“WE NEED HELP WITH OUR HR” Some considerations in “managing” HR when you are too small to afford an HR Department Marguerite Orane & Associates Marguerite Orane & Associates www.margueriteorane.com
May 27, 2015
“WE NEED HELP WITH OUR HR”
Some considerations in “managing” HR when you are too small to afford an HR Department
Margu
erite Oran
e & A
ssociates
Marguerite Orane & Associates www.margueriteorane.com
CHALLENGE WITH SMALL, RAPIDLY GROWING FIRMS: Everyone focused on growth Staff size growing rapidly People are “managed” haphazardly and ad hoc
NB: People are a long term commitment Getting the wrong person can be disastrous due
to the small size of the firm Need to make sure the right people remain
“right”
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MANAGING PEOPLE IS THE FUNCTION OF LINE MANAGERS – NOT HR DEPARTMENT
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Basic function of HR – NOT to “manage” the people (HR) but to:
Make sure people policies and procedures are aligned with Vision, Mission, Strategy and Culture
SUPPORT line managers in building effective and high performing teams
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Don’t even think about a full time HR professional until you are over 50 or so employees.
However, you need to: Put HR functions in place early Have someone to carry them out on an
administrative basis
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KEY HR FUNCTIONS:
Align HR policies with Strategy Recruit the Right people Keep the Right People
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ALIGN HR POLICIES WITH STRATEGY
Determine positions, responsibilities in Organization Structure
Define Job Descriptions and Job Specifications Grade positions to establish relative
remuneration scales Determine competitive salary and benefits Budgetary requirements for HR (not just
remuneration – other HR costs)
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RECRUIT THE RIGHT PEOPLE
Locate, screen and right people for each job Rigourous and comprehensive orientation to the
firm and the job General conditions of employment – employment
contract
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KEEP THE RIGHT PEOPLE
Performance evaluation system Training program Recordkeeping – personal files, vacation leave,
sick leave
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SOME FUNCTIONS THAT WE CONSIDER HR ARE REALLY LINE MANAGEMENT FUNCTIONS
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Alignment with Corporate Values - Communication of values; feedback to ensure individual alignment
Motivating team members Discipline; separation Set performance targets Performance Evaluation Coaching and giving feedback Professional development
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BUT HR DEPT. DOES PLAY A ROLE:
FUNCTION HR ROLE
Alignment with Corporate Values
Motivation
Discipline Provide guidelines; procedural advice
Performance targeras Maintain records of individual peformance targters
Performance Evaluation
Provide guidelines; monitor deadlines; maintain records
Coaching Training for Managers in Coaching
Professional development
Logistical support; recordkeeping
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SO IF I CAN’T AFFORD HR, HOW DO I GET IT DONE?
By outsourcing one-off design tasks and keeping core inhouse
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OPTIONS:
FUNCTIONS FREQUENCY INHOUSE OUTSOURCE
Organization Structure Design
One-off YES
Restructuring implementation
One-off YES YES
Job Descriptions and Job Specifications
One-off for new positions
YES
Grade positions One-off YES
salary and benefits
One-off YES
HR Budget Annual – after annual strategy review
YES
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OPTIONS:
FUNCTIONS FREQUENCY INHOUSE OUTSOURCE
Locate candidates
As needed YES YES
Interview, select
As needed YES
Orientation As soon as candidate hired
YES
Employment contract
As needed YES YES (one-off design)
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OPTIONS:
FUNCTIONS FREQUENCY INHOUSE OUTSOURCE
Performance evaluation system design
One-off – MUST be aligned to corporate and Strategic Objectives
YES
Performance Evaluation
Quarterly (recommended)
YES
Training program
Annual YES – design and delivery
Recordkeeping Weekly/monthly/ Annually
YES
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Margu
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e & A
ssociates
Marguerite Orane Consultant, Speaker, Coach
If you are committed to having your team perform at their peak, contact Marguerite now:
[email protected] www.margueriteorane.com
http://ca.linkedin.com/in/margueriteorane