Membangun Kepemimpinan HR yang Kuat
Selasa, 13 Mei 2008 - 15:14 WIB
1. Clarity
Menjadi praktisi atau apalagi pemimpin HR pertama kali dituntut kejernihan cara berpikirnya. Jangan plin-plan, janga "lembek". Banyak orang HR sekarang ini tidak bisa tegas dengan pendiriannya sehingga hanya mengikuti saja apa kata CEO.
2. Vision
HR harus tahu apa kebutuhannya sesuai ke mana arah perusahaan.
3. Passion
Passion datang setelah visi dirumuskan dengan jelas. Passion membuat orang percaya pada apa yang dilakukannya, dan kepercayaan tersebut merupakan garansi untuk sukses.
4. Courage
Memberikan dorongan, memotivasi dan membuat karyawan bekerja dengan penuh semangat merupakan tugas mulia HR. Banyak karyawan yang melakukan pekerjaannya sekedar mencari aman, dan peran HR-lah untuk membuat mereka mampu bekerja dengan keberanian mengambil risiko.
5. Follow-up
Segala program, rencana, keputusan tidak akan berarti apa-apa kalau tidak ada tindak lanjut. Ini memang suatu yang kadang justru terasa lebih berat ketimbang ketika membicarakannya. Di atas kertas, berbagai program bisa sangat menarik, tapi adanya tindak lanjut akan membuatnya menjadi jauh lebih menarik.
6. Delegate
Jangan melakukan banyak hal sekaligus, dan jangan melakukan semuanya sendirian. Delegasikanlah pekerjaan yang bisa didelegasikan. Orang yang tidak bisa mendelegasikan pekerjaan adalah orang yang tidak tergorganisasi.
7. Be consistent
Seorang pemimpin yang baik tidak mengenal kata "mood". Kalimat terburuk adalah, "Hari ini saya sedang tidak mood untuk mengerjakan itu." Pastikan Anda seorang yang konsisten.
8. Look out for talent.
Kalau Anda seorang pemimpin HR, kenali talent yang ada di kantor. Siapa cocok di bidang apa. Tapi, ada satu prinsip yang perlu dipegang. Ibaratnya, ada orang yang berbakat menjadi pemain bola, ada yang berbakat menjadi rocker, tapi semua orang harus bisa menjadi manajer.
9. Command
Pastikan Anda memiliki sistem rantau komando yang jelas. Sehingga jika terjadi kesalahan tidak saling menuding siapa yang bertanggung jawab.
10. Pay them well
Kepemimpinan Anda belum lengkap jika belum mempertimbangkan soal kelayakan dalam menggaji karyawan. Pay them well!
portalhr.com
Senin, 27 Oktober 2008
Mengembangkan Karyawan dengan Jurus Kungfu Panda
Mengembangkan Karyawan dengan Jurus Kungfu Panda
Selasa, 15 Juli 2008 - 15:00 WIB
Film animasi Kungfu Panda yang sampai sekarang masih diputar di bioskop-bioskop di Jakarta karena larisnya, selain memberi hiburan yang menyegarkan juga merupakan sumber hikmah berlimpah yang bisa diambil manfaatnya bagi para manajer, trainer, atasan maupun pihak-pihak yang berkepentingan dalam mengelola karyawan. Anda yang kebetulan belum menonton film ini, atau bahkan yang sudah pun, mungkin jadi bertanya-tanya, bagaimana ceritanya sebuah film --animasi lagi!-- bisa dijadikan bahan pembelajaran untuk mengelola dan bahkan mengembangkan karyawan?
Pada dasarnya, kisah film ini sederhana saja. Seekor panda jantan gemuk bernama Po digadang-gadang ayahnya untuk mewarisi pengelolaan bisnis restauran mie miliknya yang terkenal lezat. Suatu hari sang ayah pernah bilang, ada resep rahasia yang kelak harus diketahui oleh Po. Namun, harapan sang ayah berantakan karena Po tanpa tersangka-sangka terpilih (oleh takdir) menjadi Pendekar Naga yang harus menyelamatkan kehidupan desanya. Untuk itu, Po harus dilatih kungfu terlebih dahulu. Namun, bagaimana mungkin sedang ia hanyalah si gemuk yang susah bergerak dan tahunya makan enak? Dalam keputusasaannya, Master Shi Fu sang guru kungfu tiba-tiba menemukan cara untuk memungkinkan potensi Po untuk dikembangkan secara maksimal sesuai harapan.
Alhasil, Po pun akhirnya menguasai ilmu kungfu tingkat tinggi. Tugasnya sekarang, sebelum mengalahkan musuh yang mengancam kehidupan seluruh desa, memecahkan rahasia Kitab Naga demi kesempurnaan ilmunya. Tapi, kitab tersebut ternyata hanyalah lembaran kosong. Po pun kehilangan harapan, lalu kembali kepada ayahnya yang pengusaha restauran mie. Saat itulah, sang ayah membisikkan rahasia resep kelezatan mie yang dulu dijanjikannya. Apa kata sang ayah? "Tidak ada rahasia. Mie itu lezat karena kita yakini lezat." Po mendapat inspirasi dari penuturan ayahnya itu, bahwa Kitab Naga itu memang kosong dan dirinya hanya harus yakin mampu mengalahkan musuh yang sudah menantinya.
Dari sekelumit ringkasan di atas, kita bisa menarik butir-butir yang berharga untuk membantu mengembangkan potensi karyawan:
1. Rahasia untuk menjadi istimewa tak lain adalah keyakinan bahwa Anda memang istimewa.
Bangkitkan prinsip seperti itu pada diri setiap karyawan. Kalau kita berpikir diri kita spesial, unik, memiliki keunggulan, beda dari yang lain, dan berharga maka kita pun akan mendapatkan dorongan dari dalam untuk melakukan hal-hal yang istimewa.
2. Terus berusaha mewujudkan mimpi (sampai) menjadi kenyataan.
Po yang gemuk, tertatih-tatih menaiki tangga padepokan dan baru beberapa langkah saja sudah lelah, tidak begitu saja pantang menyerah. Kegigihannya terus dipertahakna hingga akhirnya ia bisa menguasai kungfu. Jangan biarkan pikiran negatif menghalangi kita untuk meraih impian, apalagi kemudian menyerah. Tanamkan pada karyawan bahwa kemarin adalah sejarah, esok adalah misteri dan hari ini adalah anugerah. Kegagalan masa lalu tidak boleh membayangi langkah kita, demikian juga ketakutan akan masa depan. Hidup adalah perbuatan, kata sebuah iklan. Berbuatlah hari ini, yakni hari yang telah dihadiahkan Tuhan pada kita.
3. Kita tidak akan berhasil mengembangkan orang lain, sebelum kita percaya dengan kemampuan yang dimiliki orang itu, juga kemampuan kita sendiri.
Master Shi Fu awalnya menolak melatih Po karena menilai bahwa Po adalah pilihan yang salah. Lagi pula, mana mungkin melatihnya dalam waktu singkat? Banyak manajer atau atasan yang belum-belum sudah memberi label pada seorang karyawan sebagai "tidak berbakat" dan penilaian-penilaian sejenis. Selain merugikan karyawan yang bersangkutan, juga membuat sang manajer itu sendiri juga kehilangan kepercayaan diri untuk mengembangkannya.
4. Temukan "sesuatu" dari diri karyawan dan manfaatkanlah hal itu sebagai cara untuk mengembangkan dan memotivasi mereka.
Shi Fu akhirtnya melihat bahwa kegemaran Po makan bisa dijadikan "pintu masuk" untuk memberi pelajaran-pelajaran kungfu. Setiap karyawan adalah satu keunikan, temukan itu untuk mengeluarkan seluruh potensinya. Ibarat rambut sama hitam, tapi setiap orang berbeda-beda dalam faktor yang membangkitkan motivasi mereka.
5. Tidak ada kebetulan.
Faktor kebetulan hanya terjadi pada cerita-cerita fiksi murahan. Dalam mengelola dan mengembangkan karyawan, buang jauh-jauh harapan pada kebetulan. sebab, kebetulan itu tidak ada, yang ada adalah usaha yang sungguh-sungguh dalam melihat dan menghargai setiap potensi individu.
portalhr.com
Selasa, 15 Juli 2008 - 15:00 WIB
Film animasi Kungfu Panda yang sampai sekarang masih diputar di bioskop-bioskop di Jakarta karena larisnya, selain memberi hiburan yang menyegarkan juga merupakan sumber hikmah berlimpah yang bisa diambil manfaatnya bagi para manajer, trainer, atasan maupun pihak-pihak yang berkepentingan dalam mengelola karyawan. Anda yang kebetulan belum menonton film ini, atau bahkan yang sudah pun, mungkin jadi bertanya-tanya, bagaimana ceritanya sebuah film --animasi lagi!-- bisa dijadikan bahan pembelajaran untuk mengelola dan bahkan mengembangkan karyawan?
Pada dasarnya, kisah film ini sederhana saja. Seekor panda jantan gemuk bernama Po digadang-gadang ayahnya untuk mewarisi pengelolaan bisnis restauran mie miliknya yang terkenal lezat. Suatu hari sang ayah pernah bilang, ada resep rahasia yang kelak harus diketahui oleh Po. Namun, harapan sang ayah berantakan karena Po tanpa tersangka-sangka terpilih (oleh takdir) menjadi Pendekar Naga yang harus menyelamatkan kehidupan desanya. Untuk itu, Po harus dilatih kungfu terlebih dahulu. Namun, bagaimana mungkin sedang ia hanyalah si gemuk yang susah bergerak dan tahunya makan enak? Dalam keputusasaannya, Master Shi Fu sang guru kungfu tiba-tiba menemukan cara untuk memungkinkan potensi Po untuk dikembangkan secara maksimal sesuai harapan.
Alhasil, Po pun akhirnya menguasai ilmu kungfu tingkat tinggi. Tugasnya sekarang, sebelum mengalahkan musuh yang mengancam kehidupan seluruh desa, memecahkan rahasia Kitab Naga demi kesempurnaan ilmunya. Tapi, kitab tersebut ternyata hanyalah lembaran kosong. Po pun kehilangan harapan, lalu kembali kepada ayahnya yang pengusaha restauran mie. Saat itulah, sang ayah membisikkan rahasia resep kelezatan mie yang dulu dijanjikannya. Apa kata sang ayah? "Tidak ada rahasia. Mie itu lezat karena kita yakini lezat." Po mendapat inspirasi dari penuturan ayahnya itu, bahwa Kitab Naga itu memang kosong dan dirinya hanya harus yakin mampu mengalahkan musuh yang sudah menantinya.
Dari sekelumit ringkasan di atas, kita bisa menarik butir-butir yang berharga untuk membantu mengembangkan potensi karyawan:
1. Rahasia untuk menjadi istimewa tak lain adalah keyakinan bahwa Anda memang istimewa.
Bangkitkan prinsip seperti itu pada diri setiap karyawan. Kalau kita berpikir diri kita spesial, unik, memiliki keunggulan, beda dari yang lain, dan berharga maka kita pun akan mendapatkan dorongan dari dalam untuk melakukan hal-hal yang istimewa.
2. Terus berusaha mewujudkan mimpi (sampai) menjadi kenyataan.
Po yang gemuk, tertatih-tatih menaiki tangga padepokan dan baru beberapa langkah saja sudah lelah, tidak begitu saja pantang menyerah. Kegigihannya terus dipertahakna hingga akhirnya ia bisa menguasai kungfu. Jangan biarkan pikiran negatif menghalangi kita untuk meraih impian, apalagi kemudian menyerah. Tanamkan pada karyawan bahwa kemarin adalah sejarah, esok adalah misteri dan hari ini adalah anugerah. Kegagalan masa lalu tidak boleh membayangi langkah kita, demikian juga ketakutan akan masa depan. Hidup adalah perbuatan, kata sebuah iklan. Berbuatlah hari ini, yakni hari yang telah dihadiahkan Tuhan pada kita.
3. Kita tidak akan berhasil mengembangkan orang lain, sebelum kita percaya dengan kemampuan yang dimiliki orang itu, juga kemampuan kita sendiri.
Master Shi Fu awalnya menolak melatih Po karena menilai bahwa Po adalah pilihan yang salah. Lagi pula, mana mungkin melatihnya dalam waktu singkat? Banyak manajer atau atasan yang belum-belum sudah memberi label pada seorang karyawan sebagai "tidak berbakat" dan penilaian-penilaian sejenis. Selain merugikan karyawan yang bersangkutan, juga membuat sang manajer itu sendiri juga kehilangan kepercayaan diri untuk mengembangkannya.
4. Temukan "sesuatu" dari diri karyawan dan manfaatkanlah hal itu sebagai cara untuk mengembangkan dan memotivasi mereka.
Shi Fu akhirtnya melihat bahwa kegemaran Po makan bisa dijadikan "pintu masuk" untuk memberi pelajaran-pelajaran kungfu. Setiap karyawan adalah satu keunikan, temukan itu untuk mengeluarkan seluruh potensinya. Ibarat rambut sama hitam, tapi setiap orang berbeda-beda dalam faktor yang membangkitkan motivasi mereka.
5. Tidak ada kebetulan.
Faktor kebetulan hanya terjadi pada cerita-cerita fiksi murahan. Dalam mengelola dan mengembangkan karyawan, buang jauh-jauh harapan pada kebetulan. sebab, kebetulan itu tidak ada, yang ada adalah usaha yang sungguh-sungguh dalam melihat dan menghargai setiap potensi individu.
portalhr.com
Kamis, 23 Oktober 2008
Motivation v Inspiration
Motivation v Inspiration
Friday, 18 April 2008
According to the founder of the Art of Living Foundation Sri Sri Ravi Shankar in a recent lecture in Jakarta on ethics and business, there is a fundamental difference between motivation and inspiration. And the best way for corporate leaders to practice business ethics is not to motivate the employees but rather to inspire them. Because motivation relies on external factors (such as the promise of rewards and the incentive of personal gain) as such, it is short lived and unsustainable. The motivation once fulfilled will be replaced by another form of dissatisfaction and so on in a never-ending cycle of want. The company ends up with a bunch employees that are almost always unhappy and certainly rarely giving their one hundred per cent.
Inspiration on the other hand comes from within - the desire to put one’s heart and soul into the company not because of greed or what one could get out of it while still employed there, but because one has a sense of belonging to the place and a sense of achievement when the company succeeds. Inspiration therefore, is key to the company’s lasting success.
This difference between motivation and inspiration interests me because the failure to practice good ethics in this country (from the top leaders all the way down to all levels of Indonesian society) is I feel precisely due to our over reliance on externalities to shape our ethical values and determine our actions. We do not act. We react. Leaders do not inspire. They blame. The majority of our people are over sensitive and easy to offend. They are not secure in their values and, like the high-maintenance spouse or employee, in constant need of reassurance, recognition and acknowledgment.
How does this over reliance on externalities affect the state of our ethics or lack of? Ethics are the moral principles that guide our behaviour. If our leaders and figures of influence display faulty ethics then we, the society as a whole will suffer and worse, be dragged into sharing the same view. We become an unethical nation. And our democracy is nothing more than the democratization of bad ethics.
Hence the plethora of uninspired rules and regulations and irrational reactions that we healthy-minded citizens have to put up with in this country. The examples are so many and ludicrous that they would be hilarious if only they remained a joke. For instance, in the Batu regency in a pathetic attempt to minimize prostitution, female masseuses are now required to put padlocks on their trousers so they cannot be tempted to offer their sexual services. This reflects a way of (Medieval) thinking that puts the blame on external factors for an inherent weakness - in this case prostitution is caused by female temptresses and their easy-access clothing.
Banning the religious sect Ahmadiyah as heretical (again reminiscent of the Inquisition and persecution of old), in other words in suppressing the minority by the majority, far from inspiring the faithful, what we have is a manifestation of fear, narrow mindedness and insecurity that ill become a religion that has the greatest following. It is a case of blaming others for one’s own lack of faith.
This desire to control (whether by closing down You tube and other attempts to censor the internet and public opinion), preventing musicians from singing songs critical of corruptors, suing the media and intimidating others, far from displaying power is merely a reflection of powerlessness borne of a lack of ethics. What after all are ethics if not the moral compass inherent in individuals with sound mind and good judgment - the compass that has nothing to do with religion and piety but has everything to do with wisdom and self-knowledge. And the understanding that real power comes not from the ability to control others, but to control the self.
That this country is rich in religion and yet poor in ethics is one of the reasons why our development as a nation is difficult to achieve and sustain. It is because of this that this country is cursed with a dearth of inspiring leaders, an overdose of lawmakers motivated by greed and religious leaders motivated by fear. When blame is still the way we strengthen our faith and greed or suspicion the source of our motivation, then our values rest on a very fragile foundation indeed. For it is a foundation based on ignorance and unless we lighten up as a nation (literally and in the sense of getting enlightened) we will find ourselves dragged back into the middle ages where women wore chastity belts and heretics burned at the stake.
© Desi Anwar
Friday, 18 April 2008
According to the founder of the Art of Living Foundation Sri Sri Ravi Shankar in a recent lecture in Jakarta on ethics and business, there is a fundamental difference between motivation and inspiration. And the best way for corporate leaders to practice business ethics is not to motivate the employees but rather to inspire them. Because motivation relies on external factors (such as the promise of rewards and the incentive of personal gain) as such, it is short lived and unsustainable. The motivation once fulfilled will be replaced by another form of dissatisfaction and so on in a never-ending cycle of want. The company ends up with a bunch employees that are almost always unhappy and certainly rarely giving their one hundred per cent.
Inspiration on the other hand comes from within - the desire to put one’s heart and soul into the company not because of greed or what one could get out of it while still employed there, but because one has a sense of belonging to the place and a sense of achievement when the company succeeds. Inspiration therefore, is key to the company’s lasting success.
This difference between motivation and inspiration interests me because the failure to practice good ethics in this country (from the top leaders all the way down to all levels of Indonesian society) is I feel precisely due to our over reliance on externalities to shape our ethical values and determine our actions. We do not act. We react. Leaders do not inspire. They blame. The majority of our people are over sensitive and easy to offend. They are not secure in their values and, like the high-maintenance spouse or employee, in constant need of reassurance, recognition and acknowledgment.
How does this over reliance on externalities affect the state of our ethics or lack of? Ethics are the moral principles that guide our behaviour. If our leaders and figures of influence display faulty ethics then we, the society as a whole will suffer and worse, be dragged into sharing the same view. We become an unethical nation. And our democracy is nothing more than the democratization of bad ethics.
Hence the plethora of uninspired rules and regulations and irrational reactions that we healthy-minded citizens have to put up with in this country. The examples are so many and ludicrous that they would be hilarious if only they remained a joke. For instance, in the Batu regency in a pathetic attempt to minimize prostitution, female masseuses are now required to put padlocks on their trousers so they cannot be tempted to offer their sexual services. This reflects a way of (Medieval) thinking that puts the blame on external factors for an inherent weakness - in this case prostitution is caused by female temptresses and their easy-access clothing.
Banning the religious sect Ahmadiyah as heretical (again reminiscent of the Inquisition and persecution of old), in other words in suppressing the minority by the majority, far from inspiring the faithful, what we have is a manifestation of fear, narrow mindedness and insecurity that ill become a religion that has the greatest following. It is a case of blaming others for one’s own lack of faith.
This desire to control (whether by closing down You tube and other attempts to censor the internet and public opinion), preventing musicians from singing songs critical of corruptors, suing the media and intimidating others, far from displaying power is merely a reflection of powerlessness borne of a lack of ethics. What after all are ethics if not the moral compass inherent in individuals with sound mind and good judgment - the compass that has nothing to do with religion and piety but has everything to do with wisdom and self-knowledge. And the understanding that real power comes not from the ability to control others, but to control the self.
That this country is rich in religion and yet poor in ethics is one of the reasons why our development as a nation is difficult to achieve and sustain. It is because of this that this country is cursed with a dearth of inspiring leaders, an overdose of lawmakers motivated by greed and religious leaders motivated by fear. When blame is still the way we strengthen our faith and greed or suspicion the source of our motivation, then our values rest on a very fragile foundation indeed. For it is a foundation based on ignorance and unless we lighten up as a nation (literally and in the sense of getting enlightened) we will find ourselves dragged back into the middle ages where women wore chastity belts and heretics burned at the stake.
© Desi Anwar
Case 1 The Aftermath of a Layoff: A Strategy Backfires
Case 1
Ron Lockly is sitting at his desk and wondering what has gone wrong. He is a manager at Electron, Inc., a company that produces consumer electronics, and he seems to be confronted with personnel issues almost constantly.
“It wasn’t always like this,” he is thinking to himself. “It’s business restructuring that’s causing all the problems. If we hadn’t changed, we wouldn’t have all these problems. Maybe we would have been a dinosaur, but we would have been a comfortable dinosaur. Sometimes it’s better not to change. It causes too much grief.”
The restructuring Ron is thinking about involved a recent change in how the company does business. Electron has both production and retail facilities. The company had traditionally focused on low-cost production and on providing consumers with low prices and quantity discounts. However, top management had decided to shift toward becoming a “higher end” producer and retailer. The new strategy required that almost all facets of the operation be changed or upgraded. Production needed new and improved equipment, increased automation, and a recognition of quality—not cost or quantity—as the department’s primary goal. Marketing had a major task in shifting the public’s perception of the Electron brand name. Retail outlets had to make changes to their showrooms and retail processes to convey a high-quality image.
In addition to all these functional changes, the new strategy required a new human resources mix. The top management team had determined that production workers would need more computer skills to work in a high-tech, team-oriented environment. Retail personnel would need to be more knowledgeable about the product lines (particularly at the high end) and be driven to serve the customers.
The company decided that the most effective way to make the needed HR changes was a layoff. This decision was made in a series of top management meetings. A layoff would be quick and send a clear message. The layoff approach would also allow the company to get rid of people who lacked the necessary skills or wouldn’t fit with the new business strategy. The company could then hire new people with the needed skills as replacements. In addition, the layoff approach would allow the organization to change very quickly. Rather than an incremental change over years (the time frame needed by training and development), layoffs would produce an immediate step toward the desired goal.
Originally, the company had planned to use performance appraisal records to lay off up to 1,500 workers. However, assessment of performance and skill levels left a great deal of ambiguity regarding who should be let go and who shouldn’t. In the end, the company eliminated approximately 800 workers.
The layoff has caused more problems than anyone anticipated. Many workers have filed or threatened to file lawsuits, mainly age discrimination suits. In addition, many managers and supervisors were very resistant to the idea of terminating workers and seemed to question whether it was really necessary. Morale has plummeted, and there doesn’t seem to be any easy solution to the problem.
Ironically, the layoff itself has become a stumbling block to hiring appropriate replacements. News of the layoff received a lot of press coverage, and it is now causing problems in recruiting new employees. For example, a number of promising job candidates proved impossible to hire after they heard about the layoff and its aftermath. Ron Lockly has personally talked with a number of the candidates, a couple of whom were his acquaintances and confided in him that job security is an important issue to them and that the layoff made them worry about the company’s stability. They had also heard rumours that additional rounds of layoffs would occur. Some of the new people who Electron had managed to hire weren’t working out as well as had been hoped. The surviving workers did not readily accept them and made it clear that long-time colleagues would not be easily forgotten. They also took every opportunity to complain to the replacements about what they perceived to be the company’s negative aspects. Now Ron is worried that the new recruits’ morale will be affected and that the organization’s performance will suffer.
Critical Thinking Questions
How could Electron, Inc. have conducted its layoff to avoid the problems it is now encountering?
What should Electron do about the problems it is experiencing? Specifically, is there a way to improve morale? Should rumours of further cutbacks due to financial difficulties be addressed? If so, how?
How can Electron reduce its recruitment problem? Should candidates be given information about the layoff? If so, how much? Should Electron willingly give information regarding its business strategy to job candidates, who may share this information with Electron’s competitors?
What could be done to orient new employees appropriately and lessen the negative effects of surviving employees’ complaints? Briefly describe a hiring process that could be used to ensure that new hires remain “on board” and enthusiastic about Electron, Inc.
Cooperative Learning Exercises
With your partner or team, summarize the major goal of Electron’s layoff action. Have each member list alternatives to layoff that would achieve the same goal. Compile the best options and share their advantages and disadvantages with the class.
Identify people in the class who have been laid off or know someone who has. Ask them to share the experience with the class and address the issue of using layoffs as a strategic tool.
With your partner or team, identify some ways that Electron can reduce its recruiting and hiring problems. Alternatives to hiring may be possible and should be considered as well. Select the best ideas and share them with the class.
Ron Lockly is sitting at his desk and wondering what has gone wrong. He is a manager at Electron, Inc., a company that produces consumer electronics, and he seems to be confronted with personnel issues almost constantly.
“It wasn’t always like this,” he is thinking to himself. “It’s business restructuring that’s causing all the problems. If we hadn’t changed, we wouldn’t have all these problems. Maybe we would have been a dinosaur, but we would have been a comfortable dinosaur. Sometimes it’s better not to change. It causes too much grief.”
The restructuring Ron is thinking about involved a recent change in how the company does business. Electron has both production and retail facilities. The company had traditionally focused on low-cost production and on providing consumers with low prices and quantity discounts. However, top management had decided to shift toward becoming a “higher end” producer and retailer. The new strategy required that almost all facets of the operation be changed or upgraded. Production needed new and improved equipment, increased automation, and a recognition of quality—not cost or quantity—as the department’s primary goal. Marketing had a major task in shifting the public’s perception of the Electron brand name. Retail outlets had to make changes to their showrooms and retail processes to convey a high-quality image.
In addition to all these functional changes, the new strategy required a new human resources mix. The top management team had determined that production workers would need more computer skills to work in a high-tech, team-oriented environment. Retail personnel would need to be more knowledgeable about the product lines (particularly at the high end) and be driven to serve the customers.
The company decided that the most effective way to make the needed HR changes was a layoff. This decision was made in a series of top management meetings. A layoff would be quick and send a clear message. The layoff approach would also allow the company to get rid of people who lacked the necessary skills or wouldn’t fit with the new business strategy. The company could then hire new people with the needed skills as replacements. In addition, the layoff approach would allow the organization to change very quickly. Rather than an incremental change over years (the time frame needed by training and development), layoffs would produce an immediate step toward the desired goal.
Originally, the company had planned to use performance appraisal records to lay off up to 1,500 workers. However, assessment of performance and skill levels left a great deal of ambiguity regarding who should be let go and who shouldn’t. In the end, the company eliminated approximately 800 workers.
The layoff has caused more problems than anyone anticipated. Many workers have filed or threatened to file lawsuits, mainly age discrimination suits. In addition, many managers and supervisors were very resistant to the idea of terminating workers and seemed to question whether it was really necessary. Morale has plummeted, and there doesn’t seem to be any easy solution to the problem.
Ironically, the layoff itself has become a stumbling block to hiring appropriate replacements. News of the layoff received a lot of press coverage, and it is now causing problems in recruiting new employees. For example, a number of promising job candidates proved impossible to hire after they heard about the layoff and its aftermath. Ron Lockly has personally talked with a number of the candidates, a couple of whom were his acquaintances and confided in him that job security is an important issue to them and that the layoff made them worry about the company’s stability. They had also heard rumours that additional rounds of layoffs would occur. Some of the new people who Electron had managed to hire weren’t working out as well as had been hoped. The surviving workers did not readily accept them and made it clear that long-time colleagues would not be easily forgotten. They also took every opportunity to complain to the replacements about what they perceived to be the company’s negative aspects. Now Ron is worried that the new recruits’ morale will be affected and that the organization’s performance will suffer.
Critical Thinking Questions
How could Electron, Inc. have conducted its layoff to avoid the problems it is now encountering?
What should Electron do about the problems it is experiencing? Specifically, is there a way to improve morale? Should rumours of further cutbacks due to financial difficulties be addressed? If so, how?
How can Electron reduce its recruitment problem? Should candidates be given information about the layoff? If so, how much? Should Electron willingly give information regarding its business strategy to job candidates, who may share this information with Electron’s competitors?
What could be done to orient new employees appropriately and lessen the negative effects of surviving employees’ complaints? Briefly describe a hiring process that could be used to ensure that new hires remain “on board” and enthusiastic about Electron, Inc.
Cooperative Learning Exercises
With your partner or team, summarize the major goal of Electron’s layoff action. Have each member list alternatives to layoff that would achieve the same goal. Compile the best options and share their advantages and disadvantages with the class.
Identify people in the class who have been laid off or know someone who has. Ask them to share the experience with the class and address the issue of using layoffs as a strategic tool.
With your partner or team, identify some ways that Electron can reduce its recruiting and hiring problems. Alternatives to hiring may be possible and should be considered as well. Select the best ideas and share them with the class.
Chapter 17: Meeting the International HRM Challenge
Chapter 17: Meeting the International HRM Challenge
Challenges
After reading this chapter, you should be able to deal more effectively with the following challenges:
1.Specify the HRM strategies that are most appropriate for firms at different stages of internationalization.
2.Identify the best mix of host-country and expatriate employees in international operations given the particular conditions facing a firm.
3.Explain why international assignments often fail and the steps a firm can take to ensure success in this area.
4.Reintegrate returning employees into the firm after they complete an international assignment.
5.Develop HRM policies and procedures that match the needs and values of different cultures.
Challenges
After reading this chapter, you should be able to deal more effectively with the following challenges:
1.Specify the HRM strategies that are most appropriate for firms at different stages of internationalization.
2.Identify the best mix of host-country and expatriate employees in international operations given the particular conditions facing a firm.
3.Explain why international assignments often fail and the steps a firm can take to ensure success in this area.
4.Reintegrate returning employees into the firm after they complete an international assignment.
5.Develop HRM policies and procedures that match the needs and values of different cultures.
Chapter 16: Managing Workplace Safety and Health
Chapter 16: Managing Workplace Safety and Health
Challenges
After reading this chapter, you should be able to deal more effectively with the following challenges:
1.Describe the extent of the employer's responsibility to maintain a safe and healthy work environment.
2.Explain the reasons for safety and health laws and the costs and obligations they impose on employers.
3.Identify the basic provisions of workers' compensation laws and health and safety legislation.
4.Develop an awareness of contemporary health and safety issues, including AIDS, violence against employees, workplace smoking, repetitive strain injuries, substance abuse, and hazardous materials.
5.Describe the features of safety programs and understand the reasons for and the effects of programs designed to enhance employee welfare.
Challenges
After reading this chapter, you should be able to deal more effectively with the following challenges:
1.Describe the extent of the employer's responsibility to maintain a safe and healthy work environment.
2.Explain the reasons for safety and health laws and the costs and obligations they impose on employers.
3.Identify the basic provisions of workers' compensation laws and health and safety legislation.
4.Develop an awareness of contemporary health and safety issues, including AIDS, violence against employees, workplace smoking, repetitive strain injuries, substance abuse, and hazardous materials.
5.Describe the features of safety programs and understand the reasons for and the effects of programs designed to enhance employee welfare.
Chapter 15: Working with Organized Labour
Chapter 15: Working with Organized Labour
Challenges
After reading this chapter, you should be able to deal more effectively with the following challenges:
1.Understand why employees join unions.
2.Describe labour relations in Canada, and explain how labour relations differ in other parts of the world.
3.Identify labour relations strategies and describe how they affect operational and tactical labour relations decisions.
4.Describe the three phases of the labour relations process: union organizing, collective bargaining, and contract administration.
5.Explain how the union grievance procedure works and why the supervisor's role is critical in achieving sound labour relations with a union.
6.Identify the ways in which a union can affect a company's entire pattern of human resource management, including its staffing, employee development, compensation, and employee relations policies.
Challenges
After reading this chapter, you should be able to deal more effectively with the following challenges:
1.Understand why employees join unions.
2.Describe labour relations in Canada, and explain how labour relations differ in other parts of the world.
3.Identify labour relations strategies and describe how they affect operational and tactical labour relations decisions.
4.Describe the three phases of the labour relations process: union organizing, collective bargaining, and contract administration.
5.Explain how the union grievance procedure works and why the supervisor's role is critical in achieving sound labour relations with a union.
6.Identify the ways in which a union can affect a company's entire pattern of human resource management, including its staffing, employee development, compensation, and employee relations policies.
Chapter 14: Respecting Employee Rights and Managing Discipline
Chapter 14: Respecting Employee Rights and Managing Discipline
Challenges
After reading this chapter, you should be able to deal more effectively with the following challenges:
1.Understand the origins and the scope of employee rights and management rights.
2.Explain why the HR department must balance management's rights and employees' rights when designing employment policies.
3.Understand the master-servant relationship and distinguish it from employment at will.
4.Distinguish between progressive discipline procedures and positive discipline procedures.
5.Apply fair standards to a case of employee misconduct and justify the use of discipline.
6.Manage difficult people who challenge their supervisors with such problems as poor attendance, low performance, insubordination, and substance abuse.
7.Avoid disciplinary actions by taking a proactive and strategic approach to human resource management.
Challenges
After reading this chapter, you should be able to deal more effectively with the following challenges:
1.Understand the origins and the scope of employee rights and management rights.
2.Explain why the HR department must balance management's rights and employees' rights when designing employment policies.
3.Understand the master-servant relationship and distinguish it from employment at will.
4.Distinguish between progressive discipline procedures and positive discipline procedures.
5.Apply fair standards to a case of employee misconduct and justify the use of discipline.
6.Manage difficult people who challenge their supervisors with such problems as poor attendance, low performance, insubordination, and substance abuse.
7.Avoid disciplinary actions by taking a proactive and strategic approach to human resource management.
Jumat, 17 Oktober 2008
Function 2: Recruitment and selection of employees
Function 2: Recruitment and selection of employees
Recruitment of staff should be preceded by:
An analysis of the job to be done (i.e. an analytical study of the tasks to be performed to determine their essential factors) written into a job description so that the selectors know what physical and mental characteristics applicants must possess, what qualities and attitudes are desirable and what characteristics are a decided disadvantage;
In the case of replacement staff a critical questioning of the need to recruit at all (replacement should rarely be an automatic process).
Effectively, selection is 'buying' an employee (the price being the wage or salary multiplied by probable years of service) hence bad buys can be very expensive. For that reason some firms (and some firms for particular jobs) use external expert consultants for recruitment and selection.
Equally some small organizations exist to 'head hunt', i.e. to attract staff with high reputations from existing employers to the recruiting employer. However, the 'cost' of poor selection is such that, even for the mundane day-to-day jobs, those who recruit and select should be well trained to judge the suitability of applicants.
The main sources of recruitment are:
Internal promotion and internal introductions (at times desirable for morale purposes)
Careers officers (and careers masters at schools)
University appointment boards
Agencies for the unemployed
Advertising (often via agents for specialist posts) or the use of other local media (e.g. commercial radio)
Where the organization does its own printed advertising it is useful if it has some identifying logo as its trade mark for rapid attraction and it must take care not to offend the sex, race, etc. antidiscrimination legislation either directly or indirectly. The form on which the applicant is to apply (personal appearance, letter of application, completion of a form) will vary according to the posts vacant and numbers to be recruited.
It is very desirable in many jobs that claim about experience and statements about qualifications are thoroughly checked and that applicants unfailingly complete a health questionnaire (the latter is not necessarily injurious to the applicants chance of being appointed as firms are required to employ a percentage of disabled people).
Before letters of appointment are sent any doubts about medical fitness or capacity (in employments where hygiene considerations are dominant) should be resolved by requiring applicants to attend a medical examination. This is especially so where, as for example in the case of apprentices, the recruitment is for a contractual period or involves the firm in training costs.
Interviewing can be carried out by individuals (e.g. supervisor or departmental manager), by panels of interviewers or in the form of sequential interviews by different experts and can vary from a five minute 'chat' to a process of several days. Ultimately personal skills in judgment are probably the most important, but techniques to aid judgment include selection testing for:
Aptitudes (particularly useful for school leavers)
Attainments
General intelligence
(All of these need skilled testing and assessment.) In more senior posts other techniques are:
Leaderless groups
Command exercises
Group problem solving
(These are some common techniques - professional selection organizations often use other techniques to aid in selection.)
Training in interviewing and in appraising candidates is clearly essential to good recruitment. Largely the former consists of teaching interviewers how to draw out the interviewee and the latter how to xratex the candidates. For consistency (and as an aid to checking that) rating often consists of scoring candidates for experience, knowledge, physical/mental capabilities, intellectual levels, motivation, prospective potential, leadership abilities etc. (according to the needs of the post). Application of the normal curve of distribution to scoring eliminates freak judgments
©2008 Accel-Team
Recruitment of staff should be preceded by:
An analysis of the job to be done (i.e. an analytical study of the tasks to be performed to determine their essential factors) written into a job description so that the selectors know what physical and mental characteristics applicants must possess, what qualities and attitudes are desirable and what characteristics are a decided disadvantage;
In the case of replacement staff a critical questioning of the need to recruit at all (replacement should rarely be an automatic process).
Effectively, selection is 'buying' an employee (the price being the wage or salary multiplied by probable years of service) hence bad buys can be very expensive. For that reason some firms (and some firms for particular jobs) use external expert consultants for recruitment and selection.
Equally some small organizations exist to 'head hunt', i.e. to attract staff with high reputations from existing employers to the recruiting employer. However, the 'cost' of poor selection is such that, even for the mundane day-to-day jobs, those who recruit and select should be well trained to judge the suitability of applicants.
The main sources of recruitment are:
Internal promotion and internal introductions (at times desirable for morale purposes)
Careers officers (and careers masters at schools)
University appointment boards
Agencies for the unemployed
Advertising (often via agents for specialist posts) or the use of other local media (e.g. commercial radio)
Where the organization does its own printed advertising it is useful if it has some identifying logo as its trade mark for rapid attraction and it must take care not to offend the sex, race, etc. antidiscrimination legislation either directly or indirectly. The form on which the applicant is to apply (personal appearance, letter of application, completion of a form) will vary according to the posts vacant and numbers to be recruited.
It is very desirable in many jobs that claim about experience and statements about qualifications are thoroughly checked and that applicants unfailingly complete a health questionnaire (the latter is not necessarily injurious to the applicants chance of being appointed as firms are required to employ a percentage of disabled people).
Before letters of appointment are sent any doubts about medical fitness or capacity (in employments where hygiene considerations are dominant) should be resolved by requiring applicants to attend a medical examination. This is especially so where, as for example in the case of apprentices, the recruitment is for a contractual period or involves the firm in training costs.
Interviewing can be carried out by individuals (e.g. supervisor or departmental manager), by panels of interviewers or in the form of sequential interviews by different experts and can vary from a five minute 'chat' to a process of several days. Ultimately personal skills in judgment are probably the most important, but techniques to aid judgment include selection testing for:
Aptitudes (particularly useful for school leavers)
Attainments
General intelligence
(All of these need skilled testing and assessment.) In more senior posts other techniques are:
Leaderless groups
Command exercises
Group problem solving
(These are some common techniques - professional selection organizations often use other techniques to aid in selection.)
Training in interviewing and in appraising candidates is clearly essential to good recruitment. Largely the former consists of teaching interviewers how to draw out the interviewee and the latter how to xratex the candidates. For consistency (and as an aid to checking that) rating often consists of scoring candidates for experience, knowledge, physical/mental capabilities, intellectual levels, motivation, prospective potential, leadership abilities etc. (according to the needs of the post). Application of the normal curve of distribution to scoring eliminates freak judgments
©2008 Accel-Team
When Is An HR Department Necessary?
When Is An HR Department Necessary?
How many employees should a company have before there is a need for an HR Department? As companies grow, there is a need to administer the HR function, but that doesn't necessitate an HR Department. In fact, 30 years experience has shown that until the company has at least 50 employees, that "department" -- really a function -- can consist of or be handled by one person...often much to the dismay of that one person.
Between outsourcing such things as payroll and the initial writing of an employee handbook, and with the plethora of software for HR today, one person should be able to develop and administer the function.
Of course, there are variations to this theme. In some companies where recruiting has been a major activity, there may well be a need to have an HR administrator or "Benefits Clerk" and a recruiter. But in most small companies an Office Manager can suffice.
Historically, what necessitates an HR Department are the functions and responsibilities which no one else either wants or is capable of doing. From recruiting to orienting new employees, from writing job descriptions to tracking attendance, and from instituting and monitoring policies to monitoring benefits, there has been a need for an HR generalist to assist senior management in both establishing a structure to holding down costs of administration. In fact, I have felt for some time that the initial title for the HR person should be "Administrative Manager."
Let's say that you have been hired or requested to establish an HR function. What do you need to do?
The first step is to determine what the expectations are of the manager who realized the necessity of the function. In very small companies, this is often the owner or most senior manager who just returned from a seminar or workshop where an attorney -- or a whole herd of attorneys -- has scared the hell out of him or her by pointing out the complexities of complying with federal and state labor codes. Using some of the responsibilities listed below, develop a job description with that manager which at least outlines what the job entails.
After that, determine the compliance issues which pertain to your company. The most basic of these have to do with wages and hours of work, classification of employees, the I-9, COBRA (down from 20 to two employees in California and New Jersey, by the way), leaves of absence including maternity and family leaves which differ from state to state, ADA, harassment, and a host of others. (Charts and attendant articles - including a 2005 job description - are found only in the subscriber's section.)
Then, determine whether or not you need to have an employee handbook or other formal policies and procedures manual to cover everything from establishing the company as an at-will employer to benefits. If a handbook already exists, be certain that it is in compliance with federal and state regulations and that the policies and the way they are written are in the best interests of the company.
Are all the basic policies included? These can be thought of as grouped into conditions of employment, benefits, and disciplinary processes. Is there a balance between stated corporate and employee rights and obligations?
Take a look at existing employee files or, if no files exist, gathering all the papers into coherent personnel files. Minimally, you should have an Application for Employment form or resume, a W-2, any insurance forms that the employee may have signed, and performance appraisals. I also like to see start dates, dates of reviews, dates of promotions, and all the changes in wages or salary. Because personnel still runs on paper and paperwork, do not rely too heavily on computerized files. (Besides, such files seem to disappear with regularity nowadays.)
Who takes care of payroll? There used to be an ongoing fight between HR and accounting as to who gets payroll. I have no idea why anyone would want it and it does belong in accounting more so than in HR but, should the question arise, the answer today is to outsource payroll to a payroll service (or a bank which offers such a service). There are still responsibilities such as informing the payroll service of changes in individual wages or salaries, docking, and final pay, but payroll services are definitely the way to go. They do vary in quality and quantity of services, so you will have to compare. Do not let a payroll service sell you more than what you need...which means that you'll have to do some research into what you need.
Benefits administration is and should be separate from payroll. Even if you have the best broker in the world (who you only have to monitor on a semiannual basis), there is always internal administration of such packages. Further, you will have the responsibility of being the source for answering questions about all forms and types of insurance, the differences in options, and the cost to employees. One of the ways that HR can contribute to the company is by keeping the costs of benefits down, and this means auditing the policies periodically to be certain that there haven't been increases in premiums either directly or indirectly through a decrease in benefits.
One person should be responsible for new employee orientation. In order to inform new employees of their benefits and the policies of the company, you will very simply have to be the expert in benefits and policies of the company.
Does the company have a compensation system or is it pretty much a hit-or-miss proposition? Are there job descriptions? Job specifications? Is compensation tied to responsibilities? Are increases in pay tied to contributions to the company, i.e., pay-for-performance? Do you need a graded compensation system? Contrary to popular opinion, I am not certain that a compensation analyst from outside the company is needed to set up a system in a company with fewer than 50 employees. I know that one is not necessary for companies with fewer than 20 employees. On the other hand, all these questions were rhetorical.
What you will have to do is become proficient in writing or formalizing job descriptions. We can help as part of a subscription to ewin.com.
HR has an information function that you should think through. Changes in policies, changes in benefits, even changes in laws must be communicated to all employees. Major changes may call for training such as in harassment a few years back. Major changes in medical insurance benefits (as opposed to unemployment or SDI -- for those in states with SDI) have to be disseminated to all affected employees. Therefore, HR becomes a kind of pass-through in the information cycle.
I've left recruiting for last because it can be, but is not always a major function in smaller companies. Some small companies are very stable, hiring perhaps as few as one new employee in a 12-month period. Others are in very competitive industries where recruiting can be a function unto itself. Interviewing, selection, and placement are part and parcel of recruiting and a knowledge of the techniques involved is very important. Hiring the wrong person(s) is extremely expensive. Therefore, if recruiting is a major function, it may be in the company's best interest to have a professional recruiter and another employee to handle all the other functions. (The recruiter must also have a knowledge of benefits and policies and procedures, but his or her primary function would be to find and hire the best person at the "best" salary, i.e., one that satisfies the applicant and is affordable to the company.)
Certainly there are other responsibilities, but they should be considered as secondary. While diversity may be high on the list of the more "social-minded" managers, don't ever expect to sit at the executive table if you emphasize issues (or non-issues) such as this. Insofar as possible, stay with those areas having to do with risk management, planning, and costs.
Delegating the Christmas party and company picnic to someone else should be your first priority. Don't get caught up in becoming the company's "cruise director." You've got better things to do.
Ethan A. Winning
© Copyright 2005
How many employees should a company have before there is a need for an HR Department? As companies grow, there is a need to administer the HR function, but that doesn't necessitate an HR Department. In fact, 30 years experience has shown that until the company has at least 50 employees, that "department" -- really a function -- can consist of or be handled by one person...often much to the dismay of that one person.
Between outsourcing such things as payroll and the initial writing of an employee handbook, and with the plethora of software for HR today, one person should be able to develop and administer the function.
Of course, there are variations to this theme. In some companies where recruiting has been a major activity, there may well be a need to have an HR administrator or "Benefits Clerk" and a recruiter. But in most small companies an Office Manager can suffice.
Historically, what necessitates an HR Department are the functions and responsibilities which no one else either wants or is capable of doing. From recruiting to orienting new employees, from writing job descriptions to tracking attendance, and from instituting and monitoring policies to monitoring benefits, there has been a need for an HR generalist to assist senior management in both establishing a structure to holding down costs of administration. In fact, I have felt for some time that the initial title for the HR person should be "Administrative Manager."
Let's say that you have been hired or requested to establish an HR function. What do you need to do?
The first step is to determine what the expectations are of the manager who realized the necessity of the function. In very small companies, this is often the owner or most senior manager who just returned from a seminar or workshop where an attorney -- or a whole herd of attorneys -- has scared the hell out of him or her by pointing out the complexities of complying with federal and state labor codes. Using some of the responsibilities listed below, develop a job description with that manager which at least outlines what the job entails.
After that, determine the compliance issues which pertain to your company. The most basic of these have to do with wages and hours of work, classification of employees, the I-9, COBRA (down from 20 to two employees in California and New Jersey, by the way), leaves of absence including maternity and family leaves which differ from state to state, ADA, harassment, and a host of others. (Charts and attendant articles - including a 2005 job description - are found only in the subscriber's section.)
Then, determine whether or not you need to have an employee handbook or other formal policies and procedures manual to cover everything from establishing the company as an at-will employer to benefits. If a handbook already exists, be certain that it is in compliance with federal and state regulations and that the policies and the way they are written are in the best interests of the company.
Are all the basic policies included? These can be thought of as grouped into conditions of employment, benefits, and disciplinary processes. Is there a balance between stated corporate and employee rights and obligations?
Take a look at existing employee files or, if no files exist, gathering all the papers into coherent personnel files. Minimally, you should have an Application for Employment form or resume, a W-2, any insurance forms that the employee may have signed, and performance appraisals. I also like to see start dates, dates of reviews, dates of promotions, and all the changes in wages or salary. Because personnel still runs on paper and paperwork, do not rely too heavily on computerized files. (Besides, such files seem to disappear with regularity nowadays.)
Who takes care of payroll? There used to be an ongoing fight between HR and accounting as to who gets payroll. I have no idea why anyone would want it and it does belong in accounting more so than in HR but, should the question arise, the answer today is to outsource payroll to a payroll service (or a bank which offers such a service). There are still responsibilities such as informing the payroll service of changes in individual wages or salaries, docking, and final pay, but payroll services are definitely the way to go. They do vary in quality and quantity of services, so you will have to compare. Do not let a payroll service sell you more than what you need...which means that you'll have to do some research into what you need.
Benefits administration is and should be separate from payroll. Even if you have the best broker in the world (who you only have to monitor on a semiannual basis), there is always internal administration of such packages. Further, you will have the responsibility of being the source for answering questions about all forms and types of insurance, the differences in options, and the cost to employees. One of the ways that HR can contribute to the company is by keeping the costs of benefits down, and this means auditing the policies periodically to be certain that there haven't been increases in premiums either directly or indirectly through a decrease in benefits.
One person should be responsible for new employee orientation. In order to inform new employees of their benefits and the policies of the company, you will very simply have to be the expert in benefits and policies of the company.
Does the company have a compensation system or is it pretty much a hit-or-miss proposition? Are there job descriptions? Job specifications? Is compensation tied to responsibilities? Are increases in pay tied to contributions to the company, i.e., pay-for-performance? Do you need a graded compensation system? Contrary to popular opinion, I am not certain that a compensation analyst from outside the company is needed to set up a system in a company with fewer than 50 employees. I know that one is not necessary for companies with fewer than 20 employees. On the other hand, all these questions were rhetorical.
What you will have to do is become proficient in writing or formalizing job descriptions. We can help as part of a subscription to ewin.com.
HR has an information function that you should think through. Changes in policies, changes in benefits, even changes in laws must be communicated to all employees. Major changes may call for training such as in harassment a few years back. Major changes in medical insurance benefits (as opposed to unemployment or SDI -- for those in states with SDI) have to be disseminated to all affected employees. Therefore, HR becomes a kind of pass-through in the information cycle.
I've left recruiting for last because it can be, but is not always a major function in smaller companies. Some small companies are very stable, hiring perhaps as few as one new employee in a 12-month period. Others are in very competitive industries where recruiting can be a function unto itself. Interviewing, selection, and placement are part and parcel of recruiting and a knowledge of the techniques involved is very important. Hiring the wrong person(s) is extremely expensive. Therefore, if recruiting is a major function, it may be in the company's best interest to have a professional recruiter and another employee to handle all the other functions. (The recruiter must also have a knowledge of benefits and policies and procedures, but his or her primary function would be to find and hire the best person at the "best" salary, i.e., one that satisfies the applicant and is affordable to the company.)
Certainly there are other responsibilities, but they should be considered as secondary. While diversity may be high on the list of the more "social-minded" managers, don't ever expect to sit at the executive table if you emphasize issues (or non-issues) such as this. Insofar as possible, stay with those areas having to do with risk management, planning, and costs.
Delegating the Christmas party and company picnic to someone else should be your first priority. Don't get caught up in becoming the company's "cruise director." You've got better things to do.
Ethan A. Winning
© Copyright 2005
Kamis, 16 Oktober 2008
Chapter 13: Developing Employee Relations and Communications
Chapter 13: Developing Employee Relations and Communications
Challenges
After reading this chapter, you should be able to deal more effectively with the following challenges:
1.Understand how employee relations can contribute to business goals.
2.Describe the three types of programs that can be used to facilitate employee communications.
3.Explain the various appeals procedures available to employees to challenge management actions.
4.Understand the significance of employee assistance programs in helping employees deal with personal problems that may interfere with job performance.
5.Be aware of some of the technological innovations in employee communications that allow managers to disseminate information more quickly and how information dissemination may influence an organization's employee relations.
Challenges
After reading this chapter, you should be able to deal more effectively with the following challenges:
1.Understand how employee relations can contribute to business goals.
2.Describe the three types of programs that can be used to facilitate employee communications.
3.Explain the various appeals procedures available to employees to challenge management actions.
4.Understand the significance of employee assistance programs in helping employees deal with personal problems that may interfere with job performance.
5.Be aware of some of the technological innovations in employee communications that allow managers to disseminate information more quickly and how information dissemination may influence an organization's employee relations.
Chapter 12: Designing and Administering Employee Benefits and Services
Chapter 12: Designing and Administering Employee Benefits and Services
Challenges
After reading this chapter, you should be able to deal more effectively with the following challenges:
1.Understand the significance of employee benefits to both employers and employees.
2.Design a benefits package that supports the firm's overall compensation strategy and other HRM policies.
3.Distinguish between a defined benefit retirement plan and a defined contribution retirement plan, and recognize the situations in which each plan is most appropriate.
4.Explain how publicly funded health care and various supplemental health programs offered by employers relate to each other and to the funding of health care expenses in Canada.
5.Develop cost containment strategies for the different types of employee benefits.
6.Understand the administrative complexities of providing a full array of benefits to a company's work force, and suggest ways to deliver benefits effectively.
7.Recognize the HR department's key role in keeping accurate records of employee benefits and informing employees about their benefits.
Challenges
After reading this chapter, you should be able to deal more effectively with the following challenges:
1.Understand the significance of employee benefits to both employers and employees.
2.Design a benefits package that supports the firm's overall compensation strategy and other HRM policies.
3.Distinguish between a defined benefit retirement plan and a defined contribution retirement plan, and recognize the situations in which each plan is most appropriate.
4.Explain how publicly funded health care and various supplemental health programs offered by employers relate to each other and to the funding of health care expenses in Canada.
5.Develop cost containment strategies for the different types of employee benefits.
6.Understand the administrative complexities of providing a full array of benefits to a company's work force, and suggest ways to deliver benefits effectively.
7.Recognize the HR department's key role in keeping accurate records of employee benefits and informing employees about their benefits.
Chapter 11: Rewarding Performance
Chapter 11: Rewarding Performance
Challenges
After reading this chapter, you should be able to deal more effectively with the following challenges:
1. Recognize individual and group contributions to the firm by rewarding high performers.
2. Develop pay-for-performance plans that are appropriate for different levels in an organization.
3. Identify the potential benefits and drawbacks of a particular pay-for-performance system and choose the plan that is most appropriate for a particular firm.
4. Understand how the components of an executive compensation package motivate executives to make decisions that are in the firm's best interests.
5. Weigh the pros and cons of different compensation methods for sales personnel and design an incentive plan that is consistent with the firm's marketing strategy.
6. Design an incentive system to reward excellence in customer service.
Challenges
After reading this chapter, you should be able to deal more effectively with the following challenges:
1. Recognize individual and group contributions to the firm by rewarding high performers.
2. Develop pay-for-performance plans that are appropriate for different levels in an organization.
3. Identify the potential benefits and drawbacks of a particular pay-for-performance system and choose the plan that is most appropriate for a particular firm.
4. Understand how the components of an executive compensation package motivate executives to make decisions that are in the firm's best interests.
5. Weigh the pros and cons of different compensation methods for sales personnel and design an incentive plan that is consistent with the firm's marketing strategy.
6. Design an incentive system to reward excellence in customer service.
Chapter 10: Managing Compensation
Chapter 10: Managing Compensation
Challenges
After reading this chapter, you should be able to deal more effectively with the following challenges:
1. Identify the compensation policies and practices that are most appropriate to a firm.
2. Weigh the strategic advantages and disadvantages of different compensation options.
3. Establish a job-based compensation scheme that is internally consistent and linked to the labour market.
4. Understand the difference between a compensation system in which employees are paid for the skills they use and one in which they are paid for the job they hold.
5. Make compensation decisions that comply with the legal framework.
Challenges
After reading this chapter, you should be able to deal more effectively with the following challenges:
1. Identify the compensation policies and practices that are most appropriate to a firm.
2. Weigh the strategic advantages and disadvantages of different compensation options.
3. Establish a job-based compensation scheme that is internally consistent and linked to the labour market.
4. Understand the difference between a compensation system in which employees are paid for the skills they use and one in which they are paid for the job they hold.
5. Make compensation decisions that comply with the legal framework.
Chapter 9: Developing Careers
Chapter 9: Developing Careers
Challenges
After reading this chapter, you should be able to deal more effectively with the following challenges:
1. Establish a sound process for developing your employees' careers.
2. Understand how to develop your own career.
3. Identify the negative aspects of an overemphasis on career development and the importance of dual-career issues in career development.
4. Understand the importance of dual careers in career development.
5. Develop a skills inventory and a career path.
6. Establish an organizational culture that supports career development.
Challenges
After reading this chapter, you should be able to deal more effectively with the following challenges:
1. Establish a sound process for developing your employees' careers.
2. Understand how to develop your own career.
3. Identify the negative aspects of an overemphasis on career development and the importance of dual-career issues in career development.
4. Understand the importance of dual careers in career development.
5. Develop a skills inventory and a career path.
6. Establish an organizational culture that supports career development.
Chapter 8: Training the Workforce
Chapter 8: Training the Workforce
Challenges
After reading this chapter, you should be able to deal more effectively with the following challenges:
1. Determine when employees need training and the best type of training given a company's circumstances.
2. Recognize the characteristics that make training programs successful.
3. Weigh the costs and benefits of a computer-based training program.
4. Design job aids as complements or alternatives to training.
Challenges
After reading this chapter, you should be able to deal more effectively with the following challenges:
1. Determine when employees need training and the best type of training given a company's circumstances.
2. Recognize the characteristics that make training programs successful.
3. Weigh the costs and benefits of a computer-based training program.
4. Design job aids as complements or alternatives to training.
Rabu, 15 Oktober 2008
Human Resources Manager, Total Rewards
Human Resources Manager, Total Rewards
Program/Office: Human Resources
Reports to: HR Director
FLSA Status: Exempt
Union Affiliation: Non-Union
About EngenderHealth
EngenderHealth works to improve the health and well-being of people in the poorest communities of the world. We do this by sharing our expertise in sexual and reproductive health and transforming the quality of heath care. We promote gender equity, advocate for sound practices and policies, and inspire people to assess their rights to better, healthier lives. Working in partnership with local organizations, we adapt our work in response to local needs.
Job Summary
The Total Rewards Manager will support the complete spectrum of workplace environment rewards programs offered by EH; comprising all compensation, benefits and incentive programs. Develop and help lead the core attributes of each of the components of the total reward approach. Aligning programs, policy and practice in the context of EH’s organizational and workforce strategies i.e., to lead (in collaboration with and VP HR and OD and the Director HR) the development of a client’s Total Rewards “framework” that will drive decisions on the design of each individual program. Identify inconsistencies between the organization/workforce strategies and the Total Rewards programs.
Responsibilities
The Total Rewards Manager plays a key role through coordination and planning for HR projects and processes to ensure efficiency and effectiveness for the entire team. This includes providing support in such areas as record keeping, staffing, training, employee communications, employee relations and special projects as directed. Managing processes with careful attention to the mutli-site cross cultural awareness and sensitivities. Responsible for the day-to-day administration, policy and statutory compliance and pricing of our EH reward programs within budgetary guidelines.
Provides oversight and direct guidance (where applicable) and related communication to staff members. This position is responsible for ensuring benefit program integrity within HRIS, by working in partnership with the Corporate HR Team.
Managing the premium reports and payments, administering the reward programs enrollment/disenrollment data and strategically communicating, and marketing reward plan information to all staff members to facilitate proper and complete utilization.
· Evaluates and compares existing EH reward plans with those of other similarly situated employers by analyzing other plans, surveys, and other sources of information. Plans, develops and/or participates in relevant non-profit organization surveys. Analyzes results of surveys and develops specific recommendations for review by management. Proactively assist in identifying trends and strategies to meet objectives while remaining fiscally responsible
· Act as specialist adviser to field – based HR teams regarding total rewards initiatives.
· Research, recommend and implement benefits, compensation and recognition programs ensuring alignment with EH’s strategy, policies and procedures.
· Ensures planregulatory/legal compliance. Coordinates the preparation of reports and applications required by law to be filed with federal and state agencies, such as Internal Revenue Service, Department of Labor, insurance commissioners and other regulatory agencies. Reviews and analyzes changes to state, federal, and in country laws pertaining to employee rewards, and reports necessary or suggested changes to management
· Monitors company incentive compensation, rewards and recognition programs. Assessing and leveraging technology to ensure that risk and compliance is well poised for the company's growth globally
· Ensuring HR administers Total Rewards plans correctly, working with HR team to create HR processes to achieve seamless administration
· Researches and analyzes industry trends, markets and salary structures in evaluating strategies.
· Identify emerging issues and trends; propose solutions / policy development and compliance requirements.
· Work with the Dir. HR in developing an effective communication approach to ensure that the compensation and benefits programs are fully understood and appropriately valued by employees.
· Assisting in the development of salary budgets, conducting job evaluations, participating in and analyzing data from salary surveys, developing compensation policies and procedures and administering bonus programs; identifying opportunities and solutions to improve compensation processes, including evaluating and recommending the best external service providers, preparing and analyzing regular management and audit reports, and ensuring the integrity of the compensation data in the HRM system
· Act as primary HR manager to selected country offices as needed
Education, Experience and Certifications
· Bachelor’s Degree in related field.
· Five to seven years experience as a HR Generalist.
· Five years of experience in an HR or HRIS function.
· A Bachelor’s degree in human resources or related field · Highly motivated individual with a strong customer service orientation and a demonstrated commitment to EngenderHealth’s organizational values and credo.
· Ability to think creatively and critically with an internal drive and motivation
· Capability of influencing others in a global, cross-functional organization;·
· An unparalleled attention to detail.
· Strong analytical skills.
· Excellent MS Office skills.
· Excellent organizational skills.
· Excellent communications skills and customer orientation.
· Ability to handle multiple projects.
· Highly organized with strong attention to detail and the ability to handle busy workflow and prioritize assignments effectively.
· Ability to handle sensitive and/or confidential information.
Knowledge, Skills and Abilities
· Experience working with a broad rewards perspective, ideally with exposure to multinational organizations Demonstrated experience consulting at a senior level with a strategic focus (either as a consultant or as an internal corporate specialist)
· Strong internal (cross-line of organization and geography) relationship building and collaboration capability with proven implementation ability
· Excellent verbal and written communication skills, Strong interpersonal, consultative, creative and innovated solutions oriented leadership skills
· Excellent project management skills
· Global/cross-border consulting and project management experience preferred, but not required
· At least five years experience directly working with employee rewards programs preferably with an international non-profit organization.
· Must have a passion for what you do, have a high performance orientation, take ownership for your work; extremely customer service oriented and have excellent problem-solving and follow-through skills.
· Proficiency in Microsoft Office products, including Word and Excel.
· Knowledge of computerized human resources systems.
· CEBS (Certification in Employee Benefits) preferred but not required.
* At vero eos et accusam et justo duo dolores et ea rebum.
* Stet clita kasd gubergren, no sea takimata sanctus est Lorem ipsum dolor sit amet.
To Apply
If you wish to be considered for this position please send your non-returnable CV/résumé and application letter to hrinfo@engenderhealth.org with "Human Resources Manager, Total Rewards" in the subject line. You may also apply by fax to (212) 561-8082, or by mail to Human Resources, EngenderHealth, 440 Ninth Avenue, New York, NY 10001.
EngenderHealth provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, marital status, amnesty, or status as a Vietnam-era or special disabled veteran in accordance with applicable federal, state and local laws.
EngenderHealth complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.
Program/Office: Human Resources
Reports to: HR Director
FLSA Status: Exempt
Union Affiliation: Non-Union
About EngenderHealth
EngenderHealth works to improve the health and well-being of people in the poorest communities of the world. We do this by sharing our expertise in sexual and reproductive health and transforming the quality of heath care. We promote gender equity, advocate for sound practices and policies, and inspire people to assess their rights to better, healthier lives. Working in partnership with local organizations, we adapt our work in response to local needs.
Job Summary
The Total Rewards Manager will support the complete spectrum of workplace environment rewards programs offered by EH; comprising all compensation, benefits and incentive programs. Develop and help lead the core attributes of each of the components of the total reward approach. Aligning programs, policy and practice in the context of EH’s organizational and workforce strategies i.e., to lead (in collaboration with and VP HR and OD and the Director HR) the development of a client’s Total Rewards “framework” that will drive decisions on the design of each individual program. Identify inconsistencies between the organization/workforce strategies and the Total Rewards programs.
Responsibilities
The Total Rewards Manager plays a key role through coordination and planning for HR projects and processes to ensure efficiency and effectiveness for the entire team. This includes providing support in such areas as record keeping, staffing, training, employee communications, employee relations and special projects as directed. Managing processes with careful attention to the mutli-site cross cultural awareness and sensitivities. Responsible for the day-to-day administration, policy and statutory compliance and pricing of our EH reward programs within budgetary guidelines.
Provides oversight and direct guidance (where applicable) and related communication to staff members. This position is responsible for ensuring benefit program integrity within HRIS, by working in partnership with the Corporate HR Team.
Managing the premium reports and payments, administering the reward programs enrollment/disenrollment data and strategically communicating, and marketing reward plan information to all staff members to facilitate proper and complete utilization.
· Evaluates and compares existing EH reward plans with those of other similarly situated employers by analyzing other plans, surveys, and other sources of information. Plans, develops and/or participates in relevant non-profit organization surveys. Analyzes results of surveys and develops specific recommendations for review by management. Proactively assist in identifying trends and strategies to meet objectives while remaining fiscally responsible
· Act as specialist adviser to field – based HR teams regarding total rewards initiatives.
· Research, recommend and implement benefits, compensation and recognition programs ensuring alignment with EH’s strategy, policies and procedures.
· Ensures planregulatory/legal compliance. Coordinates the preparation of reports and applications required by law to be filed with federal and state agencies, such as Internal Revenue Service, Department of Labor, insurance commissioners and other regulatory agencies. Reviews and analyzes changes to state, federal, and in country laws pertaining to employee rewards, and reports necessary or suggested changes to management
· Monitors company incentive compensation, rewards and recognition programs. Assessing and leveraging technology to ensure that risk and compliance is well poised for the company's growth globally
· Ensuring HR administers Total Rewards plans correctly, working with HR team to create HR processes to achieve seamless administration
· Researches and analyzes industry trends, markets and salary structures in evaluating strategies.
· Identify emerging issues and trends; propose solutions / policy development and compliance requirements.
· Work with the Dir. HR in developing an effective communication approach to ensure that the compensation and benefits programs are fully understood and appropriately valued by employees.
· Assisting in the development of salary budgets, conducting job evaluations, participating in and analyzing data from salary surveys, developing compensation policies and procedures and administering bonus programs; identifying opportunities and solutions to improve compensation processes, including evaluating and recommending the best external service providers, preparing and analyzing regular management and audit reports, and ensuring the integrity of the compensation data in the HRM system
· Act as primary HR manager to selected country offices as needed
Education, Experience and Certifications
· Bachelor’s Degree in related field.
· Five to seven years experience as a HR Generalist.
· Five years of experience in an HR or HRIS function.
· A Bachelor’s degree in human resources or related field · Highly motivated individual with a strong customer service orientation and a demonstrated commitment to EngenderHealth’s organizational values and credo.
· Ability to think creatively and critically with an internal drive and motivation
· Capability of influencing others in a global, cross-functional organization;·
· An unparalleled attention to detail.
· Strong analytical skills.
· Excellent MS Office skills.
· Excellent organizational skills.
· Excellent communications skills and customer orientation.
· Ability to handle multiple projects.
· Highly organized with strong attention to detail and the ability to handle busy workflow and prioritize assignments effectively.
· Ability to handle sensitive and/or confidential information.
Knowledge, Skills and Abilities
· Experience working with a broad rewards perspective, ideally with exposure to multinational organizations Demonstrated experience consulting at a senior level with a strategic focus (either as a consultant or as an internal corporate specialist)
· Strong internal (cross-line of organization and geography) relationship building and collaboration capability with proven implementation ability
· Excellent verbal and written communication skills, Strong interpersonal, consultative, creative and innovated solutions oriented leadership skills
· Excellent project management skills
· Global/cross-border consulting and project management experience preferred, but not required
· At least five years experience directly working with employee rewards programs preferably with an international non-profit organization.
· Must have a passion for what you do, have a high performance orientation, take ownership for your work; extremely customer service oriented and have excellent problem-solving and follow-through skills.
· Proficiency in Microsoft Office products, including Word and Excel.
· Knowledge of computerized human resources systems.
· CEBS (Certification in Employee Benefits) preferred but not required.
* At vero eos et accusam et justo duo dolores et ea rebum.
* Stet clita kasd gubergren, no sea takimata sanctus est Lorem ipsum dolor sit amet.
To Apply
If you wish to be considered for this position please send your non-returnable CV/résumé and application letter to hrinfo@engenderhealth.org with "Human Resources Manager, Total Rewards" in the subject line. You may also apply by fax to (212) 561-8082, or by mail to Human Resources, EngenderHealth, 440 Ninth Avenue, New York, NY 10001.
EngenderHealth provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, marital status, amnesty, or status as a Vietnam-era or special disabled veteran in accordance with applicable federal, state and local laws.
EngenderHealth complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.
Chapter 7: Appraising and Managing Performance
Chapter 7: Appraising and Managing Performance
Challenges
After reading this chapter, you should be able to deal more effectively with the following challenges:
1. Explain why performance appraisal is important and describe its components.
2. Discuss the advantages and disadvantages of different performance rating systems.
3. Manage the impact of rating errors and bias on performance ratings.
4. Discuss the potential role of emotion in performance appraisal and how to manage its impact.
5. Identify the major legal requirements for appraisal.
6. Understand how to manage and develop employee performance proactively.
Challenges
After reading this chapter, you should be able to deal more effectively with the following challenges:
1. Explain why performance appraisal is important and describe its components.
2. Discuss the advantages and disadvantages of different performance rating systems.
3. Manage the impact of rating errors and bias on performance ratings.
4. Discuss the potential role of emotion in performance appraisal and how to manage its impact.
5. Identify the major legal requirements for appraisal.
6. Understand how to manage and develop employee performance proactively.
Chapter 6: Managing Employee Separations and Outplacement
Chapter 6: Managing Employee Separations and Outplacement
Challenges
After reading this chapter, you should be able to deal more effectively with the following challenges:
1. Identify the costs and benefits associated with employee separations.
2. Understand the differences between voluntary and involuntary separations.
3. Avoid problems in the design of early retirement policies.
4. Design HRM policies for downsizing the organization that are alternatives to a layoff; and, when all else fails, develop a layoff program that is effective and fair to the firm's stakeholders.
5. Understand the significance and value of outplacement programs.
Challenges
After reading this chapter, you should be able to deal more effectively with the following challenges:
1. Identify the costs and benefits associated with employee separations.
2. Understand the differences between voluntary and involuntary separations.
3. Avoid problems in the design of early retirement policies.
4. Design HRM policies for downsizing the organization that are alternatives to a layoff; and, when all else fails, develop a layoff program that is effective and fair to the firm's stakeholders.
5. Understand the significance and value of outplacement programs.
Jumat, 10 Oktober 2008
Chapter 5: Recruiting, Selecting, and Socializing Employees
Chapter 5: Recruiting, Selecting, and Socializing Employees
After reading this chapter, you should be able to deal more effectively with the following challenges:
1. Understand the human resource planning process.
2. Weigh the advantages and disadvantages of internal and external recruiting.
3. Distinguish among the major methods of selection.
4. Make staffing decisions that minimize the hiring and promotion of the wrong people.
5. Provide reasonable job expectations to new recruits.
After reading this chapter, you should be able to deal more effectively with the following challenges:
1. Understand the human resource planning process.
2. Weigh the advantages and disadvantages of internal and external recruiting.
3. Distinguish among the major methods of selection.
4. Make staffing decisions that minimize the hiring and promotion of the wrong people.
5. Provide reasonable job expectations to new recruits.
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