policies, procedures and practices that ensure compliance, reduce risk and implements use of good practices. Create leader guidelines for all employment practices like hiring, pay changes, terminations, performance reviews and corrective actions. Train leaders in compliance, documentation, safety and complaint response. Train leaders in desired employment guidelines and practices. PEOPLE PLACEMENT Staffing and planning systems that ensure the right person is in the right place when needed. Create job descriptions that clearly define hiring criteria (Knowledge, skills, abilities, personality traits, qualifications, experience, training and education). Define recruiting approach to attract and find employees. Create job announcements for various recruiting types. Create targeted behavioral interview questions for each key position.

Train all individuals who interview in the "dos and don'ts" of interviewing, behavioral interviewing and selection. Create selection techniques for commonly hired positions. Establish procedures for new hire approval, pay determination and employment offers. Define how to determine initial pay offers. Create offer letter template Define new hire paperwork requirements and create checklist. Create a new hire orientation system that communicates culture, clarifies expectations and gets employees up-to-speed quickly. Define career tracks and requirements to advance. Identify key positions that require succession planning for needed development. Establish succession and development programs for targeted individuals. SYSTEMIZATION The use of best practices for all functions and positions performed consistently throughout the organization. Design the organizational structure and workflow processes that support company strategy, drive efficient operations and effectively utilize people resources. Align HR functions, tools, coaching and support to execute strategy, solve departmental challenges and support goal accomplishment. Establish employment and operations policies and procedures guiding practices, behaviors and decisions. Create a system utilizing employees that promotes continuous improvement in service, productivity and products. Create job descriptions clarifying roles, responsibilities, duties and tasks performed by each employee. PERFORMANCE & ACCOUNTABILITY Clear performance expectations, a tracking system and feedback process for the company, work teams and individuals. Define key performance indicators and expectations for each position. Create a performance appraisal system for individuals, and work teams that include measurement of results, achievements and behaviors. Establish individual and team objectives that support business objectives. Establish an employee performance score-keeping and feedback process (at least quarterly). Establish corrective action guidelines. Establish methods of recognition and reinforcement to drive desired behaviors and outcomes (e.g. rewards & recognition program). Establish a pay system that is competitive with the market, is internally equitable, is perceived as fair and rewards desired results and behaviors. Set pay objectives and strategy Establish pay procedures Establish pay ranges for each position (min, mid and max) based on market survey data Establish bonus and incentive programs Establish competitive and cost-effective benefit programs

EFFECTIVE CULTURE A positive and productive work environment where employees exhibit company values, execute company strategies and achieve objectives. Establish means of communication of company operations and strategy (meetings, newsletter, etc). Identify and resolve conflict, stress and morale challenges (opinion surveys, focus groups, one on one, etc). Train leaders to involve employees in decisions that affect them, to encourage team work, to encourage creativity, and how to engage and motivate employees. Train all employees in appropriate workplace behavior, avoiding harassment, being respectful and working with a diverse work group. SKILL DEVELOPMENT Highly skilled employees and leaders matching the needs of the organization with systems of continued learning and growth. Define knowledge and skills needed for each position. Define on the job training needs for each position and how training will take place. Create a mentoring program for more experienced employees to train and work with less experienced employees. Conduct a training needs assessment to identify training needs. Create or outsource to obtain critical training for employees. Create internal trainers Identify outside training resources. Establish training expectations and time lines for completion. Create a certification and training record keeping process. HR FUNCTIONS Create and implement state of the art processes and techniques for the following HR functions: Recruiting, Selection, Hiring & New Employee Orientations Compensation, Rewards & Benefits Performance Management and Assessment Employee Relations Training & Development Safety Programs and Worker's Compensation Claims Personnel Records, Documentation & File Management Leave Program Management Grievances, Corrective Actions and Terminations Management Coaching on Employment Practices, Corrective Actions & Employee Relations Issues Competent, caring leaders who coach and guide individuals and teams towards desired results and behaviors Training and development programs that meet organizational and people objectives

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