hr business plan
DESCRIPTION
HR Business Plan - Engagement orientatedTRANSCRIPT
Listerhills HR Plan 2014
23rd October 2013Author: David Richards
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Business Objectives
• Grow the business
– Our tangible and agreed budget targets
• Create solid platform for sustainable performance
– Develop infrastructure
– Build team
– Establish culture
• 2014 vision
– What we want to achieve
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In shape for growth?
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Strategy vs Tasks
Strategy Framework
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Building a Great Team
Mastery
AchievementAutonomy
Purpose
AppreciationIntimacy
Engaged Minds Engaged Hearts
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Building a Great Team
Mastery
AchievementAutonomy
Purpose
AppreciationIntimacy
Engaged Minds Engaged Hearts
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Mastery
Building a Great Team
Training and Development
Structured program
Continuous measurement
Technical and behaviourial mentoring
Recognised achievement
Mastery
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Building a Great Team
Highest and Best
Role Evaluation
Identifying employee sweet spots
Task Evaluation
Develop coaching
Mastery
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Building a Great Team
Skills
Standardised assessment process
Performance management evaluations
Development plan
Cross training
Mastery
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Intimacy
Building a Great Team
Understanding Motivation
One-to-ones
Employee survey
Site Manager as coach
Intimacy
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Building a Great Team
Nurture Relationships
Communication strategy
Buddy program
Mentoring
Cross site workshops
Intimacy
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Building a Great Team
Team Spirit
Team building workshops
Awareness of individual behaviour
Encourage recognition and celebration
Sense of one
Companyjjj
Intimacy
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Purpose
Building a Great Team
Onboarding
Layered onboarding program
Meet and greet
Evaluation process
Ensure completion
Purpose
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Building a Great Team
Demonstrate Leadership
HR governance
Business vision
Link goals and objectives
Purpose
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Building a Great Team
Cultural Commitment
Focus Group redefined
Culture conversations
Promote feedback
Recognition – Cultural Champions
Purpose
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Building a Great Team
Mastery
AchievementAutonomy
Purpose
AppreciationIntimacy
Engaged Minds Engaged Hearts
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Measurement
Measuring Success
• 3 Up Charts
– Absence – Retention– Time to fill– Headcount growth– Employee survey– Six Sigma cost savings– HR cost savings
• Direct feedback
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HR Function
Personal Leverage
• HR leadership
• Customer interaction
• Industry networking
• Knowledge development
• Corporate integration
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Function Development
• Lead vs Lag?
• Multi skilled HR personnel
– 2014 plan: 1 recruit (training and development focus)
• Establish business partnership
– Recruitment– Training– Benefits– Safety– IT Services
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Summary
In shape for growth
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Objectives: Training and Development
Group Objective Target completion
Actions Status
Training and Development
Consult with a minimum of 3 peer or educational organisations in order to define best practice training program management.
Identify list of potential organisationsInterview relevent stakeholdersRecord content of conversationIdentify best practice
Training and Development
Design pilot program. Define internal program frameworkDesign modulesEngage internal program suppliersIdentify recruitment mechanismEstablish external links; i.e. education support/qualification
Training and Development
Finalise program Review pilot program and enhance/completePrep support tools and materialsDevelop roll-out program
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Objectives: Highest and Best
Group Objective Target completion
Actions Status
Highest and Best
Interview Team Managers to identify sweet spots and passion areas
Kim and David to meet with Team Manager group and explain the purpose and sell the concept.Kim and David to meet with Team Managers.Write up findings and revisit the Team Managers.
Highest and Best
Establish roles according to these sweet spots
Identify key tasks and map to sweet spots.Do this with at least one representative from Team Managers.
Highest and Best
Work with senior team (FP, DS, BW and HB) to develop coaching style
Devise a training mechanismImplement a coaching calendar for more formal sessionImplement a coaching structure to help all levels acknowledge learning
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Objectives: Skills
Group Objective Target completion
Actions Status
Skills Formulate skills matrices for all sites Develop repeatable skills matrix Develop cross training programLink to job descriptions
Skills Train all employees on ATS Performance Management process. Provide additional support to line managers.
One to one meeting with Erika AndersonDevelop and execute training programMeasure effectiveness
Skills Ensure all employees have individual development plan in place
Line manager follow up to coach and support
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Objectives: Understanding Motivation
Group Objective Target completion
Actions Status
Motivation Enhance communication flow through establishment of employee feedback program
Run one to one sessionsDevelop surveyDevelop feedback loop and action planning
Motivation Enroll in Best Companies Program Trigger point at 50 employeesResearch program requirements
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Objectives: Nurture Relationships
Group Objective Target completion
Actions Status
Nurture Relationships
Define a communication strategy to ensure employees feel connected at site, regional and corporate level.
Develop core communication timetable and eventsDefine trigger events
Nurture Relationships
Create cross site peer to peer relationships in order to develop knowledge share, problem solving, etc.
Identify buddy opportunities and seek site manager support
Nurture Relationships
Develop and standardise site manager mentor program to facilitate development of site managers
Leverage US organisational supportEstablish review and feedback program
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Objectives: Team Spirit
Group Objective Target completion
Actions Status
Team Spirit Ensure employees understand their role and influence within the team dynamic to develop a high performance culture
Design workshopDevelop and execute roll out plan
Team Spirit Ensure all employees feel valued by the organisation through encouragement of positive ritual and celebration
Define policyIdentify triggersCoaching line managers
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Objectives: Onboarding
Group Objective Target completion
Actions Status
Onboarding Develop Onboarding program Develop layered onboarding programDevelop onboarding packsImplement probationary review processImplement ATS passport programTrain line managers
Onboarding Develop TUPE Transition support program for sales and start up
Draft pack contentSeek contribution from internal stakeholdersEngage creative resource to develop concept pack
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Objectives: Demonstrate Leadership
Group Objective Target completion
Actions Status
Leadership Review, amend and reissue Company Handbook and policy docs and forms to ensure completeness, quality and documentation control
Review handbook and policy and practiceResearch best practiceGenerate revised handbookIssue to standard document libraryTrain relevant employees in use of forms
Leadership All site managers should have a foundation knowledge of leadership skills and techniques
Develop leadership training suite
Leadership Facilitate CItraining to enable a minimum 2 projects
Generate training programSet project timelinesMonitor compliance
Leadership Create goal roll down timetable linked to performance management process
Define timeline datumMonitor compliance
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Objectives: Cultural Commitment
Group Objective Target completion
Actions Status
Cultural Commitment
Develop acceleration academy concept Prepare executive document describing model, objectives and execution strategy
Cultural Commitment
Design a cultural commitment program comprising of workshops and cultural conversations to ensure continuous improvement
Create one page culture conversation templateDesign and run cultural commitment workshopProvide continuous program support
Cultural Commitment
Relaunch recognition program Define UK gift portfolioRun re-launch presentationPrep employee/customer handout
Cultural Commitment
Launch Cultural Champion program in monthly and yearly format
Define processDesign programCommunication program to employees
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