Welcome to Managing Your Human Resources What You Need to Know

A G E N D A Your Human Resource Management Plan Discussion Retention linked to  Recruitment  Compensation  Training & Development Retention

Your Human Resource Management Plan Your organization’s human resource strategies, initiatives and activities should all be included in your Human Resource Management Plan. It is this plan that will help you focus and prioritize your HR activities.

 Is unique to the specific needs of your organization  Is directly aligned with your strategy / mission, and reflects your organization’s values  Is focused on your key priorities  Builds on and connects each initiative  Is consistent with available resources  Is multi-year Your Human Resource Management Plan

ORGANIZATION VALUES ORGANIZATION STRATEGIC PLAN Your HR Plan must build on your values and support your strategic plan

The Holistic Approach: Each component of your HR plan must fit with all other components, employees, the organization and the community, in order to be effective. Your priorities will be unique to YOUR organization Human Resource Management Plan

Fitting the Components Together Retention

Retention Starts With Recruitment  Does the job description accurately reflect job expectations? Are these reasonable?  Is total compensation consistent with market? With the position expectations?  Are there opportunities for development, training & career advancement?  Will the employee be supported in the role? Offered mentoring?  Are organization values reflected in the recruitment process? (i.e. Merit principle, Internal promotion, etc.) Recruitment & Retention

 Is your process getting the results you want? Does it attract desirable candidates?  Are you retaining new hires? The secret to a successful recruitment is knowing exactly what the position’s key success factors are… And planning & designing the interview process accordingly. No Surprises!

Key Success Factors Education and Experience Specific skills or training Behavioural competencies Job fit

Key Success Factors Education and Experience The extent to which the candidate’s education and experience are related to the position requirements The education and experience should be relevant to the level of the job

Key Success Factors Specific skills or training The skills or training needed to carry out the job responsibilities successfully Examples Welder’s certificate Presentation skills MS Office training

Behavioural competencies are those critical to success in the role Leadership People Management Initiative Commitment Teamwork Judgement Flexibility Interpersonal Skills Creativity Problem Solving Examples Key Success Factors

Is it busy or quiet? Frequent interruptions? Require overtime? Travel? Shift work? A car? Is it outdoors? A common pitfall is assuming that the candidate has the same understanding about the job as you do… Job fit is the extent to which the work and environment is satisfying to the candidate Key Success Factors

Understanding these Key Success Factors will help you… Connect the success factors to the entire interview process Develop interview questions that will obtain the information you need Make an informed assessment

Behaviour Based Interview Questions This type of questioning technique is designed to: Obtain past behavioural information that can be used to accurately predict future behaviour Focus on the bona fide job requirements Eliminate hypothetical questions which generate hypothetical answers

Behaviour Based Interview Questions Sample question starters… Tell us about a time that you…. What was the situation, your role and the result… Give us an example of a time when you… Describe a situation where you… Tell us about your role in a situation that required you to… Using a specific example, tell us how you..

The Interview The exchange of sufficient information so that each party can make an informed decision

Attending a job interview is listed as one of the top stresses in life. It is the job of the interviewer to establish rapport & create a relaxed environment that will support the open & candid exchange of information Building Rapport

Compensation: Pay & Benefits  Is salary consistent with job expectations?  Is the process for salary increases well understood & communicated?  Are bonuses or incentives appropriate for the role?  Are benefits offered? Are they traditional or non-traditional? Effective total compensation practices are critical to your retention strategies:

 Traditional benefits include life insurance, AD&D, medical, dental, vision, retirement, vacation, sick time, etc. These are part of total compensation and typically have a monetary value. Compensation: Pay & Benefits

 Are non-traditional benefits appropriate as part of total compensation? Computer purchase plans, flex time, smoking cessation plans, personal time off, sabbatical, casual dress, ‘Get out of Work Free coupons”, gym memberships, free coffee/drinks, etc. Compensation: Pay & Benefits

Other motivators:  Control over own Work Schedule (Work/ Life Balance)‏  Exposure to Decision- Makers  Increased Responsibility  On-site Day Care Compensation: Pay & Benefits

Training & Development  In today’s world, if training and development opportunities are not made available to your employees, you will lose them. Access to training and development has become a fundamental expectation of today’s workforce.

Training & Development  Learning agility, the ability to rapidly learn and acquire new skills, then effectively apply those skills in different settings, is the hottest commodity your employee can offer you. The Aboriginal community has a significant advantage in this area, given the relative youth of its growing workforce.

Training & Development  Train for the current role while developing for the next.  Use structured mentorship programs to ensure skill transfer occurs.  Develop, develop, develop.