Summary of Findings - Performance Support - Columbia University - Sep 2016
HRM Strategy Presentation Development
1. HRM Strategy Presentation Development
LaTrice S. Ford
Professor, Leslie Willis
HRM 530 – Strategic Human Resource
Management
December 16, 2012
2. What is Human Resource Management?
Human resource management is a process that focus
on organizations, companies and the people that are
working in workplaces. Satisfied employees are the
reason for productivity increases and growth that are
motivated by management practices and strategies.
3. Describe the type of organization for which you are
designing the HRM program
The organization that I work for is an education based
company that teaches children from ages 5 -18. There
are also a number of campus within our district that
house many other employees. These children are able
to learn from such curriculum as:
1. English/Writing
2. Mathematics
3. Social Studied/Government
4. Science
4. The individuals that we have been working with in this
organization are dedicated to ensuring that our students
have the best possible education. We also have a
number of support staff members that are available to
help our teachers receive all the information needed
such as student records, grades and other special types
of needed information and to help them complete tasks
that are unable to finish in the classroom setting.
5. Support Staff Members
Principals/Assistant Principals ----To ensure the campus
runs correctly and without incident.
Counselors ---- give students counsel on academics
Instructional Specialist ---- facilitate state tests and
special instruction for the curriculum
Registrars, Attendance and Discipline Clerks ----to input
information and gather data for teachers
6. The proposal I am putting forth is going to be very
aggressive and forthcoming to encourage and redesign a
program for the organizations talent management strategy
concerning policies and procedures that should include
performance, retention, labor relations, compensation and
benefits.
7. Proposal Objectives
Aggressive and straightforward
Focus on talent management strategy.
Policies and Procedures
Performance
Retention
Labor Relations
Compensation and Benefits
8. Create a HRM strategy outline that will support your
proposal.
Organization
1. Organizational Objective
2. Career Development
3. Individual Development
Retention
1. Employee Motivation
2. Proper Training/Hiring Within
3. Better Career Opportunities
Policies and Procedures
1. Assessments on Policies and Procedures
2. More Training Sessions
3. Assign a Support Team to aid employees
9. HRM Strategy Cont’ed
Performance
1. Performance evaluation every six weeks
2. Internal Audits
3. Appraisal Forms at the end of every semester
Labor Relations
1. Assessing the current strategy
2. Implement a that will accomplish the goals and mission of the
organization
3. Implement a program to encourage labor relations
Benefits and Compensation
1. Offering more benefits to employees
2. More benefits for working mothers
3. Implement a plan to get employees better retirement plans
10. Address each of the criteria
(performance, retention, labor
relations, compensation, and
benefits) with a proposed policy
and procedure
12. Retention
Policy
Seek frequent
opportunities to develop
and grow employee
careers
Procedure
value employees while
encouraging growth
opportunities within
your organization.
Make work a challenge
but friendly place to
come.
13. Labor Relation
Policy
Open Door Employee
Policy
Procedure
To have open
communication between
management and
employee to have better
workplace relations
16. Justify each of your HRM selections by aligning it with
your HRM Strategy
HRM Selection
1. Performance
2. Retention
3. Labor Relations
4. Compensation
5. Benefits
Alignment with HRM
Strategy
1. Performance aligns with HRM strategy
because it helps achieve and support
organizational goals.
2. ensure that their existing employees
remain with them, and discourage them
from seeking prospects elsewhere.
3. articulate how it can improve processes,
people and relations between employee
and employer.
4. Ensure employee satisfaction and job
security and future growth
5. Ensure employee satisfaction, career
growth, and job satisfaction
17. Support your premises with data you have collected
from three(3) similar organizations in order to convince
your upper management that you have prepared well
and your plan should be adopted.
________________________________________________
We have been in contact and visited with different
school districts in and around Texas. We have tried to
learn what procedures and policies work better for them
and what makes them as successful as they are.
Visited School Districts
_________________________________________________
1. Spring ISD Houston, Texas
2. Allen ISD Allen, Texas
3. Connally ISD Waco, Texas
18. SPRING ISD
Have a website that encourages new hires
Gives information on employee benefits
Gives information on salaries and wages
Competitive benefits and compensation
Has numerous positions for new hires
Encourages employee advancement.
19. ALLEN ISD
Has a website that encourages new hires
Has an active job posting
Encourages open door policy and active
communication with employees
Provides the highest quality of employees
Is able to provide competitive salaries and benefits for
employees
Is able to provide continuous support for employees
and applicants
20. CONNALLY ISD
Has an interactive website for new hires to apply
Encourages job openings
Has workshops that help develop employee skills and
talents
Has compensation and benefits that help employees in
their future careers and with retirement.
*a human resource department has policies that govern employee behavior and the behavior of the company toward its employees.
*employee recruitment and retention, exit interviews, motivation, assignment selection, labor laws, employee performance reviews, training, professional development and mediation.
This organization is also responsible for special education students, bilingual and English proficient students. As well as individuals who are over the age of 18 with special circumstances up to the age of 23.
We also have students who are labeled as “at risk” students who have abnormal family issues, have been retained and are at risk of not completeing their required schools years as graduates.
The individuals that we have been working with in this organization are dedicated to ensuring that our students have the best possible education. We also have a number of support staff members that are available to help our teachers receive all the information needed such as student records, grades and other special types of needed information and to help them complete tasks that are unable to finish in the classroom setting.
*The staff members are able to work together as a unite to ensure that policies and procedures are being carried out.
Proposals are important because they present a plan that organizations can choose to follow or not. The proposal I am putting forth is going to be very aggressive and forthcoming to encourage and redesign a program for the organizations talent management strategy concerning policies and procedures that should include performance, retention, labor relations, compensation and benefits.
The proposal objectives are essential to the development of the organizations polices and procedures. The also help with organization and structure with the strategies and plans that management wants to implement.
Organization
Organizational Objective
Career Development
Individual Development
Retention
Employee Motivation
Proper Training/Hiring Within
Better Career Opportunities
Policies and Procedures
Assessments on Policies and Procedures
More Training Sessions
Assign a Support Team to aid employees
Performance
Performance evaluation every six weeks
Internal Audits
Appraisal Forms at the end of every semester
Labor Relations
1. Assessing the current strategy
2. Implement a that will accomplish the goals and mission of the organization
3. Implement a program to encourage labor relations
Benefits and Compensation
Offering more benefits to employees
More benefits for working mothers
Implement a plan to get employees better retirement plans
Rewards Program/Motivating Employees
Set a criteria for rewards
Reward those who meet the criteria
Recognize those going beyond their duties
Set individual awards
Team awards
Being respectful and showing appreciation to all employees
It steps to know about retaining employees:
(1). Make their jobs challenging for them and worthwhile.
(2). Pay your employees for the jobs they perform. Such as with raises and bonuses.
(3). Do not micromanage employees, allow them to work comfortably and with this confident will ensue.
(4). Make sure the work environment is not tense but comfortable and friendly.
(5). Make sure that employees are getting something out of their job.
HRM Selection
Performance
Retention
Labor Relations
Compensation
Benefits
Alignment with HRM Strategy
Performance aligns with HRM strategy because it helps achieve and support organizational goals.
ensure that their existing employees remain with them, and discourage them from seeking prospects elsewhere.
articulate how it can improve processes, people and relations between employee and employer.
Ensure employee satisfaction and job security and future growth
Ensure employee satisfaction, career growth, and job satisfaction
________________________________________________
We have been in contact and visited with different
school districts in and around Texas. We have tried to
learn what procedures and policies work better for them
and what makes them as successful as they are.
Visited School Districts
_________________________________________________
Spring ISD Houston, Texas
Allen ISD Allen, Texas
Connally ISD Waco, Texas
*Have a website that encourages new hires
*Gives information on employee benefits
*Gives information on salaries and wages
*Competitive benefits and compensation
*Has numerous positions for new hires
*Encourages employee advancement.
*Has a website that encourages new hires
*Has an active job posting
*Encourages open door policy and active communication with employees
*Provides the highest quality of employees
*Is able to provide competitive salaries and benefits for employees
*Is able to provide continuous support for employees and applicants
*Has an interactive website for new hires to apply
*Encourages job openings
*Has workshops that help develop employee skills and talents
*Has compensation and benefits that help employees in their future careers and with retirement.
