Creating a Virtual Human Resources Department - PowerPoint Presentation

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Creating a Virtual Human Resources Department

By: Joni Hower Fulton, MA, SPHRSlide2

What We’re Going to Cover

Creating company/departmental culture

Developing a Mission Statement

What are the responsibilities of the HR department in the classroom?Slide3

Creating a Company CultureSlide4

Corporate Culture

How do you want people to

describe

your company?

Trust based

Valued

Creative

Fun

Encouraging

Developmental

Dynamic

Service Oriented

Pleasure to Serve

Uncompromised Personal Service

Empowered, Individual Authority Slide5

Mission Statement

A mission statement communicates the

heart and soul

of a company in an engaging, memorable sentence or two. Your mission statement is your chance to

create a compelling picture

of your company for the rest of the world to see.

Sample Mission Statement

–

Starbucks Coffee Company: “To inspire and nurture the human spirit – one person, one cup and one neighborhood at a time.”Slide6

HR Mission Statement Activity Key Objectives: Increase Productivity, decrease turnover and provide a safe working environment.

What kind of workforce do you want?

How will you keep good employees?

What do you want to accomplish through your efforts in HR?

Noun

Verb

Adverb

AdjectiveSlide7

Example

What kind of workforce do you want?

How will you keep good employees?

What do you want to accomplish through your efforts in HR?

Key Objectives: Increase productivity, decrease turnover & provide a safe work environment

Nouns

Verbs

Adverbs

Adjectives

Learn

Teach

Invest

Demonstrate

Growth

Stimulate

Equip

Produce

Yield

Sustain

Evaluate

Maintain

Display

Train

Establish

Motivate

Reward

Turnover

Design

BuildComposeConstruct ProvideGrowMentorPerformRetain RecruitEncourageParticipate

Beneficial ComfortableSafeUniqueOpenExcitingInnovativeMotivatingInvitingWelcomingBestMindfulCompleteEssentialHappyFunFulfillingRewardingAppreciated Important SuperiorOutstanding

ResourcesOrganizationCultureEmployer of Choice EnvironmentSatisfactionValueWork PlaceTurnoverPeopleFamilyCommunication HomeBest Practices

Beneficially

Candidly

Clearly

Comfortably

Cooperatively

Fairly

Impeccably

Meticulously

Passionately

Responsibly

Speedily

Supportively

Synergistically

Truthfully

Uniquely

VigilantlySlide8

Sample HR Mission Statements

As Pinya Linya’s Human Resources department, we commit to the following:

Become an employer of choice by establishing and maintaining a unique organizational culture where associates feel safe, valued, motivated, and challenged.

Recruit and retain superior associates by providing innovative tools and training opportunities to stimulate personal and professional growth.

Support Pinya Linya’s profitability through increased productivity and decreased turnover.

As Mango’s Human Resources department, we commit to the following:

Promote Innovation and ignite personal power to create a team environment where all associates feel safe, valued, and able to achieve success and reach their full potential.

Recruit a diverse workforce of outstanding individuals committed to the company’s success as a result of incomparable training, benefits, and growth opportunities.

Support ManGo’s bottom line goals by decreasing turnover and increasing productivity through superior professional development programs.Slide9

HR Department Overview

Quantify everything that matters, whether in class or in business. You can’t reach a goal if you can’t measure the distance to the finishing line!

Track attendance – each department should take attendance and turn it in to the teacher. Measure participation in class and out of class.

Evaluations: Daily evaluations are not effective. Have each departmental VP set weekly goals for each member of their team and make sure each employee (associate) has his/her goals available at all times. VP’s can then spot check for progress and to see if any assistance is needed.

Conflict resolution:

Let the employee/student come up with the solution so they have “buy-in” in making appropriate changes in behavior.

VP and CEO work together to address performance and disciplinary issues so the HR is a neutral party in case of a grievance.

Progressive Discipline – Sample Policy

NewsletterEmployee HandbookScenario Competition or exercise for “real world” experience.Slide10

Hiring for the HR Department

Management Interviews:

1. Tell us about yourself.

2. What are your greatest strengths? Weaknesses?

3. Describe a time you felt you were right but you still had to follow directions or guidelines.

4. Why are you applying for the VP of HR? What skills do you possess that qualify you for this leadership position?

5. Discuss your experiences (classes, teams, jobs, volunteer work, etc.) that have prepared you for this important leadership position?

6. What do you see as the main responsibilities of the VP of HR?

7. What are your personal goals for VE this year? Personal goals beyond high school?8. What are your goals for the HR department in the VE program this year? 9. If you are not hired for this position, what will your attitude be, and what position will you apply for? 10. Is there anything else that you would like to add? Questions?11. What is your availability for after school practices and over break Slide11

Progressive Discipline Policy

Progressive Disciplinary Policy and Procedure

XYZ, Inc. endorses a policy of progressive discipline in which it attempts to provide employees with notice of deficiencies and an opportunity to improve their effectiveness for the company. This policy does not modify the status of employees as “employees at-will” or in any way restrict XYZ, Inc.'s right to bypass the disciplinary procedure suggested. Remember, not having a policy is better than having one that isn’t followed. You should only include a policy if it is going to be followed.

Guidelines for discipline are as follows:

If an employee is not meeting the company's standards of behavior or performance, the employee's supervisor may take the following action:

Meet with the employee to discuss the matter.

Inform the employee of the nature of the problem and the action necessary to correct it. Prepare the Coaching and Counseling or Documented Verbal Warning form indicating that the meeting took place and include it in the employee's personnel file. If there is a second occurrence, the supervisor may hold another meeting with the employee and take the following action:Issue a Written Warning to the employee.Warn the employee that a third incident will result in more severe disciplinary action. Prepare a Written Warning form describing the first and second incidents and include it in the employee's file.

If there are additional occurrences, the supervisor may take the following action depending on the severity of the conduct:

Suspension without pay for up to three working days.

Termination of employment. Slide12

HR NewsletterSlide13
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Newsletter ExampleSlide16
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HR Employee Handbook Slide18

Available Resources for the Employee Handbook

Available in eBook format on amazon.com and barnesandnobles.com or in book form signed by the author on blms.infoSlide19

Sample HR Scenario Questions

1. Two employees don't get along. For the year they've been working in the same unit, there has been an undercurrent of hostility. Their conflict is affecting morale. One day, they get into a loud argument. At the end of the argument, one employee yells, "You'll pay for this!" and stomps out of the office. How should the situation be handled?

2. An employee is usually on time and present, but does not get his/her work done. This employee does not refuse to do assigned work, but simply chooses not to do it and does other things he or she is interested in doing. He or she is quiet and does not disturb others, but is not productive and does not get any work done. What is the best way to handle this situation?

3. One employee with long standing tenure arrives each morning at 7:45 a.m. The company work schedule is 8:00 a.m. to 5:00 p.m. with an hour break for lunch. This employee is continuously late returning from lunch by ten to fifteen minutes. When it is brought to the employee's attention, the employee states to the supervisor that he or she arrives at work by 7:45 am each morning. The supervisor is frustrated and feels that there is nothing he / she can do since the employee does arrive early. What is the best way for the supervisor to handle this situation? Slide20

From the Judges Perspective Slide21

QuestionsSlide22

Thank You For Coming!