Global: One person Human Resource Plan
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Transcript of Global: One person Human Resource Plan
Running Header: HUMAN RESOURCES 1
Human Resources Plan of One
Joanne Tuten
Student Id: JOTUTE3338
In the Requirement of:
Dr. Lora Reed
OMM618: Human Resources Management
Ashford University September 29, 2014
HUMAN RESOURSES 2
Contents
1. Thesis and Introduction……………………………………………………………….3
2. Delivery of Services Plan………………………………………………………...……4
3. Aligning a Solo Office Plan……………………………………………………………4
4. Legal: Equal Employment Opportunity Commission Plan…………………………….5
5. Assessment Plan………………………………………………..……………………….6
6. Recruitment and Selection Plan………………………………………………………...7
7. Planning for the Interview………………………………………………………………7
8. Compensation and Retention……………………………………………………………8
9. Training and Development….…………………………………………………………..9
10. Performance Appraisals………………………………………………………………..10
11. Conclusion……………………………………………………………………………...11
12. References………………………………………………………………………………12
13. Appendix A…………………………………………………………………………….13
14. Appendix B……………………………………………………………………………..14
15. Appendix C……………………………………………………………………………..15
HUMAN RESOURSES 3
Developing a Human Resource (HR) plan with the expectations of a solo operation and
managing a department of one requires strategic planning in aligning the process. Human
resource (HR) will require best practice to deliver an integrated holistic service. Primary
challenges facing an HR department of one consist of executing a model strategic planning
phase to integrate all developing components to the alignment with the company core missions.
Human Resources Plan of One
Dogwood Center Ministry of Restoration is a non-profit 503-1c organization. The center
corporate office has been located in North Carolina for 14 years. The business looks forward to
establishing a global office in the Gremany, due to a huge government contract and 1.5 million
dollar Federal solicited grant per year for the next three years. One of the companies most
energetic, skillful and motivate HR directors has committed to expatriating leadership abroad to
develop a strategic plan and manage the business HR department for further growth. The
government contract requires the agency to deliver Mental Health service in a collaboration
with several military U.S. Europen bases. A substantial number of civilians, U.S. military
personal and non-American war victims, adults and children of war are the target population.
The company is expected to hire four professional license physicians, twelve therapists, and 80
Professional Qualified staff, as HR pull together a professional team. The beginning planning
stage will consist of setting up virtual of that will assist the HR of one person operation. HR
second step is integrating a strategic alignment that conduces to linking human capital with
the align development of the HR programs, elements are as follows; recruitment, selection,
training and development, Retention, compensation, and legal issue with the Equal Employment
Opportunity Commission (EEOC). HR will have a collaborative joint effort with management
HUMAN RESOURSES 4
and executives to maximize the core principals to successfully integrate the Human Resource
Management (HRM) projective plan process.
Delivery of Services Plan
HR first step towards the planning, constitute understand the company policy and
procedures and how to implement the procedures. The HR plan is directed towards completing a
full assessment to insure the newly HRM department is strategically moving in the right
direction. HR will underpin the HRM department policy and implement standards that provide
opportunities to meet the company benchmarks. HR will plan for the total responsibility of the
patient care services and all documentation that follows the person. This may include HIPPA,
services notes, confidentiality, formal and informal consents, patient charts, and individualizes
personal care plans. The Dogwood Center Ministry of Restoration will provide services for a
total of two hundred patients and for the next three years. Services are rendered to patients
that has been affected by war injuries stemming from head trauma, military sexual trauma
(MST), post-traumatic stress disorder (PTSD), physical contact or visual contact relevant to
unforeseen incidents that is causing a traumatic experience.
Aligning a Solo Office Plan
The HR virtual office and management system is innovated and brings a multi-levels of global
technology to the companies HR department. This strategy aligns HR for the means of
effective communications in every location for live video presentations, conference calls, and
telephone translation for language barrels. There is social media and online global recruitment, a
tailor back office for gathering missed calls plus retrieving voice over IP technology, global
digital cell phone, which both systems are designed for internet calling connection all over the
HUMAN RESOURSES 5
world. The company policy and procedure, briefing materials, orientation materials and
training material for all 200 potential staff will assist HR in setting up the virtual office. HR can
move forth to step two of the planning stages. HR office now functional and ready to maintain a
fully operated working environment.
Legal: Equal Employment Opportunity Commission Plan
“All HR functions are regulated by the Civil Rights Act of 1964 and 1991” (Youssef-Morgan,
2014). HR will maintain compliance under the Title VII act for the protections of employees to
have equal opportunity in the work place. HR recognizes the guideline that was created by the
Equal Employment Opportunity Commission (EEOC), for the protection of people with
disabilities. The sanction to barriers that may produce delays of such individual is respectfully
examined by HR when planning recruiting and staffing. HR policy mandates non discriminated
acts as followed: “ An employment agency may not categorize, group or classify job applicants,
jobs, or employers based on race, color, religion, sex, national origin, age (over 40) or disability
status and make referrals based on the categorizations”( www.eeoc.gov). As HR continue
planing and outlining key laws that governs the HRM division, revisions will updated as state
and federal regulations update for recent developments, “Organizations must also clearly state
and outline their job selection and promotion criteria and be able to justify their hiring or
rejection decisions in case the organization’s practice come under question as being
discriminatory” (Youssef, 2014). In other worlds HR must align all advertisements, interviews,
recruitment methods and written or oral language in a manner that is not suggested of
discrimination within the Civil Rights Act. “Equal opportunity laws apply not only to employee
recruitment and selection, but also to other human resources practices such as compensation,
HUMAN RESOURSES 6
training, promotion, discipline, layoffs, and other terms and conditions of employment” ”
(Youssef, 2014).
Assessment Plan
“Assessments capture personality traits, preferred skills and behavioral tendencies” (Fox,
2013). HR assessment, planning stage recognizes that all staff are different. Therefore,
employees may require different levels, various types of motivation and training. Because of
strict guidelines for the safety and prevention required when working with mental disabilities,
HR will utilize the The Myers-Briggs Type Indicator and Disc tools for completing post hired
and further testing. “In most cases, vendors administering leadership assessment issue reports
that outline the candidates' areas of strength and weakness and that provide recommendations for
development” (Fox, 2013). HR will conduct a talent assessment or better known as a pre-
employment test. The end results will detect if the potential employee is attainable and predict
the performance of the applicant is the reason for using these types of assessment. Assessments
will be completed routinely 30 after the employee's hire date. This assessment tool will also be
used for tool for additional group training and individual trainings. Another reason for
conducting assessments are in the provision of disturbance in the alignment of the HR strategic
alignment. Areas of assessing are as follows: analytical skills, competency, interpersonal skill
building, technical skills, diversity, culture awareness, communication, and personality.
Recruitment and Selection Plan
HR recruiters are becoming more goal orientated with planning and positioning. The HR
first goal in planning for recruitment is to exemplify the commitment as a grounded company
that has revamped traditional staffing to a more modern approach. The recruitment process
HUMAN RESOURSES 7
requires a system of competences that will bring support to the organization's mission. The tools
utilized to locate candidates are “Recruiting software refers to software designed to facilitate the
sourcing, hiring, and on boarding of new employees” (PR, N. 2014, June 11). Other web
platforms that are increasing in the market workplace are social network media, such as
LinkedIn. “This can be individual recruiters setting up their own profiles or the company setting
up ‘corporate’ profiles that are managed by the appropriate HR staff” (Weinstein, 2013). The
framework for obtaining qualified staff in excellence is a difficult system. HR realizes non-
qualified staff will open the door for poor retention rates, poor quality of services and the likely
hood of creating dissatisfied customers. “When it’s treated as an integrated part of corporate
strategy, staffing helps build world-class organizations with the ability to achieve superior
performance” (Canadian Manager, 1993). Recruitment and assessment tool will be used for
screening and evaluations. HR has identified their human recourse needs by developing talent
acquisition strategy. The success of the Dogwood Center relies on an HRM department that
thrives for further growth and offers a career based adventure for employees and not just a job
with Dogwood Center. HR purpose is to present a model tool capable of identifying and
providing guidance in developing a strategic plan for recruitment and selection of the best
qualified employees. HR is fully aware by selecting the best qualified persons for positions will
align with the company mission. This process will prevent company waste and assist in
contributing to the company finances. HR will use best practice in recruiting process to build
and integrate a system of competences that brings support to the starting phase of recruitment
and selection plan to begin company growth.
Planning for the Interview
HUMAN RESOURSES 8
HR will plan for successfully selecting the right employee will consist of assessing,
planning skills of the potential employee, by pre-aligning the company mission and integrating
the interviewee in aligning with engaging in selected interview questions pertaining to abilities,
motivation, skills, knowledge. Examples of HR interview questions listed below:
1. Have you ever been asked to lead your department I completing a new task. If so, how
did you accomplish the mission and what was the outcome.
2. Have you ever been a part of corporate planning as the team leader. Such as a project
with team members. Give a description of your role and how did you keep your team
align with the organization goals.
Compensation and Retention
It is the goal and mission of the Dogwood Center Human Recourse Management (HRM)
to create and present a proposed plan for a Compensation and Benefits package. The plan will be
used for retaining and maintain qualified professional staff. HR seeks to build a strong alliance
with the employees. The plan is designed to bring life changes internally and externally to
employees and the company organizational culture. HR will follow rules set forth by the
company policy and procedures for employee protection under the civil rights protection on the
job compensation benefits. The business looks for the HR to obtaining innovated methods to
sustain company employee growth that will maximize human working capital. . “Offering work-
life benefits and flexible work arrangements can enable employees to have a healthier, less
stressful, and more enjoyable lives by helping them fit family, community, and social
commitments into their schedules” (Youssef-Morgan 2014). It is the role of the HR department
to present non- monetary incentives for compensation and benefit packages. Rather than
focusing on the required traditional benefits that will automatically included in the benefits
HUMAN RESOURSES 9
package such benefits as: workman compensation, bonus, and retirement, employee benefits due
to a lay-off, social security benefits and salary. HRM motivation is directed to a more
comprehensive compensation package, integrating employees and employer together with by
engaging in eliminating barriers to employee dissatisfactions and current needs. HR plan will
provide growth and opportunity for employee programs which will distinguish recognition,
awards, and rewards for new ideas for company growth. “By shifting the focus to employee
engagement, organizations are more likely to motivate their workers to expend discretionary
effort and reach their performance objectives” (Gallup. 2014 p. 28). In the effect to decrease the
turnover of current employees, this program will give incentives for motivation, growth, less
stress factors at work and dedicated employees.
Training and Development Plan
Using the right approach is critical to the success of the training program. With the data
collection of the assessment of needs, the training project can move forth with the training
objectives. HR success in a training and development plan relies on HR ability to integrate the
plan in aligning with employees and the company strategic goals. All training will be completed
in house during orientation. Afterwards provision for off-site training has been scheduled on the
training calendar. HR will outsource training in the first year, until the company HR department
has sustained in development. HR will also use peer support to assist employees in engaging and
motivation. One on one coaching is will be provided for the more personal center individual
training for someone is not quite up to par. For the training and development plan: See
Appendix (A), on the page 13, for example of a tentive Training and Development plan.
HUMAN RESOURSES 10
Performance Appraisalschange. Senior managers and HR mission become the same by
developing a align strategic partnership. The link provides a greater of the good when both the
management training team and HR has the same goals, objectives, strategies, planning, with
the corporation's business practices, and the implementation of the business strategy.
Performance Appraisals
Senior managers and HR mission become the same by developing a align strategic partnership.
The link provides a greater of the good when both the management team and HR has the same
goals, objectives, strategies, planning, with the corporation's business practices, and the
implementation of the business strategy. One this process has taken place HR can freely move
forth with accomplishing the mission of the HR plan. HR will use a holistic approach to integrate
the components of performance. “These components provide the foundation for the design,
measurement, assessment, and management of an effective performance appraisal system that
can be conducive to continuous performance improvement at both the individual and
organizational levels” (Youssef-Morgan 2014). HR will plan for the employees productive by
measuring performance. The performance can be measured by the efficiency ratio or the ratio of
the effectiveness. In order for HR to determine the quality and amount of the production, the
outcome of the production is measured. HR will use grid sheet, time document performance
sheets, and record billable service note to determine performance. When tacking performance,
HR will determine if there is a decrease in performance from analyzing the data. HR measures
performance appraisals, according to the employee attitude. HR plan is geared to measure and
develop the attitudes of the employee. HR will use surveys and questionnaires to give employees
the opportunity to engage in correcting the conflict resolution. HR plan offers incentives to bring
the performance back the elements. HR plan performs elevation of the work behavior and
HUMAN RESOURSES 11
performance. HR plan will consist of a policy that has a low tolerance for counterproductive
work behaviors. But it is an HR responsibility to correct the deeper systemic root cause of the
problem as soon as possible, and integrate a plan that will prevent this type of occurrence form
happen. The plan is designed to protect the alignment of the company core organizational
structure mission at all times.
Conclusion
Human Resources planning of one can provide the guidance and tools for the
performance of a productive operational office. Planning is a vital access for effective strategic
staff training and development. Companies need a new approach for analyzing what have cost
huge turnovers and unsatisfied employees. HR of one with great leadership skills, proactive and
highly motivated has a proven tract record of getting the job done. By planning with efficiency
and effectiveness, the HR program has demonstrated the ability to deliver develop and manage
employee satisfaction training programs. HR is becoming the cutting edge for retention,
recruitment/selection, and training and development. HR has integrated a strong motivation
program is the new strategy that gives the company the vehicle to lunch new ways to attract and
maintain the absolute best employees. Developing a Human Resource plan with the
expectations of a solo operation and managing a department of one requires strategic planning
in aligning the process. Human resource (HR) will require best practice to deliver an integrated
holistic service. Primary challenges facing an HR department of one consist of executing a
model strategic planning phase to integrate all developing components to the alignment with
the company core missions. HR planning methods are continuously providing that when all
components of the plan are connected HR is the driving focus of the company growth and
success.
HUMAN RESOURSES 12
References
Canadian. (1993). Why it’s important to establish a staffing system in your company.
http://www.eeoc.gov/employers/coverage_employment_agencies.cfm
Gallup. (2014). State of the American workplace: Employee engagement for U.S. business
leaders. Retrieved from http://www.gallup.com/strategicconsulting/163007/state-
american-workplace.aspx.
Fox, A. (2013). Upon Further Assessment. .. HR Magazine, 58 (8), 39.
PR, N. (2014, June 11). The top recruiting tools, according to HR professionals. PR
Newswire US.
WEINSTEIN. M. (2012).Do you Have a Talent Community.com? Training, 50 (5), 24-25
Youssef-Morgan, C. M., & Stark. E. (2014). Strategic human resource management: Concepts,
controversies, and evidence-based applications. San Diego, CA: Bridgepoint Education,
Inc.
HUMAN RESOURSES 13
Appendix A
Reference page 9
Training Goals
Implementation
Measurable Effective learning Objectives and Outcomes
Enhance Cooperative & Collaborative learning
Competency & Performance Evidence Base
Summative Evaluation
Recognizing Innovation…..
Career Development….
Management......
Leadership
Legal Practice & Procedures…….
Overview & Objectives……..
Strategic Planning In Training and Development…..
Human Resource Career …………
Talent Management Recruitment and Retention ..
Organization in the Selection process……….
Delegation Driven………..
Performance/ Compensation
Needs & Assessments…….
Long-term & Short-term Retention
Outcome…….
Increasing skills in problem& decision making with advance Critical thinking…………
HR, Personal Development
Transformation shot- term goal
Further learning objective to Delegation outcome………….
Enhancing skills
Presentation…..
PowerPoint’s…..
Group Effective Response time to complex situation
Individual Problem-solving technique…..
Logical and Critical Thinking/individual problem-solving….
Concept mapping…..
Panel Discussion and Debates.
Demonstrations and role playing
Outcome of Core Competency Testing……
Approach to Problem solving and decision making……
Providing Ethical and Integrity…..
Prioritizing
Implementing Ideals………….
Legal Judgment and Decision Making
Strategically Improve………
Outcome, Impact, cost –effective, secondary analysis
Strategic……
Management Orientation System Innovated Approaches
Questionnaires..