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People Health Audit
Frank Newman, C.H.R.L.
Newman Human Resources 35 years HR experience Finance Industry, Pharmaceutical
Manufacturing, Semi-Conductor, Oil & Gas
Hired 300 people in 18 months Plant Start-ups and closures Jan Arden/Colin James Millennium
concert
Newman Human Resources Recruiting, compensation, talent
management, HR systems, organizational change
Small businesses Start-up companies Fractional HR, special projects,
interim management “Mike Holmes” of HR
Learning Objectives for Today Strengthen your skills in managing
the People side of your business:
Annual HR physical People Health Audit
Topics for Today Key elements of success for small business in
HR
Review of People Life Cycle
Understanding HR needs based on maturity (or immaturity) of your business
Conduct a People Health Audit
How to build a continuous People Improvement Plan
Why People Leave Companies1. Compensation2. Interesting work3. Boss4. Lack of Recognition5. Poor communication 6. Lack of freedom7. Business Culture8. Co-workers9. Working conditions
Defining Your Environment Leadership style Business Mission & Vision How Jobs are designed HR Policies and practices Working conditions Business Culture & Behaviours
What is Employee Engagement? When employee are committed to your business
and recommend it to others Say
When employees are invested in the future of their business and want to help it succeed. Stay
When employees feel positive about their business and want to perform at their best every day Strive
3 Functions of Leaders
Know your process
Know your people
Improve both
Know your PeopleUnderstand & connect:
Do I genuinely care about each person on my team?
Do I make an effort to get to know them? Do I demonstrate care and concern
through my day-to-day interactions with them?
Do I take the time to start conversations with my team members?
Know your peopleLink your business to your
people
How is their work valued by the business?
Share business visions and progress Regular communications Celebrate successes
Know your PeopleCoach your people
How is your progress on your task? What can I do to help?
What is the biggest challenge you are facing right now? What can we do to resolve it?
What solutions have you considered? How will taking these actions make a difference?
Know your PeopleSupport their development:
Provide regular feedback Provide opportunities to learn Encourage them to take initiative Reward success
People Life Cycle
HR Needs based on business maturity
Start-Up
Business CulturePeople StrategyPolicies (Compliance)CompensationRecruitingBasic Training
Evolving
CoachingPerformance ManagementDevelopment Leadership Training
Mature
Succession planningRenewal
Common People Challenges for Small Business Attracting & retaining talent Performance Management
Increasing performance Resolving Conflict
Compensation Compliance with policies Other challenges?
People Health Audit
Leadership People Strength Customer
Relationships People Planning Compensation Recognition
Recruitment & Interviewing
Onboarding Performance
Management Coaching Learning &
Development Communication
People Health Audit - Leadership I acknowledge my people regularly I regularly look for ways to make the
work more interesting I provide freedom for my employees to
act and make decisions I ask for feedback on my performance I am always conscious of how my
attitude impacts my people
People Health Audit – People Planning I plan regularly for People Needs I anticipate my staffing needs for
the next 3, 6, 12 months I never lose productivity due to
staffing gaps I have succession plans for key
roles and people I know my people risks and have
plans to manage them
People Health Check - Recruiting We know how to interview
effectively We know how to ask the right
questions from a Human Rights perspective
Candidates are clear on what we offer as an employer
My people are clear on what we offer as an employer
People Health Audit - Compensation My compensation is competitive and
allows me to attract the right people I conduct regular salary reviews My people know when I will be
reviewing their salaries I have the right incentive plans in place
to reward performance and behaviours I make use of non-monetary tools to
reward people
People Health Audit - Recognition Do you formally recognize service
anniversaries and other significant events?
Do you regularly practice informal recognition?
Do you allow your supervisors to recognize people “on the spot”
Do you encourage your people to recognize each other?
Do you celebrate business achievements?
People Health Audit – Contracts and Contract Employees Do you have signed contracts for all
employees and contractors?
Do your contacts contain: Confidentiality Intellectual Property Notice periods Post-employment obligations Acceptable standards of conduct Non-disclosure
People Health Audit - Onboarding We have a standardized on-boarding
process We use employee mentors to speed up
with on-boarding process We instill new employees with a sense
of pride our business We provide clear “navigation” tools for
employees New employees have a chance to meet
the senior managers
People Health Check – Performance Management Do you conduct regular
performance reviews with all employees?
Do they have clear performance objectives or metrics?
Do you feel comfortable dealing with poor performance?
Do your supervisors know how to deal with poor performance?
People Health Audit - Learning & Development I have current training plans for all
roles My business has a culture of
learning from mistakes My people know how they can
develop I provide support for additional
development I can develop people without
spending money
People Health Audit - Policies My People policies are effectively
documented and communicated I review them on an annual basis I kept aware of changes to
legislation that may impact me I have policies that I know are out
of date
People Health Audit - Terminations
Do you have a performance management process that addresses performance and conduct issues?
Do you have a standard practice for handling employee terminations?
Are you getting the best legal counsel before terminations?
Do you have a process for communicating terminations?
People Health Audit - Communications Do you have regular people
communication sessions? Are you/r leaders accessible and
visible? Do you regularly invite feedback,
both formal and informal?
Continuous People Improvement Plan Annual SWOT Update Employee Survey Communications Feedback Listening Engaging the team Share the results
Common Legal Issues facing Small Business Inappropriate terminations for just
cause Ignoring workplace harassment
including bullying Terminating sick or injured
employees Calling someone a contractor when
they are really not Overlooking employment standards
legislation
Where Small Business typically needs HR expertise Compensation Legal Compliance Safety & Health Motivation Terminations
Conclusion
Engagement is $$ money $$
Be conscious of your role as a leader every day
Use best HR practices every day
Know when to ask for help
Thank You!