Summary of accomplished HR tasks

1. +
Chien-Yi Sandy Chuang
Profile of Accomplished HR Projects

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* More information/samples available upon request
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Table of Contents
Summary of Accomplishments
KSA & Personal Traits
Background &
Goals
Key findings &
Action plan
P.3
P.4
Sample Project *
P.5-P. 6
P.7-P. 8

3. Summary of Accomplished Projects
Employee Retention/
Engagement
Employee Training
Other HR Activities
Employee Performance
Recruiting-Separation
Process
• EAP program
• Orientation program
• Satisfaction surveys
• Employee benefit
program
• Union negotiation
• On-boarding
• Cultural diversity and awareness training
• Educational training on mental wellness
• Coaching
• Strategic recommendations to managers
• Investigations of employee grievance
• Background checks
• Analysis report on exit interviews
• Performance evaluation at probation period
• HRIS system
• Employee handbook
• Relevant documentation
• HR policy explanation
• Customer services
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4. 4
KSA & Personal Traits
Knowledge
Skills
Abilities
Personal Traits
• Analytical skills
• Presentation skills
• Interpersonal skills
• Communication skills
• Bilingual
• I/O & Counseling
Psychology
• Research methods
• Statistical applications
• Labor law/ HR policies
• Abilities to diagnose presenting issues
and provide solutions
• Abilities to handle sensitive and
confidential HR matters
• Abilities to work with people at all levels
• Detail-oriented
• Compassion
• Integrity
• Resilience
• Openness to
experiences
• Quick-learner
• Self-awareness

5. 5
Sample Project- New Staff Orientation Program
Project Background
High
turnover rate
of new staff
Adjustment
issues from
new staff
Managerial
issues
between new
staff and
managers

6. 6
Project Goals
Decrease turnover
rate of new hires
Retain desired talents
Identify potential drop-
outs and provide
immediate assistance
Improve communication
between new staff and
their managers
Desired Performance

7. 0.5
0
0.1
0.2
0.3
0.4
Be able to
handle the
stress level
Be able to
independently
complete assigned
tasks
The job and work
environment
meet personal
expectations
Sample size: 40
Method: interview
Was referred by
current
employees
Was
assigned a
mentor
correlation
coefficient
• Have some level of
understanding of
the culture within
the organization
• Have high EQ
• Have someone who
acts as a go-to
person
Figure 1: Relationship between three-month performance
and desired performance
vBehavioral Predictorsv
Key Findings
Significant
Predictors
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8. Action Plans
Develop the
“Good-Buddy”
Program
Redesign
three-month
satisfaction
survey
Develop incentives
to increase the level
of interaction
between new staff
and managers
Retain Potential Performers
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