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All-4-HR & Business
Solutions, LLCThe Benefits of
Virtual Human Resource ManagersforSmall- Medium- Size Enterprises
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HR Management Services
Legal Compliance
Employee Relations
Labor Relations Compliance
Employee Retention
Talent Management
Execution of HR Key Metrics
Best Practices Implementation and Execution Effective HR Policies and Procedures
Aligning HR Strategies w/Finance, Marketing
strategies
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Human Capital Management
Human capital management is acompetitive differentiator.
Utilization of time-to-hire, cost-of-hire, andquality-of-hire are key recruiting metrics.
Costs must be measured throughout theprocess and optimized with the right
technology at the right location.
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Benefits of effective recruiting
Minimizes hard costs
Minimizes missed opportunity costs
of not having a position filled Improves productivity and longevity
Drives organizational improvements,productivity, and results
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Recruiting process overview
Candidates
VendorsClients
Recruiter (Team)
Candidate generation
Response management
Screen & select
Need definition
Hire
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1Candidategeneration
2ManageResponses
3Screen &Select
Cumbersomeonline forms
High volume
Manyformats
Non-resumes
input
Hardto search
Hardto exchange
output
Recruiting process bottlenecks
Recruiting process are conceptualized to organizational needs
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Stigmas of Small Business HR
Small businesses.We have Our Own Policies
NO need forHR Managers/Departments.
NO need forEmployee Handbooks
NO need toadhere to recruiting process
NO need forjob descriptions
NO need foremployee training/development HR Audits do nothappen small businesses
Whatis ROI?
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Stigmas about HR Tools/Metrics[CONTINUED]
The ROI models are theoretical.
Models are too complex and take too
long to complete. Models do not use real client data.
Models fail to address the critical businessissues of executives in client organizations.
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Key metrics to monitor and track
[Time-to-hire][The total time required for hiring.]
[Quality-of-hire][How satisfied an organization is with a hire.]
[Number of vacancies outstanding][The total number of job vacanciesthe company has.]
[Cost-per-hire][The total cost associated with a givenposition and hire.]
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Key metrics to monitor and track
[Longevity-of-hires][How long new hires stay with the company.]
[Recruit source effectiveness][The effectiveness of each source the
company uses to generate candidates.]
[Time-to-productivity][The time it takes for a new hire to becomeproductive in their new role.]
[CONTINUED]
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2012 Best Practices
Legal Issues Related to Workplace Wellness
Programs
Classifying Employees
Identify Theft
Social Media
Environmental Responsibility
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2012 Best practicesfor recruiting process
[Issue] [Best practices to improve recruiting process ROI]
[Cumbersomeonline forms]
[Implement electronic rsum processing to speedonline applications through process.]
[Standardize rsum data extraction to optimize effective
data integration, exchange, and search applications.]
[Do not allow upload of rsumthis has to occur in orderfor data extraction technology to be optimized.]
[Large rsumvolumes]
[Implement electronic rsum processing to speed onlineapplications through process.]
[Utilize common data formats and database schemas tooptimize data usage and value.]
[Utilize technologies to process rsums effectively andefficiently through internal resources.]
[Many formats] [Utilize technologies that accept and process multiplersum formats and languages.]
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Best practicesfor recruiting process
[Issue] [Best practices to improve recruiting process ROI]
[Understandingthe process]
[Interview people involved in the recruiting process tounderstand the entire recruiting process.]
[Offer models that can be modified to gain a clear picture.]
[Offer solutions that optimize the process and, hence, ROI.]
[Numbers notbelievable]
[Develop before-and-after studies with customers as partof the justification process.]
[Use study results as part of an aggregate data offering.]
[Tools to helpexecutives
sell]
[Use executive contact to understand key business issues.] [Create and offer logical ROI models that allow
clients to enter their own data and determine the resultingimpacts.]
[Provide models in word-processed or spreadsheetformats.]
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Best practicesfor Employee Engagement
[Issue][Best practices to improve employee engagementROI]
[AssuringEmployees are
Appreciated]
[Employee Recognition: Recognizing employees withAbove and Beyond Awards.]
[Creating aprideful
workplace]
[The Golden Rule: Creating a workplace that employeesare proud to be a part of. Treating others the way youwould like to be treated.]
[EngagingEmployees]
[Creating and maintaining communities of employees thatwork together.]
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All-4-HR & Business Solutions, LLC
April D. Halliburton
Your Virtual HR Manager
BA, Business Mgmt
MBA, Strategic Mgmt/
Human Resource Mgmt
Doctoral Candidate,
Organizational Mgmt/HRM
10+ Labor/Employment Law
20+ Legal Experience/Executive
AdministratorSmallmedium- size
Enterprise Building StrategicHR
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Strategic HR for Small- Medium- Size Enterprises
mailto:[email protected]