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Running head: HR MANAGEMENT PLAN!

HR Management Plan

OMM 618

The business is a small IT solutions provider that caters to small and big businesses’ IT related needs. The small business has 60 members, most of which are IT professionals. There is small finance and a marketing department of 2 and 5 members. The business aimed to attract highly qualified people that are talented and energetic. It aims to create a high performance environment by attracting people who fit with its culture. This small business caters to several big and small clients and will need members that are ready to perform under high pressure. Despite the small size of the business, the pressure can mostly be high. Moreover, the company wants that its employees are focused and motivated and they can perform with enthusiasm. Based on all these factors the business needs a very good and effective Human Resources plan.

Recruitment and selection plan:

The business will need to hire some able IT analysts as well as line managers that are able to perform under high pressure and duress. Most fundamental part of the recruitment exercise is the job and person specifications that provides the formal outline of the position and its expected outcomes as well as function and purpose (SPB, 2014).

The first important thing in the recruitment plan is to get the employment brief correct and to gain a clear understanding of what the business is seeking inside a candidate. The job and person specification can be used for application development submission and selection process. Apart from technical abilities the company is seeking people who are ready to deliver their hundred percent for the business. The business needs talented people able to deliver in high pressure situations and also with customer orientation.

Accessing quality applicants: It can be done by advertising internally as well as externally. Advertising is the best method to attract quality applicants. For this purpose ads can be placed in both online and offline channels to attract quality candidates. External advertisement will generate a range of good and bad quality candidates from which we can sort out the most able ones for the purpose of interview.
Develop and eligibility checklist: A program eligibility checklist must be prepared and reviewed to match candidates with job responsibilities and find out the best fit. Based on this checklist a list of able candidates will be prepared for final selection.
Finally the deadline for receiving applications will be set as three weeks from the day of advertisement. Job applications will be received from both online and offline channels. Apart from education and experience, substance abuse, citizenship and many other factors will be considered to select the best option from among the applicants.

Training and Development Program:

The training and development program is aimed at developing a successful learning experience that creates an environment of collaboration and shared learning. Some of the important features of the training and development program are:

Setting clear goals.

Increased employee participation in the process of learning and training.

Employees work experiences and resources are to be used as a resource.

A practical and focused approach is sued to train the employees.

New training material is connected with the employees’ learning and previous experience.

Employee learning is reinforced through practice.

An informal, safe and supportive environment is created.

Trust, respect and self-esteem are built through learning (HRCouncil, 2017).

Other useful ingredients of a successful training program:

Provide a well crafted job description that becomes a platform for the training and development activities.
It is the supervisor’s responsibility to provide the basic training that the employees’ need to meet the basic competencies of the job.
“Develop a good understanding of the knowledge, skills and abilities that the organization will need in the future. What are the long-term goals of the organization and what are the implications of these goals for employee development? Share this knowledge with staff
Look for learning opportunities in every-day activity. Was there an incident with a client that everyone could learn from? Is there a new government report with implications for the organization?
Explain the employee development process and encourage staff to develop individual development plans” (HRCouncil, 2017)

Methods for employee training:

On the job and off the job training:

Meetings and forums to provide on the job training- The new hires can be trained through participation in meetings and forums and by making them a part of the team meetings. The newly hired can also be made a part of the presentation to assimilate them into company

culture and to provide a better learning experience. Include the employees in day to day activities so as to help with easy and efficient induction. Peer assisted learning methods can be used to develop collaboration and enthusiasm for work among the newly hired.

Relationships and feedback for learning:

Coaching and mentoring for employee training: Both coaching and mentoring are cost effective and efficient ways of employee training. Coaching is a special relationship between the employee and his manager. The coach’s role is to give the employees guidance and feedback while he practices and learns new skills. Mentoring is similar to coaching and the senior supervisors can provide guidance to the junior employees through mentoring.
It is equally critical to identify the most important developmental activities and methods and resources to achieve the desired ends.

Compensation packages:

Compensation plan must reflect the philosophy and business strategy of the company. “Employers that want to succeed in this increasingly competitive environment must have a well- designed compensation plan that motivates employees, controls compensation costs, and ensures equity. The best compensation plans mirror the culture of the employer. Therefore, employers should establish a compensation philosophy. Benefits programs should also be part of an employer’s compensation strategy” (BLR, 2017). There are so many options for designing and developing a compensation package for the employees. However, the employers must find a strategic fit between the package and their overall recruitment and retention plan. Many times the employers base their decision on the market conditions. In this regard it is important to

analyse the situation of the market and how the competitors pay their employees. After having studied the market data, he employers can set their employees’ wages a bit above or below. However, if the organizations want to attract highly talented employees then they must focus on keeping their wages above the general market rates. For the most valuable positions if the company aims to retain highly talented and skilled staff then it must keep the wage rates higher than the competitors. An effective administration and compensation program is important for several reasons. It does not just keep the employees happy, motivated and satisfied, but also helps at managing a better image in the eyes of the staff and external stakeholders.

Another effective compensation design is performance oriented design. A performance oriented design is focused at rewarding valuable performance. This design is being used across the industry by a large number of employers to boost production and to maximize their return on the investment. Such plans are generally designed to reward the employees that are focused at producing value. Traditional payment designs are generally not as good at motivating the employees. However, a well crafted compensation plan is always better and more effective at rewarding and encouraging performance. Another important feature of a compensation package is the right mix of incentives and perks. Incentives and perks must be sued in a manner to encourage the employee must perform. Incentives and perks are also smarter ways of employee retention. Valuable employee can be retained with the company for longer if the company provides he right incentives for work and manages them better.

Krista Turner notes, “The benefits you provide employees can go a long way toward helping you retain workers. Benefits you should consider providing include the following:

Health insurance. Most staffing services provide some kind of health insurance.

Life insurance. This is one of the less common benefits, but it's offered by some companies.
Paid vacations and holidays. Almost all staffing services offer this benefit, at least once the temporary employee's worked a certain number of hours or days.
Tuition reimbursement. As training becomes increasingly important, you may consider it worthwhile to pay for, or contribute toward, your employees' continuing education (Turner, 2017).

Performance linked bonuses can be used for both permanent and temporary employees. They are used widely across the industry in a variety of scenarios to keep the employees engaged and for retention. Throughout eh industry, well designed compensation packages have been found to be highly effective at retaining employees.

Legal Considerations:

There are various legal considerations that need to be kept in mind regarding employee recruitment and retention. EEOC provides guidance on employment practices and the necessary considerations which employers must keep in mind in time of recruitment. Some of the most important considerations are related to discrimination and ADA related laws. Most general condition is that the managers must be trained in EEO laws and the CEOs must implement a strong EEO policy that is embraced at the top and bottom levels of the organization.

The most important EEOC laws are related to discrimination and the employers must not discriminate against the employees on the basis of race, color, religion, national origin, disability or sex. The employers must frame a non-discrimination policy that enables them to hire and

retain the best employees for longer and create a harmonious environment. “Under the laws enforced by EEOC, it is illegal to discriminate against someone (applicant or employee) because of that person's race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to retaliate against a person because he or she complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit” (EEOC, n.d.).

Apart from it the organization must also consider the Americans With Disabilities Act and that its recruitment practices are not in violation. As per ADA discrimination against the disabled people in any sphere whether private or public is considered a violation of the law. The purpose of the law is to ensure that the disabled people are provided with the same rights and opportunities just as the other people. Americans with disabilities cannot be denied an offer or position based on their disability unless it is a bonafide job requirement. Employers can reject the applicants with disabilities if the disability will be a significant hindrance to the performance of the job successfully.

Performance appraisal system:

One of the most effective methods of performance appraisal is the 360 degree feedback system. A 360 degree feedback system is found to be more effective because it involves the participation of the highest number of internal stakeholders. Under this system the employees receive comprehensive and anonymous feedback from the people working with them as well as the managers. A 360 degree feedback system also allows for a better understanding of the employee

strengths and weaknesses. Apart from it the 360 degree feedback system is also a valuable for employee engagement and development (Custominsight, 2017).

Other tools do not provide as effective a method to measure employee performance as compared to the 360 degree method. Coworkers can provide anonymous feedback without any fear and the 360 degree feedback can be used to design better and more effective training and development programs. Rather than other ratings based training systems the employers must use a 360 degree feedback system to improve employee participation in the performance appraisal system and to maintain employee morale.

Conclusion:

The organization needs a healthy system of recruitment and retention. Despite being a small organization, it deals in high pressure works. Therefore a harmonious and collaborative environment is very important to be built inside the organization. However, compensations are a very important plan of the organizational strategy when it comes to dealing with employee motivation and keeping their morale high. So, the managers and leaders must use a proper mix of payments and incentives in order to deal with performance related pressures. A good incentive system helps the employers and employees both. While employees remain satisfied with their jobs, the employers are also free from any kind of worry related to high attrition rates. On top of all, it is important to comply with legal requirements related to recruitment and training. The company must be non-discriminating in its attitude towards the employees. In this regard it is important that the EEOC laws are adhered to properly.

References

RECRUITMENT & SELECTION PLAN - PROCUREMENT (2014). In SPB. Retrieved

January 30, 2017, from http://spb.sa.gov.au/sites/default/files/Recruitment

%20%26%20selection%20plan%20procurement%20GUIDE%203.pdf

Learning, Training & Development (2014). In HR Council. Retrieved January 30, 2017, from http://hrcouncil.ca/hr-toolkit/learning-implementing.cfm

Compensation Plan (2014). In BLR. Retrieved January 30, 2017, from http://www.blr.com/

compensationtips/compensation-plan

BEST PRACTICES FOR EMPLOYERS AND HUMAN RESOURCES/EEO

PROFESSIONALS (n.d.). In EEOC. Retrieved January 30, 2017, from https://

www.eeoc.gov/eeoc/initiatives/e-race/bestpractices-employers.cfm

Turner, K. (2014). 4 Smart Ways to Increase Employee Retention. In Entrepreneur. Retrieved January 30, 2017, from https://www.entrepreneur.com/article/234663

BEST PRACTICES FOR EMPLOYERS AND HUMAN RESOURCES/EEO

PROFESSIONALS (n.d.). In EEOC. Retrieved January 30, 2017, from https://

www.eeoc.gov/eeoc/initiatives/e-race/bestpractices-employers.cfm

Prohibited Employment Policies/Practices (n.d.). In EEOC. Retrieved January 30, 2017, from https://www.eeoc.gov/laws/practices/index.cfm

What is 360 Degree Feedback? (2017). In Custom Insight . Retrieved January 30, 2017, from http://www.custominsight.com/360-degree-feedback/what-is-360-degree-feedback.asp