“WE NEED HELP WITH OUR HR”

Some considerations in “managing” HR when you are too small to afford an HR Department

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erite Oran

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ssociates

Marguerite Orane & Associates www.margueriteorane.com

CHALLENGE WITH SMALL, RAPIDLY GROWING FIRMS:   Everyone focused on growth   Staff size growing rapidly   People are “managed” haphazardly and ad hoc

NB: People are a long term commitment   Getting the wrong person can be disastrous due

to the small size of the firm   Need to make sure the right people remain

“right”

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MANAGING PEOPLE IS THE FUNCTION OF LINE MANAGERS – NOT HR DEPARTMENT

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Basic function of HR – NOT to “manage” the people (HR) but to:

 Make sure people policies and procedures are aligned with Vision, Mission, Strategy and Culture

 SUPPORT line managers in building effective and high performing teams

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 Don’t even think about a full time HR professional until you are over 50 or so employees.

However, you need to:  Put HR functions in place early  Have someone to carry them out on an

administrative basis

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KEY HR FUNCTIONS:

Align HR policies with Strategy Recruit the Right people Keep the Right People

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ALIGN HR POLICIES WITH STRATEGY

 Determine positions, responsibilities in Organization Structure

 Define Job Descriptions and Job Specifications  Grade positions to establish relative

remuneration scales  Determine competitive salary and benefits  Budgetary requirements for HR (not just

remuneration – other HR costs)

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RECRUIT THE RIGHT PEOPLE

 Locate, screen and right people for each job  Rigourous and comprehensive orientation to the

firm and the job  General conditions of employment – employment

contract

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KEEP THE RIGHT PEOPLE

 Performance evaluation system  Training program  Recordkeeping – personal files, vacation leave,

sick leave

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SOME FUNCTIONS THAT WE CONSIDER HR ARE REALLY LINE MANAGEMENT FUNCTIONS

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 Alignment with Corporate Values - Communication of values; feedback to ensure individual alignment

 Motivating team members  Discipline; separation  Set performance targets  Performance Evaluation  Coaching and giving feedback  Professional development

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BUT HR DEPT. DOES PLAY A ROLE:

FUNCTION HR ROLE

Alignment with Corporate Values

Motivation

Discipline Provide guidelines; procedural advice

Performance targeras Maintain records of individual peformance targters

Performance Evaluation

Provide guidelines; monitor deadlines; maintain records

Coaching Training for Managers in Coaching

Professional development

Logistical support; recordkeeping

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SO IF I CAN’T AFFORD HR, HOW DO I GET IT DONE?

By outsourcing one-off design tasks and keeping core inhouse

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OPTIONS:

FUNCTIONS FREQUENCY INHOUSE OUTSOURCE

Organization Structure Design

One-off YES

Restructuring implementation

One-off YES YES

Job Descriptions and Job Specifications

One-off for new positions

YES

Grade positions One-off YES

salary and benefits

One-off YES

HR Budget Annual – after annual strategy review

YES

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OPTIONS:

FUNCTIONS FREQUENCY INHOUSE OUTSOURCE

Locate candidates

As needed YES YES

Interview, select

As needed YES

Orientation As soon as candidate hired

YES

Employment contract

As needed YES YES (one-off design)

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OPTIONS:

FUNCTIONS FREQUENCY INHOUSE OUTSOURCE

Performance evaluation system design

One-off – MUST be aligned to corporate and Strategic Objectives

YES

Performance Evaluation

Quarterly (recommended)

YES

Training program

Annual YES – design and delivery

Recordkeeping Weekly/monthly/ Annually

YES

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Margu

erite Oran

e & A

ssociates

Marguerite Orane Consultant, Speaker, Coach

If you are committed to having your team perform at their peak, contact Marguerite now:

marguerite@margueriteorane.com www.margueriteorane.com

http://ca.linkedin.com/in/margueriteorane