Welcome to
Managing Your Human
Resources
What You Need to Know
AGENDA
• Your Human Resource Management Plan
• Discussion
Retention linked to
Retention Recruitment
Compensation
Training & Development
Your Human Resource
Management Plan
Your organization’s
human resource strategies, initiatives and activities
should all be included in your Human Resource
Management Plan.
It is this plan that will help you focus and prioritize your
HR activities.
Your Human Resource
Management Plan
Is unique to the specific needs of your
organization
Is directly aligned with your strategy /
mission, and reflects your
organization’s values
Is focused on your key priorities
Builds on and connects each initiative
Is consistent with available resources
Is multi-year
ORGANIZATION STRATEGIC PLAN
Your HR Plan must
build
on your
values
and
support
your
strategic plan
ORGANIZATION VALUES
Human Resource Management Plan
The Holistic
Approach:
Each component
of your HR plan
must fit with
all other components,
employees, the
organization and the
community, in order
to be effective.
Your priorities will be
unique to YOUR organization
Fitting the Components Together
Retention
Recruitment & Retention
Retention Starts With Recruitment
Does the job description accurately reflect
job expectations? Are these reasonable?
Is total compensation consistent with
market? With the position expectations?
Are there opportunities for development,
training & career advancement?
Will the employee be supported in the
role? Offered mentoring?
Are organization values reflected in the
recruitment process? (i.e. Merit principle,
Internal promotion, etc.)
Recruitment & Retention
Is your process getting the results you
want? Does it attract desirable
candidates?
Are you retaining new hires?
The secret to a successful recruitment
is knowing exactly what the
position’s key success factors are…
And planning & designing the
interview process accordingly.
No Surprises!
Key Success Factors
• Education and Experience
• Specific skills or training
• Behavioural competencies
• Job fit
Key Success Factors
Education and Experience
The extent to which the candidate’s
education and experience are
related to the position
requirements
The education and experience
should be relevant to the level of
the job
Key Success Factors
Specific skills or training
The skills or training needed
to carry out the job
responsibilities successfully
Examples
Welder’s certificate
Presentation skills
MS Office training
Key Success Factors
Behavioural competencies are those
critical to success in the role
Examples
• Leadership • Judgement
• People • Flexibility
Management • Interpersonal Skills
• Initiative • Creativity
• Commitment • Problem Solving
• Teamwork
Key Success Factors
Job fit is the extent to which the work and
environment is satisfying to the candidate
• Is it busy or quiet?
Frequent interruptions?
Require overtime?
Travel? Shift work? A
car? Is it outdoors?
A common pitfall is assuming that the candidate
has the same understanding about the job as you
do…
Understanding these Key Success
Factors will help you…
• Connect the success
factors to the entire
interview process
• Develop interview
questions that will
obtain the information
you need
• Make an informed
assessment
Behaviour Based Interview Questions
This type of questioning
technique is designed to:
• Obtain past behavioural
information that can be used
to accurately predict future
behaviour
• Focus on the bona fide
job requirements
• Eliminate hypothetical
questions which generate
hypothetical answers
Behaviour Based Interview Questions
Sample question starters…
• Tell us about a time that you…. What was the
situation, your role and the result…
• Give us an example of a time when you…
• Describe a situation where you…
• Tell us about your role in a situation that
required you to…
• Using a specific example, tell us how you..
The Interview
The exchange of sufficient
information so that each party can
make an informed decision
Building Rapport
Attending a job interview
is listed as one of the
top stresses in life.
It is the job of the
interviewer to
establish rapport &
create a relaxed
environment that will
support the open &
candid exchange of
information
Compensation: Pay & Benefits
Effective total compensation practices are
critical to your retention strategies:
Is salary consistent with job
expectations?
Is the process for salary
increases well understood &
communicated?
Are bonuses or incentives
appropriate for the role?
Are benefits offered? Are they
traditional or non-traditional?
Compensation: Pay & Benefits
Traditional benefits include life
insurance, AD&D, medical, dental,
vision, retirement, vacation, sick
time, etc. These are part of total
compensation and typically have a
monetary value.
Compensation: Pay & Benefits
Are non-traditional benefits
appropriate as part of total
compensation?
Computer purchase plans, flex
time, smoking cessation plans,
personal time off, sabbatical,
casual dress, ‘Get out of Work
Free coupons”, gym
memberships, free
coffee/drinks, etc.
Compensation: Pay & Benefits
Other motivators:
Control over own Work
Schedule (Work/ Life
Balance)
Exposure to Decision-
Makers
Increased Responsibility
On-site Day Care
Training & Development
In today’s world, if training
and development
opportunities are not made
available to your
employees, you will lose
them.
Access to training and development has
become a fundamental expectation of today’s
workforce.
Training & Development
Learning agility, the ability
to rapidly learn and acquire
new skills, then effectively
apply those skills in
different settings, is the
hottest commodity your
employee can offer you.
The Aboriginal community has a significant
advantage in this area, given the relative youth
of its growing workforce.
Training & Development
Train for the current
role while developing for
the next.
Use structured
mentorship programs to
ensure skill transfer
occurs.
Develop, develop,
develop.
