1 MANAGING THE EMPLOYEE LIFECYCLE
2 Current Position Jose Laurel Experience & Expertise 16 years experience in management, operations, marketing and international commerce Prior to G&A, served as country manager in Latin America for a multinational corporation Served as partner in mid-sized professional services group Served as senior manager for publicly traded PEO Areas of expertise include designing, implementing and measuring growth strategies. Director at G&A Partners and Principal of affiliated CPA firm, Grijalva & Allen, P.C. Oversees client advisory and consulting services Education Received B.S. Marketing from University of Texas and University of Houston
3 Table of Contents Applicant Tracking System (ATS) Onboarding Workforce Optimization Performance Management Training & Development Compensation and Reward
4 Employee Lifecycle
5 Applicant Tracking System (ATS)
6 Applicant Tracking System Design a process G&A Partners Hiring Process No Identify staffing need Define and write job description Send job recquisition forms to HR Regular Hire? Yes Job posted internally Temp Agency Hiring Process Conduct phone interview Yes Resume qualified? Gather and review resumes Yes Suitable candidates found? Examine existing resumes on file and submittals Manager Human Resources Passed phone interview? Yes Conduct SOSII assessment test No Passed SOSII? Yes No No Rejection letter sent and resume filed Conduct preliminary face to face interview Conduct main interview No Passed on to manager? Recruitment process Rejection letter sent and resume filed. Follow FCRA requirements. Yes No Candidate best choice? Yes No No Results OK? Select candidate and check references and background Yes Determine pay range and make offer No Candidate accepts? Yes Hire candidate
7 Applicant Tracking System Customized Process Hosted seamless integration online Candidate application or resume profile Advanced job search capabilities EEO and OFCCP data collection Internal portal for employee transfer requests Advanced resume search
8 Applicant Tracking System Automate administrative process Multiple levels of requisition approval online Multiple positions per requisition Auto tracking of approval status Auto communications with candidates and applicants Auto scheduling of interviews Online pre-employment screening and assessment Templates to store frequently used jobs and requisitions
9 Applicant Tracking System Track & Report for Performance Supports EEO and OFCCP compliance Tracks recruiter performance, cost per hire and time to hire Determine ROI on different advertising media Develop custom reports with ad-hoc database access Streamline Hiring Process Online interface with other solutions such as assessment, testing, vendor management and background checking Integrates with your HRIS/HRMS/ERP
10 Applicant Tracking System Why your organization needs it: Reduce time-to-hire by 66 percent or more, and cost-per-hire by 40 percent or more! Build applicant bank and historical candidate data Requires very little training and can be quickly implemented Improve the effectiveness of recruiting and screening
12 Onboarding Promote (EEE) Early Employee Engagement: Personalize part of the onboarding experience and assign mentors and implement the buddy system Automate the paper process, complete necessary forms electronically, have all employee materials ready, (i.e. employee handbook). Utilize the ATS The first days of an the employee s lifecycle determines the length of tenure with the company New hire orientation reflects and supports the company's culture, mission and vision
13 Onboarding Accelerate time to productivity: Understand the employee s expectations about their new position Management should clearly communicate the departmental and corporate goals Explain how important the employee contributions are to the overall success of the company Uncover his or her desired management style for the most effective communication Provide the required tools, resources and developmental road map
14 Onboarding Talent intelligence gathering: A successful onboarding promotes continuous recruiting: ask new hires to refer qualified individuals who would make good candidates Take the opportunity to ask new hires about the best practices of their last firm Use the new employee s feedback to gain a new and fresh perspective on the business landscape Get insight about how other organizations may onboard new hires differently in order to develop a continuous improvement practice
15 Onboarding Why your company needs this: Onboarding solutions help companies accelerate time to productivity as well as improve the company brand. Smooth onboarding makes employees feel more engaged and connected to the organization. A positive experience after joining the organization makes a new employee a fan of the firm. A formal onboarding process promotes positive socialization and quicker adoption of the firm s culture, mission and vision. Best-in-class companies using a formal onboarding process experienced an increase of 20 percent in retention and productivity.
16 Workforce Optimization
17 Workforce Optimization Employee Talent and Skills Inventory: Create an intelligent, searchable database of key skills for each employee and their position Capture information about the employee s experience and assess the match with current position. Determine your employees preferences such as job, location, travel and other career-related preferences Build project teams based on skills, experiences and preferences
18 Workforce Optimization Individual Career Mapping: Allow employees to enter preferences and develop one or more personal career progression plans Work closely with employees to track their career progress Develop a comprehensive plan for achieving workforce transition goals with what-if scenarios, cost analysis and voluntary or involuntary event classification
19 Workforce Optimization Succession Planning Develop career profiles and plans for key positions Identify, groom and develop high potential employees as successors for key positions Quickly identify individual developmental needs Develop a comprehensive plan for achieving workforce transition goals with what-if scenarios, cost analysis and voluntary or involuntary event classification.
20 Workforce Optimization Technology & Process Streamline your HR business processes to reduce operational costs and increase efficiencies Automate common administrative tasks and leverage industry best practices Utilize a Time and Attendance Software, where applicable Align your workforce with corporate goals and objectives Deploy employee and manager self-service to increase efficiencies, reduce costs and a create a paperless environment
21 Workforce Optimization Why your organization needs it: Increase productivity Improve employee experience and morale Build talent pipeline and effective work teams for future growth Improve agility, customer service and innovation Consolidate cross-company systems and processes
22 Performance Management
23 Performance Management Performance Management System: Align organizational goals with staff goals Design a continuous feedback system between employees and managers to help further employee development Complete employee performance appraisals in a timely and secure manner while ensuring uniform compliance Automate and fully document the appraisal process Identify, address and track development needs in a timely manner Establish HR and management control over the process with tracking, oversight and reporting
24 Performance Management The Administrative Process: Automate and fully document the appraisal process Identify, address and track developmental needs in a timely manner HR and management should have control over the process with tracking, oversight and reporting Integrates with your HRIS/HRMS/ERP Provide reminders of review and assessment due dates, actions and follow-ups.
25 Performance Management Managing the Goals and Expectations: Set effective ground rules Effectively manage the tracking and follow up Summarize discussion, emphasize the positive and review overall expectations Build on strengths, not weaknesses Ensure that an employee understands the goals, expectations and targeted standards Shoot straight, be direct and honest Performance management is ongoing. Don't consider this a one-time experiment
26 Performance Management Why your organization needs this: Save time, standardize a process and increase productivity Establish a centralized, secure administration and performance history archive Ensure appraisals are objective and fair, make compensation related decisions more accurate Create a powerful tool for company management Align performance factors and goals with the company strategy. Minimize the risks of discrimination, equal pay, and wrongful discharge claims.
27 Training & Development
28 Training & Development Create a Strategic Learning Organization: Allow employees to create personalized learning plans with automatic reminders and monitoring Effectively budget training by matching the right courses to the right employees Create training paths for employees Ensure that appropriate learning programs are in place and that courses are completed as required Identify individual skills deficiencies and provide easy access for improvement
29 Training & Development Training Resources Management: Incorporate online and offline courses and materials from your choice of content providers Organize courses by topic and create curriculums for different areas Manage training resources such as training rooms, instructors, equipment and documents/materials Interface where possible with other Talent Management Applications and HRIS/HRMS/ERP Implement a Blended Learning Solution (instructor led and online, etc.)
30 Training & Development Reduce Administrative Overhead: Enable employees to take training courses from office and/or home Provide online testing and training verification Generate rich reports to ensure continuous organizational and process improvement Track all activities automatically and provide extensive online training and help Create and manage a detailed online catalog of training courses easily
31 Training & Development Why your organization needs this: Aligns learning with corporate objectives. Prepares employees for strategic changes in the organization Serves as a "benchmark" in measuring performance improvement efforts Increases job satisfaction and morale among employees Increases efficiencies in processes, resulting in financial gain, customer satisfaction and increased productivity Increases innovation in strategies and products necessary to maintain competitive edge.
32 Compensation & Reward
33 Compensation & Reward Compensation planning (issues to consider) Understand that compensation goes beyond straight salary. It also includes benefits, perks, stock options and other elements. Realize that compensation planning solutions must align rewards with performance Measure compensation levels against other employees in the company and against other employees in related industries Ensure your plan complies with government regulations regarding discrimination, contractor versus employee determinations and union or other contractual obligations
34 Compensation & Reward Winning Compensation Models: Centralize and automate your processes Standardize your pay practices throughout your business Provide guidance and training to management staff Always meet compliance requirements Incorporate market data when formulating compensation plans Consult budgets to determine appropriate allocation of salary dollars
35 Compensation & Reward Analytics and Tracking: Keep compensation history for all positions Generate compensation reports to measure against budgets and industry standards Create your own customized workforce study to measure enterprise-wide impact of your compensation programs and policies
36 Compensation & Reward Workforce Rewards: Identify the design parameters for the reward components prior to employee onboarding Conform rewards to the overall organization's compensation strategy to ensure continuity Provide a competitive benefits package, such as retirement plans, insurance, healthcare, etc. Develop financial incentives and performance pay metrics Establish non-monetary recognition and praise for key contributions in and outside the office
37 Compensation & Reward Why your organization needs this: Attract the best available talent Retain key employees and build stability in your workforce while reducing turnover expense Ensure that the employee delivers a positive experience to your clients and the community Create a competitive advantage by building intellectual capital and a powerful knowledge base Become the employer of choice in you market space
38 Employee Lifecycle
39 HR Assessment Open to all attendees of this webinar Contact Hillary Wallis
40 Q&A Thank You!